Onboarding a recruitment consultant (How To Work With Me)

Hiring for your organization can be quite cumbersome. From sorting through resume’s , shortlisting, screening, interviewing, negotiations, and onboarding. Meet a recruitment consultant who has extensive experience in recruiting across various industries and skillsets. My career started with recruiting for government contracts for high volume call centers, to working across multiple clients in a third party recruitment agency setting, to working in-house at a global advertisement agency hiring talent who serviced clients globally.

I have extensive experience consulting with companies of various sizes and business models to help them onboard top talent for their teams. Hiring can be difficult but it doesn’t have to be.

Why work with me?

• Get access to qualified candidates (either active or passive)

• One on one consultation to understand your business needs and pain points

• A SME with an extensive network of marketing, technology, and creative talent

• Optimize and streamline the hiring process

• Extensive experience reviewing creative talent and design portfolios

• Avoid team burnout, losing clients for undelivered work, missed deadlines

• Cost Savings!

Qualified Candidates

I have access to a continuously growing network of talent that I regularly engage with. I identify the hard and soft skills in potential candidates so we can find the best match for your team. When the requirements for your open position have been gathered. I reach out into my network to pre-screen and prequalify candidates and provide a summary, for you and your team to review.

I am not looking of just technical ability. I want to find the right personality fit and culture fit for your team. Finding those soft skills can be very difficult to do in blindly sourcing resumes alone from a single job posting.

Understanding Pain Points

During the on-on-one process I get thorough understanding of your business needs are and the kind of talent your organization needs.

• What hard and soft skills do you require in your candidate(s).

• What kind of candidate aligns with your company’s mission and vision?

• Does your current team have the bandwidth to dedicate to a specific hire?

• Is your organization looking for a specialist?

• Does your current team have the skillset, network, and resources to quickly source for these types of candidates?

• Why were previous hires unsuccessful?

An SME With a Network of Marketing, Technology and Creative Talent

I have a large network of candidates who primarily focus in the digital marketing, creative, and technology field. These skillsets are what my career has been primarily focused in so I have become a subject matter expert in these fields. My experience in recruitment has afforded me to place a variety of skillsets including.

• Digital Marketing (Paid Search, Display Programmatic, Paid Social, Organic Social, Search Engine Optimization, E-Mail Marketing, e-Commerce, Communications)

• Design & Creative (Graphic Designers, UX/UI Designers, Copywriters, Motion Designers, Video Editors, Producers, Photographers, Photo Editors)

• Technology (Full-Stack Developers, Front-End Developers, Cloud Engineers, Dev-Op Engineers, Technical Writers)

• Analytics & Data (Web Analytics, Data Scientists, Data Planners, Analysts)

• Administrative Services & Human Resources

• Client Services / Account Management (Creative, Technology, Marketing)

• Project Managers (Creative, Technology, Marketing)

Optimize and Streamline The Hiring Process

Your recruitment business partner will conduct all of the recruitment and administrative tasks associated with the hiring process including…

• sourcing candidates

• reviewing resumes

• screening candidates

• provide candidate summaries

• coordinating interviews with your team

• providing you with updates and other related tasks

• prompt feedback for a quality interview experience

Your recruitment business partner is also will also promote your job requirements on job boards so you don’t have to.

Experience Recruiting Creative and Design Talent

I have a background working as a graphic designer and digital marketer before I became a recruiter. When I shifted gears into recruitment my prior experience as a designer afforded me the ability to easily review and identify quality creative talent. In addition to review resumes but I have a proven experience effectively reviewing creative portfolios and identifying the appropriate creative talent to meet various teams and client needs.

Avoiding Team Burn Out, Losing Clients, Undelivered Work

Not having the right candidate on your team can run the risk of burning out your team, turn-over, client loss, undelivered work and missed deadlines. Losing talent means losing subject matter experts on your team.

Cost Savings

The cost of having unfilled positions can start to add up. Job posting can get costly and does not guarantee the quality talent your team is looking for. Onboarding a candidate after a lengthily interview process can be expensive and a huge time waster if they are not the right candidate for the position.

About Me:

As a seasoned professional in staffing and placement services, I collaborate with a diverse range of businesses, from startups to established companies. Recognizing the need to eliminate bottlenecks in sourcing skilled professionals, my services extend to businesses in various industries, including those seeking freelance services. Whether you're in need of creatives, designers, marketers, developers, or sales professionals, I leverage my extensive network and effective sourcing strategies to connect you with top-tier candidates.

Connect with me on LinkedIn to explore how I can assist your organization. Fill out this form to kickstart the journey toward building a team that aligns seamlessly with your business goals.