The Exchanges

Q So how do you think about when it makes sense, A, to have any sort of recruiting help, right? So to go from being a founder or a manager that's literally pounding the pavement, doing outreach yourself, to having Call it an internal or external recruiter. And when does it make sense to definitely have a full-time employee in-house that is your in-house recruiter? How do you think about that?

A For your first question, before going ahead and just having a recruiter and having it outside of yourself as a founder, I think it's good for like the beginning stages and that will be up to the founder to define what beginning means to have like your founding people, your initial people. But once you get to a space where one, you may want to start recruiting more senior executive level Professionals. External recruiting might be a great avenue for you, because they already have the network that the founder may not have, and they already have a vetting process that we were assuming is tried and true, because if they have their own success metrics, which you can ask them what those metrics are, that can be applied to your own business. I would strongly recommend doing internal recruiting if you have a big emphasis on Culture. Because at the end of the day, an external recruiter will probably have multiple clients. So the same type of attention an internal recruiter will be able to give to just your positions only because they're here in a full-time capacity, permanent capacity. That special touch and attention to detail will not be found as much with an external recruiter. And then plus, there's nothing better than learning something new than by being immersed in it. So having a recruiter being a part of the onboarding process, because they're a part of your team now, So they kn…

AI assessment note: “I would strongly recommend doing internal recruiting if you have a big emphasis on Culture.”

Q seem like they're only in it for the money. If they talk about it too late, They worry that, did I just waste an entire interview process if I end up finding out that the company is looking to pay something that is totally out of what is realistic for me? When is the right time to talk about comp, and what is the right way to talk about it?

A The answer to that isn't a textbook answer. It really is just on perspective, so I, I can only speak on what I think, and for me, I'm, I'm a person I would rather have the conversation earlier than later, just because I know that although you don't want to seem like you're being led By conversation of comp, but it's a, it's an important factor. It's kind of weird that people try to pretend that it isn't. It may not be the most important, but it's certainly probably your top five and not top five. So if you're nervous about speaking directly to an exact number or what the total comp could be, if that's being a question posed to you earlier on, you can always flip it back to the recruiter and say, I'm comfortable in learning more about what may be budgeted based on The total comp and what's marketable right now for the range of this role. Um, or if it's later on in the, the, the conversation of interviewing process, you probably should speak more directly to it. Cause if you're a final candidate, you want to make sure there's alignment there. But me personally, I would rather it sooner than later.

AI assessment note: “for me, I'm, I'm a person I would rather have the conversation earlier than later”

Q very much in the weeds, I think it's important for companies to think about. Does it ever make sense, say to your point, you bring in an internal recruiter because you think culture is really important, and you want someone whose full-time job is recruiting people that embody the values of the business. Does it make sense to ever hire an external recruiter, even when you have an internal recruiter?

A Oh no, because if you have an external recruiter, they could be a supplement. To the internal recruiter that you have. And then also a recruiter is not only there internally to serve in the tactical perspective of just filling in roles and making sure your days open for a role decreases and all that stuff. When you have the right kind of recruiter or someone in talent acquisition, they are also supporting the strategy of having a great recruiting process overall. So whether it's like making sure that the interview scorecards are well, making that, making sure that DEI is a metric, That is being pushed and accountability is being there. And sometimes to allow an internal recruiter to do that would offer the opportunity for an external recruiter to come in. And it's just based on what you need. So the great thing about external is that you could pick it up, pick it down based on what the business need is and what that makes sense. And you still have your home base with your internal recruiter back at the workplace.

AI assessment note: “if you have an external recruiter, they could be a supplement.”

Q know, the hiring manager or the company. My first question is, you know, typically in a, an interview process, a candidate, if they go far in the process, will talk to many people, and oftentimes early in the process, they'll talk to someone from HR. How should interviewees Prepare specifically for interviews with HR professionals, and how does that differ from, say, other professionals in the business that interview them?

A Well, probably for an HR person, there's going to be a strong emphasis on culture. So the way that an interviewee can come in prepared and feeling like they have all the information they need, do your research, look up online if it's possible, you know, any social media presence or online presence that the business may have. So you can have questions prepared that can speak to the culture and typically, or at least it should get an HR person excited to share with them. And then also do your research on the actual person themselves. So HR is, is a pretty wide function, but learning what the history, um, whether it's career progression or even just personally, what the HR person has gone through that you're going to be speaking to, asking them about their own journey and how that translated into where they are today is a great question to start and have open for them.

AI assessment note: “Well, probably for an HR person, there's going to be a strong emphasis on culture.”