• Relationship-First Recruiting Approach: The recruiter emphasizes human interaction as fundamental to successful recruiting:

  • Phone calls over purely digital communication
  • Building genuine relationships with candidates
  • Understanding that “people get people jobs” - tools are secondary

• Scalable Interview Process Framework: Implementation of a structured, repeatable hiring process:

  • Clear communication channels between recruiters and hiring managers
  • 24-hour feedback commitment from hiring managers
  • Systematic approach to candidate evaluation
  • Integration with scalable onboarding processes

• Industry Knowledge Methodology:

  • Deep immersion in client’s industry (biotech, manufacturing, etc.)
  • Continuous learning through article reading and research
  • Understanding both technical aspects and business context
  • Using industry knowledge to better evaluate and engage candidates

• Candidate Pipeline Management:

  • Maintaining relationships with promising candidates even without immediate roles
  • Following gut instincts about potential future fits
  • Keeping broader perspective beyond current open positions
  • Regular check-ins with valuable prospects

• Calibration Process:

  • Using initial 10 candidates as calibration list
  • Getting hiring manager feedback to adjust search parameters
  • Flexible approach to role definition based on candidate quality
  • Using strong candidates to help define role requirements

• Business Partnership Approach:

  • Acting as business consultant rather than just recruiter
  • Providing market insights to hiring managers
  • Strategic hiring advice based on market conditions
  • Helping shape role definitions based on available talent

• New Recruiter Development Framework:

  • Emphasis on phone communication skills
  • Focus on human interaction over reliance on tools
  • Minimum activity metrics (75 calls target)
  • Balance between sourcing and relationship building

• Technology Integration Philosophy:

  • Tools support but don’t replace human interaction
  • Technology as enabler rather than solution
  • Proper positioning of AI and automation
  • Focus on human elements of recruiting process

Related Content