I save hiring managers time by only submitting fully vetted candidates. As a consultant to the business, I go beyond the job description to understand the organization and hiring manager’s talent needs and expectations. I assess each candidate’s expertise, skills (hard and soft), history, potential, and other qualifications relative to the organization’s requirements. This involves phone calls, emails, and actually reading resumes. I strive to provide employers and candidates with quality matches for sustainable placements.

I support my recommendations with market data and intelligence. Where can we find the right talent? What are the current compensation expectations? What are the characteristics of the current market, and what are the effects on recruitment? What is the market yielding? Let’s collaborate to identify talent acquisition challenges and solutions early in the process and continually improve along the way.

I provide a humane, communicative candidate experience. Treating candidates respectfully is good for an organization’s reputation and business, but more importantly, everyone involved in talent acquisition is a person. I keep hiring teams and candidates appropriately informed at every stage of the recruitment cycle so all parties know what to expect, everyone is prepared, and no one wastes time. “Ghosting” and chaos are out, but being personable and professional are in.