After enduring a “survivor-like” interview process and a lack of corporate housing (that led to living with my realtor throughout my first week), I vowed to make the hiring experience more welcoming for other recent grads if I was ever given the chance.
As luck would have it, that opportunity presented itself over and over and over again throughout my progressive HR career.
Fast forward 15+ years.
Recently, I had the opportunity to build a college recruiting department for a global company – from scratch. Throughout my time in this role, I saw firsthand the struggles of recruiting teams that don’t have the resources or bandwidth to design and implement a strategic university recruiting plan.
As a result, I developed this consulting practice.
As a former talent acquisition and HR leader, whose experience spans more than 15 years across multiple industries – including Fortune 200 companies, I have recruited, coached and hired hundreds of early-career professionals into positions ranging from human resources, finance, and engineering to IT, sales and operations.
In short, I get what companies are looking for when hiring top talent. It’s what I do.
Constantly researching the latest trends in business and recruitment, recognizing new ways in which companies are hiring is part of my DNA. I diligently integrate this research into my practice, so that I may serve you with the most up-to-date information.
Sourcing, attracting, hiring and retaining early talent has never been more crucial.
Tomorrow's talent demands a genuine candidate experience.
Students want to connect with real people, experience an employer's brand, and explore a company’s culture – all before they even apply.
job vacancies for months on end with no viable candidates in sight
consistent turnover in a specific role
an aging workforce, with many employees nearing retirement
no plan for filling a role if an unexpected resignation were to present itself
recruiters at their max capacity without bandwidth to execute a campus recruiting strategy
As a consultant, I provide an unmatched combination of comprehensive strategic guidance, practical tips, and inspired thought leadership.
In this partnership, I will share my step-by-step playbook – that took 3 years to perfect – and support you in implementing your early talent recruitment strategy.
• Review marketplace complexities related to your business
• Define the business case
• Gain stakeholder buy-in
• Define your goals
• Analyze your workforce & identify roles
• Align with the academic calendar
• Solidify your investment
• Craft a deliberate approach to campus recruitment
○ identify target universities
○ leverage talent networks
○ plan meaningful events
○ execute a multifaceted partnership
• Nurture and cultivate your talent pipeline
• Measure results
• Onboarding and programing
Business case presentations
Workforce planning templates
Manager training series
Event planning templates
Let’s spend the day working through each step unique to your business. You will walk away with a clear strategy and next steps to take to hit the ground running.
First Session: we will work through the Preparing and Planning Phases.
Second session: we will prepare all the necessary details for the Perform Phase and make the most of your time on campus.
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