Think back to your first job post-graduation. Maybe even your first day. How did it feel? What were you doing? Can you remember it? Most people can recall this time—it was pivotal in their careers.
I know I can remember this experience like it was yesterday. My passion for early career recruitment stems from my experience as a college hire transitioning into the working world. My first post-graduation job was working the graveyard shift as a front-line supervisor in a potato chip factory. 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 a 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. 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.
My mission is to help business leaders craft and deliver a smart, easy-to-execute college recruiting strategy—“Recruit once, hire twice”—that will harness the power of internships to provide an ideal transition for students and solve a vital business need at the same time.
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 professionals into positions ranging from human resources, finance, and engineering to tech, 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 and recognizing new ways companies hire is part of my DNA. I diligently integrate this research into my practice so that I can serve you with the most up-to-date information.
ourcing, attracting, hiring, and retaining early talent has never been more crucial.
Technical innovations that continue to disrupt industries, coupled with the predicted global skills shortage, make it increasingly important for a company to change its method of attracting and retaining the next generation of talent.
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 before applying.
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 tried and tested step-by-step playbook and support you in implementing your early talent recruitment strategy.
You will have all the elements needed to build a best-in-class early talent recruitment strategy at your fingertips.
Tomorrow’s talent demands a genuine candidate experience—even the best brands must compete fiercely.
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 campus partnership.
Nurture and cultivate your talent pipeline.
The “Recruit Once, Hire Twice” consulting partnership includes: a playbook of all the necessary elements for crafting and implementing your early career recruitment strategy, including, business case presentations, workforce planning templates, salary recommendations, manager training series, job descriptions, interview questions, marketing assets, event planning templates, onboarding tools, and FAQs.
all the necessary elements for implementing your early career recruitment strategy
You will walk away with a smart, easy-to-execute strategy to deliver a robust pipeline of exceptional talent prepared and ready to fill future roles.
Developing a talent pipeline has never been more crucial. Technical innovations continue to disrupt industries with no signs of slowing down, coupled with the predicted global skills shortage; it is increasingly essential for a company to change its method of attracting and retaining the next generation of talent.
Ditch the endless job applications and pivot with purpose. This HEART-Based Career Change Playbook is your shortcut to a fulfilling career.