Building a Talent Pipeline

Top talent will NEVER join a company with a mediocre recruiting process. They assume the rest of your company matches that experience. Yet most leaders treat their recruiters like transactional rubber stampers — then wonder why they can't hire A-players. The reality: how you treat your recruiters gets reflected in your recruiting process. Treat them like cogs in a machine? That's EXACTLY how they'll treat your candidates. Here are 8 ways treating recruiters as strategic partners transforms your hiring: 1. Give them a seat at leadership meetings A biz recruiter pitched "we need an implementation specialist" for months. Candidates weren’t biting. Then she learned this hire would unlock a $2M contract. Changed her pitch to "we need this role to hit Q3 revenue." Filled in 2 weeks. 2. Make recruiting metrics visible company-wide When engineering managers check recruiting dashboards daily, magic happens. One team went from "where's my hire?" to "I see 3 strong candidates entering final rounds." Transparency turns recruiting from blame game to team sport. 3. Let them push back on unrealistic demands A recruiter shared w/ me why she quit her last role: "I was tired of smiling when they wanted senior engineers for junior salaries." Smart companies empower recruiters to say, "that's unrealistic." The rest lose their best recruiters. 4. Include them in offer strategy, not delivery Watched a startup land their dream candidate in 48 hours — beating higher cash offers — because their recruiter could negotiate on the spot. Most make recruiters deliver pre-baked offers like pizza. 5. Invest in their tools like engineering Teams tracking candidates in Google Sheets wonder why they can't compete. Companies investing in real recruiting tools see 4x productivity gains. Your engineers get the latest MacBooks. Why make recruiters work in spreadsheets? 6. Give them time to build relationships One Gem customer filled 70% of roles in 3 weeks. How? They maintained relationships with past candidates for YEARS. Most measure recruiters on this month’s roles they need to fill. So they spam everyone and start from zero next quarter. 7. Empower them with data "Trust me, the market's tough" doesn't move executives. "Your salary range is 25th percentile — here's the data" does. Give recruiters access to data and industry benchmarks. Watch them become business partners overnight. 8. Celebrate their wins like revenue That top 1% engineer who chose you over FAANG only happened thanks to your recruiter — celebrate them like AEs winning deals. Ring the gong. Most companies only notice recruiters when hiring stops. TAKEAWAY In this market — 2.7x more applications, 90% unqualified — the difference isn't headcount. It's whether you treat recruiters as strategic partners or paper pushers. Your recruiters are interviewing for new jobs right now. Still think they're just order-takers?

In 2023, we spent $413,000 on executive recruiters. They helped us hire a new CRO, CTO, CFO, CHRO and CLO. At first, the idea of spending THAT much on executive recruiters seemed outrageous. But I was wrong. Here's how it works: BACKGROUND: Executive Search initially did not sit right with me. Paying a large retainer and trusting the Executive Search firm would hit the target was counter to my formula of hiring more junior staff (we typically use a pool of non-exclusive recruiters or build out an internal recruitment team) and promoting from within to the highest level. The first Exec Search we completed was with Maddy Cross at Erevena for our CHRO Richard Fye. Maddy quickly changed my mind about Executive search and set the bar for what I expect Executive search to be. Thoughtful, well connected and a pleasure to speak to on every call. Our CFO search was done by John Watkins from Altima. The last time we had run a CFO search we had not used a Search firm. We were far smaller and as a working class boy from Manchester, the Executive Search fees seemed mind-blowing! Our board recommended Altima. Again we were presented with a strongly researched group of candidates. Ultimately we selected the talented Jennifer Grunebaum Our CRO search was done by Gary Constance at Daversa Partners. This was the toughest search last year. The revenue range a company is at is critical to this role. Cognism had passed $50M ARR and decided it needed a CRO with experience scaling from $50M to $300M+, which slashed the candidate pool. We selected Rob Tomchick who is a perfect culture fit and just completed a similar challenge at Lever. Both the CTO (Ivana Zuber) and CLO (Elizabeth Rushforth) were sourced internally and are making tremendous impacts on their departments. After all this, here's what I learned makes a great Exec Search experience: - Exec Recruiters have a deep connection to their industry and a strong understanding of the candidates and their desire to make a move. - Exec Recruiters research the market extensively in a way that's difficult to replicate internally. - Exec Recruiters understand their client, can position them and can sell their story. They would make incredible Enterprise Sellers. - Exec Recruiters facilitate great communication with the candidates at all stages of the process. As CEO, you need to ensure this cadence is in place from the start, in particular for candidates that do not get selected. Does this mean you shouldn’t source internally? Of course not. Half of our C-Suite leaders were sourced internally, however it's important to create a good blend of experience to ensure the company can keep scaling safely. In fact, we had over 190 internal promotions last year (more on that soon). But if you ever need to source external executive talent… I would highly recommend Executive Recruiters. P.S. Any questions on Executive Recruiting? Any Recruiters you would recommend? Comment below with names/roles they hire for.

The 'Out of Sight, Out of Mind' Trap: How to Conquer the Distance Google is a global company with offices all over the world, and while this diversity is a strength, it also presents unique challenges for communication and collaboration. Especially when your key stakeholders and decision-makers are continents away! Those hallway conversations, spontaneous coffee chats, and quick desk drop-bys that teams at HQ take for granted? Yeah, those aren't happening when you're separated by oceans and time zones. And that can lead to a disconnect. Your team's amazing work might get overlooked, your challenges might go unnoticed, and your stakeholders might feel out of the loop. But fear not, fellow remote leads! Here are a few strategies I've learned along the way: ‣ Tailor your communication approach: Every leader has their preferred communication style. Some love detailed reports, others prefer concise bullet points, and some just want the TL;DR. It's your job to adapt and deliver information in the way they'll best receive it. ‣ Embrace Radical Transparency: The worst thing that can happen is your leadership feeling blindsided by a problem or a missed deadline. Over-communicate! Share updates regularly, highlight both wins and challenges, and don't be afraid to ask for help when needed. ‣ Educate Your Leads: Help them understand the unique challenges of leading a remote team in a different location. Explain why you might need more proactive communication or different approaches to stay connected and aligned. ‣ Build Relationships Beyond Email: Travel when possible. Occasional visits to the main office can be invaluable for building relationships and understanding the nuances of the company culture. ‣ Celebrate Wins: Make sure your stakeholders are aware of your team's accomplishments, both big and small. This reinforces the value of your team and keeps them top-of-mind. ‣ Iterate and Improve: What works for one lead might not work for another. Experiment with different communication styles, ask for feedback, and continuously refine your approach. Leading a local team in a remote site requires extra effort and intention. By mastering the art of communication and building strong relationships with your stakeholders, you can ensure your team's success, no matter where you are in the world! What are your favorite tips for leading remote teams across continents? Share your insights in the comments! 👇 #RemoteLeadership #Communication #TechLeadership #lifeAtGoogle

Should HR people and especially #recruiters have long history of specific experience or they may have transferable skills from other industries that may help them to support business needs? Sometimes I was asked why I decided to turn from Marketing to #People. And in some conversations I do feel that people have some doubts... But in reality my marketing background really helps me to attract right people, especially to #startups and #scaleups where there is no market visibility of a company, no long history, risks, etc. How? 1. Understanding Branding: #recruiters need to represent their company effectively to potential candidates. A marketing background can help to understand branding principles and how to convey the company's culture, values, and mission in a compelling way. 2. Targeted Candidate Attraction: Marketers are skilled at identifying and targeting specific demographics and audiences. This knowledge can be applied to recruitment efforts to attract candidates with the right skills and cultural fit for the organisation. 3. Effective Job Descriptions: Marketing professionals know how to craft persuasive and engaging content. It helps to create job descriptions that are not only informative but also enticing, making them more likely to attract talent. 4. Use of Social Media: Social media is a powerful tool for both marketing and HR, it helps to connect with potential candidates, build relationships through social media. 5. Data Analytics: Marketing often involves data-driven decision-making. Understanding #dataanalytics can be beneficial for HR managers, recruiters in tracking the effectiveness of their strategies and making data-driven improvements. 6. Content Creation: #hr can use the skills to create informative and engaging content that educates candidates about the company and the job opportunities. 7. Communication Skills: Marketing professionals are typically strong communicators. Effective communication is essential in both marketing and recruitment that helps to convey information clearly to candidates and engage in meaningful conversations during the hiring process. 8. Competitive Analysis: Marketers often conduct competitive analysis to understand their competitors' strategies. Similarly, HR managers can benefit from understanding what other companies are doing in terms of recruitment, benefits, and employer branding to stay competitive. 9. Customer-Centric Approach: Marketing is all about understanding and meeting the needs of customers. In recruitment, candidates are essentially customers, and a customer-centric approach can help to create a positive candidate experience. 10. Adaptability and Innovation: HR managers and recruiters with marketing backgrounds may be more adaptable and innovative in their recruitment strategies and tools. Diversity in skills and perspectives within a recruitment team can lead to well-rounded and effective talent acquisition strategies. #peoplestrategy #talentacquisition #talentsolutions

13 Phrases That Build Trust Trust in sales comes from transparency, respect, and giving people the space to make their own decisions. Here are some phrases that foster that trust: 1. “My job is to make sure you have the information you need so you can make a decision.” This reassures the prospect that your goal isn’t to push them but to help them make the best choice for themselves. 2. “Would it make sense to schedule a demo so you can see how it works?” Instead of pressuring them, this gives them control. People resist being forced but appreciate having options. 3. “Here are the benefits and drawbacks.” Only sharing the positives feels untrustworthy. A balanced view builds credibility because no solution is perfect. 4. “What do you think you’ll do?” When people verbalize their own decision, they feel a stronger sense of ownership and commitment. 5. “What’s your theory on why that is?” Encourages reflection rather than making them feel like they’re being guided to a pre-set conclusion. 6. “Here’s what I know. And here’s what I don’t know.” Admitting gaps in knowledge makes the information you do provide more credible. 7. “Would it be helpful if I shared how others have handled this?” This gives them a way to say yes without feeling pressured into a sales pitch. 8. “If this isn’t a fit, that’s totally fine.” Removes pressure and reassures them that they’re in control of the decision. 9. “Feel free to push back if this doesn’t make sense.” Invites open conversation rather than silent resistance. 10. “Let’s figure this out together.” Shifts the dynamic from seller vs. buyer to a collaborative problem-solving approach. 11. “It sounds like you have a reason for saying that.” Encourages them to elaborate without feeling challenged or defensive. 12. “It seems like you have some concerns.” Acknowledges hesitation in a way that makes them feel heard and understood. 13. “You’ve probably considered outsourcing it.” Assumes they’re already aware of your solution but have chosen not to switch, preventing them from feeling uninformed or defensive. Each of these phrases helps build trust by reducing the pressure to say “yes” before they’re ready.

From the inside of executive search, I can tell you this: boards are no longer debating intelligence types. They are debating pressure behavior. The CEOs who succeed right now are not the ones with the highest IQ, EQ, or SQ scores. They are the ones who can integrate all three when the environment gets uncomfortable. What actually separates CEOs today is judgment density under constraint. Here’s the practical shift I’m seeing, and how leaders should think about it. IQ matters less as knowledge and more as prioritization. Every senior leader is smart. The differentiator is who can cut through noise and identify the one decision that matters this quarter. CEOs aren’t rewarded for knowing more. They’re rewarded for choosing faster. EQ is no longer about empathy alone. It’s about tension management. Can you deliver clarity without softening the message? Can you hold someone accountable without outsourcing the discomfort to HR? The strongest CEOs balance humanity with firmness, especially when results are lagging. SQ has shifted from networking to power navigation. It’s no longer about being liked across stakeholders. It’s about understanding who actually influences outcomes and aligning them quickly. CEOs who try to please everyone move too slowly. The best CEOs I interview talk about decisions they regret delaying. They can name: The product they should have killed earlier The leader they waited too long to exit The market they entered one year too late That level of self-awareness is what boards trust. So if you’re a CEO or C-suite candidate, here’s how to show real leadership value in 2026: Don’t list traits. Walk through a decision where: You had incomplete data You faced internal resistance You made the call anyway And lived with the consequences That’s what boards lean into now. And if you’re on a board, ask this instead of debating frameworks: “When the numbers were red and the pressure was public, what did this leader actually do?” #executivesearch

“We’ll hire when we need someone.” 🤦🏻♀️ I'm sorry, that’s not a Talent Acquisition strategy. That’s a reaction. And reacting too late is one of the most expensive mistakes a business can make. If you want to grow sustainably, hire top talent and stay competitive, you need a Talent Acquisition strategy that’s not just a hiring plan, but a business lever. So, what does that actually include? Here are 5 core pillars every company should consider: 1️⃣ Workforce planning: → What roles will you need in 6–12–18 months? → Where are the skill gaps? → How do your hiring needs align with business growth? 2️⃣ Employer Branding and Candidate Experience (CX): → Do the right people know who you are and why they should work for you? → What do candidates say about their experience with you, especially the rejected ones? 3️⃣ Sourcing Strategy: → Are you relying only on inbound? → Do you know where your ideal candidates actually are and how to reach them? 4️⃣ Diversity, Equity & Inclusion: → Are your job descriptions, processes and interview panels inclusive? → Are you building teams with different perspectives and backgrounds? 5️⃣ Recruiting Infrastructure & Data: → Do you measure time-to-hire, conversion rates or quality of hire? → Is your TA team set up with the right tools, training and headcount to support growth? Because here’s the thing: If you don’t invest in TA strategy early, you'll eventually struggle with: 🚨 Delayed product launches 🚨 Burned out teams 🚨 Rising attrition 🚨 Missed revenue targets 🚨 Damaged reputation in the market Talent Acquisition is not a support function. It’s not just about posting jobs and scheduling interviews. It's a strategic function that belongs at the same table as product, finance, and operations. Because without the right people, none of those other strategies can succeed.

The best candidate experience I’ve ever had when applying for opportunities didn’t make me feel like just another number It made me feel like a human being with potential, value, and a story. I’ve been through hiring processes that felt transactional, rushed, or impersonal. But I’ve also experienced ones where I felt seen, respected, supported, and genuinely excited about the possibility of joining. And that experience changed everything. Here’s what made the best one stand out: - The team clearly reviewed my background and asked meaningful, personalized questions - Expectations, timelines, and next steps were transparent, no guessing or chasing updates - From tone to timing, every interaction showed empathy, respect, and appreciation for my time - They weren’t just testing skills; they wanted to understand my ideas, career goals, and long-term interests - They didn’t just pitch the role, they shared what the mission meant to them and why the work mattered As a reminder, as much as you’re being evaluated, you’re evaluating, too. Pay close attention to every step of the process and leverage that to make an informed decision. Here’s to better, more human candidate experiences in the future, ones that leave people feeling respected, hopeful, and inspired, regardless of the outcome. #StephSynergy

Elite Recruiters: Mastering Consistency in a Challenging Market In recruitment, there is a saying, "You are only as good as your last placement". Elite recruiters know that success hinges on a forward-thinking approach: "You are only as good as your next placement." This mindset sets them apart in a hard market. When job numbers decline, and competition intensifies, the pressure to perform escalates. Yet, Elite recruiters thrive regardless of the market. Their secret? A relentless focus on their next placements rather than on their last. Consistency: The Hallmark of Elite Recruiters Making a successful placement is one thing; sustaining success requires consistency. Elite recruiters excel at this, from mastering the basics and continually adapting to market changes. Mastering the Basics At the core of consistent performance is a commitment to recruitment basics: 1. Building Strong Relationships: Elite recruiters invest time in nurturing relationships with clients and candidates, understanding their needs and pain points to build trust and mutual respect. 2. Business Development (BD): For Elite recruiters, BD is a daily activity. They constantly develop their clients' needs and consistently add new clients, avoiding the boom-and-bust cycle. 3. Thorough Market Research: By staying informed on trends, salary benchmarks, etc, Elite recruiters provide valuable insights and position themselves as market experts. 4. Meticulous Screening and Matching: Ensuring a perfect fit between candidate and role involves considering cultural fit, career aspirations, and long-term potential, reducing dropouts and enhancing retention. Adapting to Market Conditions Recruitment evolves with economic shifts, technological advancements, and changing workforce dynamics. Elite recruiters excel by remaining agile and adapting their strategies: 1. Innovating New Services: Elite recruiters tailor their Client Value Proposition to ensure repeat and exclusive business. 2. Leveraging Technology: Utilising advanced recruitment tools, AI-driven matching systems, and data analytics, Elite recruiters streamline processes and enhance candidate selection, giving them more time for client interactions. 3. Flexibility in Approach: Elite recruiters adapt their strategies in response to market shifts. 4. Continuous Learning: Elite recruiters participate in professional development and stay updated on best practices to refine their skills. Looking Forward: The Next Placement Elite recruiters know their reputation is built on success. This mindset drives them to maintain high standards and deliver consistent results. Focusing on the next placement ensures a continuous cycle of success, even in a hard market, preventing complacency. In a market where many fail, Elite recruiters thrive. They distinguish themselves by mastering the basics and adapting to market conditions. Their success is defined by their unwavering commitment to the next placement. #recruitment

Recruiting isn't about closing fast. It's about staying close. But here's the challenge: How do you follow up long-term without annoying the candidate? How do you stay on their radar… without feeling like a telemarketer? You ask for permission, and you earn the right to stay in the conversation. Here's a simple 3-part framework I teach leaders to use: 1. Acknowledge the timing "I totally get that now may not be the right time to make a move." When you acknowledge their current reality, you build trust. 2. Ask for alignment "Would it be okay if I stayed in touch over the next few months, just to keep the conversation open?" This shifts follow-up from "nagging" to agreed-upon access. 3. Set the tone for future value "I'll make sure anything I send your way is relevant to where you're headed, not just where you are today." Now you're not a recruiter. You're a future-focused partner. Bonus tip: Keep it human and low-pressure. Text updates. Quick voice notes. A win your team just had. A leadership thought that made you think of them. The goal isn't to sell. It's to stay worth replying to. Because the best candidates aren't always ready on the first call. But they do remember who stayed connected the right way. Play the long game, with permission, not persistence.