HatchWorks

In my role as Vice President of Talent and Culture at Hatchworks, I have had the privilege of overseeing the entire employee journey, from recruitment to fostering a thriving work environment. At Hatchworks, our people are not just integral to our success; they are our success.

My responsibilities span a wide range of critical areas:

Talent Acquisition: I have led the charge in developing and implementing an effective talent acquisition strategy, ensuring that we bring in individuals who not only possess the necessary skills but also align with our company's values and mission.

Talent Retention: I've worked tirelessly to create and execute retention strategies that keep our employees engaged and committed. Identifying and addressing factors contributing to turnover has been a key focus.

Learning and Development: Overseeing our Learning and Development programs, I've been dedicated to providing continuous growth opportunities for our team members. This includes fostering a culture of learning and development that empowers our employees to excel in their careers.

Employee-Centric Approach: Serving as the advocate for our employees, I've been proactive in understanding their needs and concerns. Collaborating with cross-functional teams, I've ensured that our company decisions and strategies prioritize the well-being and satisfaction of our workforce.

My collaboration with Kathleen Wood, Senior Director of People Operations, has been instrumental in driving our HR initiatives forward. Together, we've enhanced the employee experience at Hatchworks.

My journey at Hatchworks has been marked by a commitment to leading the exciting aspects of HR, all while working closely with a passionate team dedicated to putting our employees first. If you're seeking a strategic thinker with a passion for technology and AI, I invite you to connect with me and explore how we can revolutionize your organization's approach to HR.

Vice President of Talent and Culture

-Responsible for defining our Talent Strategy, factoring in regional and career stage levels (entry, mid-career, leadership, etc.) considerations and implementing new processes. 
-Provide guidance on new technology, tools, and methods to create effective talent acquisition programs. That also includes seeking out trends, understanding the competitive landscape, and partnering with key stakeholders (including senior leadership) to understand current and future talent needs.
-Manage and support our Talent team distributed across the US and Latin America. 
-Work closely with People Operations to align training programs with talent needs, and design innovative employee retention programs.
-Create, implement and leverage metrics, insights, and reporting to drive positive change in our ever-evolving strategy. 
-Serve as Chief Brand Ambassador by promoting HatchWorks' unique culture, benefits, and company brand (don't believe us? See below). That includes partnering with the marketing team to design and execute compelling recruitment campaigns and assets to support recruiting efforts.

Senior Global Director of Talent Acquisition and Retention

High Performance Recuiting

Founder

Bureau Veritas Group

●	Engage with the business leaders for workforce planning, forecasting and building the a pipeline of talent
●	Responsible for innovation within the Talent Acquisition and Development initiatives for North America -create and execute a talent acquisition strategy for North America to support a diverse workforce of top talent to help the firm achieve its growth strategies.
●	Lead virtual and cross-functional teams to perform against strategic business goals
●	Analyze, assess, and report on progress against talent strategies and key business initiatives
●	Build and manage a team of high-performer recruiters in an extremely fast-paced, highly technical and competitive environment
●	Innovate and update the talent acquisition model, including being an integrated/optimized model with strategic workforce planning, pipelining talent with a CRM, employment branding, successful social media campaigns, candidate relationship management, and a focus on robust talent acquisition programs such as Diversity, Alumni, Employee Referral, Professional Networks, etc.
●	Create the HR Analytics function to provide in-depth analytics for leaders on their talent including attrition, trend analysis, diversity and FTE to percentage capacity based on pending work orders.

VP Talent Acquisition, Retention & Analytics

BBVA in the USA

I have the privilege to lead an amazing team of 48 recruiters! We are responsible for leading and executing the Talent Acquisition Mission for BBVA in the USA.  We are treasure hunters, corporate spies, and talent advisors for the US footprint.

Key Accomplishments:
●	Led a team of talent acquisition leaders, full-life cycle recruiters, coordinators, program, and operations managers ensuring that all members are supported in managing change as the company scaled operations. 
●	Served as the full life-cycle recruiter for senior-level positions and managed the succession plan for executive leadership roles or high-valued roles within the organization.
●	Created a thoughtful, clear metrics-driven approach to TA that tracks, monitors, and evaluates the impact and effectiveness of the recruiting team, initiatives, recruiting strategies and practices.
●	Helped to facilitate the AGILE Transformation of the HR Department and applied SCRUM to the recruiting process

Senior Director of Talent Acquisition

Manage the recruiting team for all non-branch positions in the US, including our start-up ventures for BBVA global.

Recruiting Manager

Manage a team of Talent Agents supporting the IT, Fraud & Cyber Security, Marketing, Business Intelligence, Tech Architecture, Visual Design, Engineering and Venture Capital groups for BBVA and BBVA Compass. My role is to manage the talent acquisition strategy, lead our team, and recruit senior-level executives to our firm.

Talent Manager- FinTech Divisions

-2014-2015: Leader for the social media and video job description project for Recruiting to include scope, design, video directing/editing and implementation 
-2016-2017: Led an international project team to define, research and select a new Applicant Tracking System.  
-2017-2018: Helped to create and implement new design thinking and AGILE processes within the Talent Acquisition discipline
-2018: Currently leading projects designed to boost efficiencies and brand awareness for the clients I support.

Project Leader

Vice President
Senior Talent Consultant Professional/Executive Recruiting
Corporate and Commercial Banking
-Led a team of four recruiters supporting Business Banking, Corporate Banking, and Wealth Management 
-Successfully recruited two lift outs of competitor teams

Vice President/Strategic Talent Consultant for the Commercial & Corporate Banking Divisions

Self Employed

Worked with an HR Outsource provider offering full suite HR services.  
-Served as a business development officer and project consultant for clients.
-Helped design and implement benefit plans and payroll services 
-Worked on a variety of HR related projects for clients
-Led HR transformation projects for mid-sized companies
-Served as fractional HR leader for some clients.

Human Resources Consultant

SunGard Inc.

Senior Executive Recruiter 

    Serve as a recruiter and human resource consultant for two executive divisions of SunGard Inc.
    Primarily responsible for full-cycle recruiting for a multitude of mid-executive positions
    Provide coaching on management skills, techniques, and development for management team I supported

Senior Recruiter

Regions Bank

Division Human Resources Manager 

    Serve as a manager for three recruiters and human resource consultants.
    Manage FTE reports and other related human resource reports, projections, and analytics as needed
    Provide guidance and support for executive management regarding associate relations issues as well as policy
    Work with executive management on mentoring programs for managers including but not limited to recruiting, sales development, coaching, and profit management
    Manage compliance training for the footprint of Regions Mortgage
    Facilitate ongoing sales training and development, partnering with Regional Management team on delivery, content, and execution
    Provide coaching on management skills, techniques, and development
    Help to create, manage, and execute compensation plans for mortgage loan originators, managers, and support staff.

Key Accomplishments:

 

    Developed an interactive Human Resources resource book for the Mortgage Company including Policy enhancements, Code of Conduct, Rules of Management Engagement, and Associate Relations Policy
    Helped to develop overall recruiting strategy for 2007
    Fully developed a fully automated FTE report to include turnover, retention, hiring trends and forecast along with cost analysis
    Received Corporate Top Producer award in November of 2005
    Personally recruited Mortgage Loan Originators in 2005 who are currently in the top 25% of the mortgage company in terms of production year to date

HR Manager-Regions Mortgage

Recruiter

Cornerstone Mortgage

I managed a team of 48 loan officers across 4 states with the following job responsibilities:

Sales Strategy and Execution:
-Develop and execute a strategic sales plan to achieve regional sales targets and revenue goals.
Identify market opportunities and trends, and create strategies to maximize sales growth and market penetration.
-Implement effective sales techniques, processes, and best practices to drive results and improve overall sales performance.
-Monitor sales metrics, analyze data, and generate reports to assess sales effectiveness and identify areas for improvement.

Team Leadership and Management:
-Recruit, train, mentor, and motivate a high-performing sales team, including sales managers and representatives.
-Provide clear direction, set performance expectations, and hold the team accountable for meeting and exceeding sales targets.
-Foster a positive and collaborative team culture, promoting teamwork, innovation, and continuous learning.
-Conduct regular performance evaluations, provide constructive feedback, and support professional development initiatives.

Client Relationship Management:
-Build and maintain strong relationships with key clients, including real estate agents, brokers, and financial institutions.
-Collaborate with the marketing department to develop and implement effective strategies to attract and retain clients.
-Monitor customer satisfaction levels, identify areas for improvement, and ensure excellent service delivery across the region.
-Stay up-to-date with industry trends, competitor activities, and regulatory changes that may impact the mortgage market.

Cross-functional Collaboration:
-Collaborate with internal stakeholders, such as operations, underwriting, and risk management, to streamline processes and ensure smooth loan origination and closing.
-Provide market feedback and insights to assist in product development, pricing strategies, and business expansion initiatives.

Senior Regional Vice President

Wells Fargo

Worked for SouthTrust that became Wachovia and is now Wells Fargo providing lending leadership in Birmingham. Worked in both retail and commercial banking, outperforming against goals and managing a team of lenders in the market. Primary targets were mid-sized medical groups, companies with revenues from 2-75M, and high net worth clients.

Vice President- Retail and Business Banking

Colonial Bank

Private Wealth & Small Business Banker

As a seasoned HR executive, I have dedicated my career to helping companies and recruiting leaders achieve high performance. It all began with my passion for creating effective and impactful HR strategies that drive success for organizations. Let me share with you a glimpse into my journey.

Throughout my career, I have honed my expertise in high-performance recruiting, organizational development, talent optimization, and business operations. I take great pride in crafting forward-thinking HR strategies that enhance workforce engagement, attract top talent, foster retention, and ultimately elevate corporate achievement.

Collaborating with global industry leaders, I have spearheaded groundbreaking HR initiatives in talent acquisition, strategic workforce planning, diversity and inclusion, performance management, and employee relationship building. By leveraging HR technologies, harnessing the power of data analytics, and refining HR methodologies, I have significantly streamlined human resources functions and propelled businesses to new heights.

What sets me apart is not just my extensive experience but also my genuine approach to communication. Those who engage with my insights on my website or read my books get a firsthand look at my candid style of communication. From nurturing high-performance teams to taking a visionary approach to HR leadership, I strive to shape corporate environments that allow employees to excel and transform human capital into a dynamic competitive edge for the company.

Beyond the professional realm of HR, I am deeply invested in community enrichment. I devote my time and expertise to various boards and committees that champion educational advancement, workforce development, and the enrichment of diversity initiatives. Giving back is not just a responsibility; it is an integral part of who I am.

I offer consulting services specifically focused on high-performance recruiting. If your organization is seeking to unlock the secrets of achieving maximum performance from your recruiting team, I am here to guide you through the process. Additionally, I speak at conferences and company offsites, sharing valuable insights with other recruiting and HR practitioners.

If you're curious to learn more about my work beyond LinkedIn, feel free to check out my profiles on TikTok, YouTube, and Twitter, where I share tips and advice on high-performance recruiting. You can also find my blog, where I delve deeper into various HR topics and strategies.

Follow me on other platforms: https://linktr.ee/highperformancerecruiting

This may offend but I feel it needs to be said. 


Trent Cotton

As VP of Talent & Culture at Hatchworks, my role is attracting, developing, and retaining top talent - the fun part of HR that shapes our company's success.

No alternative text description for this image

This was a much needed and unexpected happy. Thank you hireEZ for the surprise! You are such great partners. 

By the way, Queen ElleV approves.

I'm so incredibly proud of my "little" girl. (Yes she's going to be 21 but she's still my little girl)

She's always one to step up and find ways to share her talent and provide value to the organizations she is passionate about. We need more females like her in STEM! 

Congrats bug on your achievement, you always find more and more ways to make me proud! 

Civil and Environmental Engineering Student at Auburn University

I'm thrilled to announce that I've been elected President of Auburn University's ASCE Student Chapter. It's an incredible honor to lead this dynamic group of aspiring engineers.
Having served as Vice President the previous academic year, I'm grateful for the invaluable experience and insights I gained. As President, I'm eager to build upon that foundation and steer our chapter to even greater heights.
I'm deeply grateful for my peers' trust and confidence in me. I'm committed to working tirelessly to uphold ASCE's values while fostering an inclusive and innovative environment for all members. War damn!

The first meeting of Atlanta Recruiting Community (ARC) was a success. Thank you Hatchworks for allow us to host the event in your space. 

Major kudos and thank you to the brainchild of the event Larry Anderson. It was great meeting some new faces and learning from each other. 

There are hundreds, if not thousands of recruiters in the Atlanta area. We have every opportunity to create a large, vibrant community. 

SOOOOOOOO

If you missed the first one, no need to worry. We will meet every second Thursday at 7pm. Be sure to sign up so you stay in the know. Link to the Meetup - https://lnkd.in/e-8avPgK

Congrats to the winners of this year's Top 100 TA award. I am humbled to be included in the list.  And thank you to OnConferences for the recognition! 

A big congrats to the following, fellow winners! Be sure to follow and connect with them!

Alison Paris | Senior Vice President - Peraton
Allison Miller | Director - American Residential Services
Alvin Lam | SVP Talent Acquisition - Ringcentral
Angela Stansell | VP - Head of Talent Attraction - TIAA
Angie Alexander | Head of Talent Acquisition - Mettler Toledo
Austin Burks | Director - Simmons Foods
Bernardo Manzella | Recruiting Director - Globant
Bret Fischer | Interim Head of Talent Acquisition - United Health Services
Bryan Vetrecin | Head of Human Resources - Kafene
Carol Schiano | Assistant Vice President of Talent Management - NYU Langone Health
Carrie Hamn | Director of Talent Acquisition - DCS Corp
Christina Stokes | Senior Vice President - RUBENSTEIN
Courtney Demby | Director - Pindrop
Emily Davis | VP - Medallia
Fiorella Bariani | VP - Collectors
Ginger Maseda | Vice President - Cradlepoint/Ericsson
Gwen Beslow | Director - iCrossing
Heather Martin | Director - Talent Discovery - VMware
Jay Olson | Senior Director - Andersen Corporation
Jeff Winter | VP - Chime
Jill Morgan-Frost | Director - Bell Flight
Josh Northcutt | Head of Global Talent Acquisition - Inchcape Shipping Services
Katie Gochenour | Director of TA - Aledade
Kristi Lisbon | Senior Director - Aspirant RPO
Kyle Wagner | Senior Director - Universal Music Group
Laura Labine | Chief Talent Officer - LaBine And Associates
Leslie Gusching | Director Talent Acquisition Delivery - Cleveland Clinic
Lisa Dyson | Director - University of Utah Health
Mara Dibb | Global Leader of Talent Acquisition COE: Programs - SC Johnson
Maura Quinn | VP
Melanie Young | VP - CPI Card Group
Merrily Mccann | Director - DeVry University
Michael Hart | Director of Talent Acquisition - Redwood Living
Michael Powder | Asst. Director Talent - Northwestern Mutual
Michele Militante | Sr. Director Early Talent Acquisition & Global COE - PepsiCo
Naftali Olivestone | Director - Charter Communications
Nelson Leiser | Director - Bluegreen Vacations (former)
Rachel Raymond | Director of Talent Acquisition - Jack Henry
Ryan Niccolls | Head of Global Talent Acquisition - Dentsply Sirona
Sadia Ayaz | VP Talent Acquisition - Veolia North America
Samantha Figlia | Director - Cleveland Clinic
Sandy Pawlowski | Talent Acquisition Leader - EOS IT Management Solution
Sara Fatima | Head of Global Talent Acquisition - Verifone
Stefanie Jacquemin | Sr. Director - Trimble
Suzanne Rosenthal | Vice President - Paramount
Tapesh Kotwani | Director - Saint-Gobain North America
Therasa Cha | Director of Global EIC Recruiting - ServiceNow
Tiffany Flesness | Manager - Vertin
Timothy McElhone | Director of Talent Acquisition and Talent Management - Colas USA
Tom Lefave | Vice President - Fidelity Investments


Building an efficient #RecruitingAgency is a journey. It's about creating a protective and selective environment that cultivates high-performing teams. 🏔️

Hear more about it here: https://lnkd.in/e8w_jUa2 

When we reach our goals as a team, it's a moment of collective triumph. It's not just about me, it's about us, the team that I've led through a transformative journey they didn't even know they needed. 

The result? Better recruiters, a stronger organization and an overarching sense of achievement. 🙌

Then, we pause, soak in the victory but only for a day. Because for us high performers, the question is always, "What's next?" 🚀

This pursuit for the next peak helps us weed out individuals who may not fit into our culture or align with our ambitions. Quick decisions, clear directions, and a relentless pursuit for improvement - that's what we stand for. ✔️

But remember, it's not about the destination but the journey. So, here's my question to you all:

Do you focus more on the journey or the destination in your recruiting journeys? 💭

#Recruitment #HR #TeamBuilding #Leadership #RecruitingJourney #HighPerformanceRecruiting



You still have time to register for the hireEZ podcast today at 230 est. Join me and Daniel Harten as we unpack some juicy stuff. (Watch the video to get a preview!)

Register today: https://bit.ly/3VFEsfE

Recruiting is not just about networking and identifying potential candidates.

It’s about:
🎯 Being Goal Oriented
📏 Measuring Progress
🏆 Creating Competition
🔄 Continuous Improvement
 
When I started my journey in writing High Performance Recruiting, it was about sharing what I was learning from various psychology and sociological papers and applying it in my work.
 
It’s also about transforming myself into a more disciplined person and following good habits of setting targets and striving to meet them every single day.

Without clear goals, we were just going through the motions. 
 
For me, this is what recruitment is.
⛔ Not just filling vacancies
⛔ Not just conducting interviews
⛔ Not just shortlisting resumes
⛔ Not just closing positions
 
But that real impact of placing the right person, in the right role, at the right time.
 
When people start recognizing you for your ability to build high performance teams – this is the true essence of recruitment.

What's the psychology behind goal-orientated recruiting teams? I unpack this a bit on a recent interview with Paul Church on his podcast. (full link in the comments)

👉Check out the clip and let me know if you agree. Does your team use goal-oriented tactics in recruitment? How has it impacted your performance? 

https://lnkd.in/eCeaUcV5

#Recruitment #GoalOriented #TeamBuilding #ContinuousImprovement

Messages like this are truly touching. When writing Sprint Recruiting, I remember thinking to myself "no one is going to read this junk." 

Thank you Virginia Harris for taking time to share your experience. I know I speak for a lot of authors when I say, "you make it worth it." (By the way, I can't wait to see your dashboard!) 

Also, a huge shoutout to my buddy Joshua Jones for being a partner and allowing me to present on the topic. It's a passion and you always provide the avenue to share that passion with the recruiting industry. 

If you're someone who has not read Sprint Recruiting and are wondering what the hell Sprint, Points, WIPs, and Feedback have to do with recruiting efficiency, you have two options: 
1. Follow the blog at www.sprintrecruiting.com
2. Buy the book on Amazon! https://a.co/d/2AYQAsb

I truly appreciate all who have left reviews, shared their feedback or reached out to me to personally help them on their journey. It's beyond rewarding. 

Your instinct might hold you back, don't let it...

If you're contemplating the idea of starting your own company, brace yourself. Your instinct might hold you back, don't let it...

🎯 Specialize: In your journey, you'll realize you could potentially handle multiple aspects of the business, from digital marketing to web designing. However, remember to focus on what you excel at. Say you're exceptionally good at brand strategy, then that's where your focus should be. Don't try to offer everything.

🏆 Define Your Success: The road to entrepreneurship is full of temptations luring you towards goals that you didn't originally want. You might find yourself listening to those who are building something entirely different from what you desire. Identify what success means to you and relentlessly pursue that.

🔮 Trust Your Instincts: The most significant errors often occur when you disregard your intuition. Even if it leads to uncomfortable discussions or parting ways with someone, never ignore your instincts. They are there to save you time, money, and emotional turmoil.

👥 Choose the Right Team: Hiring the wrong people can be detrimental to your business and your self-esteem. Don't let your visionary ideals blind you to reality. Be careful in your hiring process, but if things don't work out, don't hesitate to let people go. 

💪 Stop Doubting Yourself: You are an entrepreneur for a reason. You have the skills and the vision. Ignore that voice in your head that's feeding you insecurities and undermining your abilities.

🚀 Enjoy the Journey: Running your own business can be incredibly enjoyable if you don't take yourself too seriously. Take breaks when necessary, relish in the process, and don't be afraid to let your unique personality shine.

🤝 Cultivate a Supportive Network: Surround yourself with people who believe in you and want the best for you. These relationships are as vital to your business as your employees. 

Going at it alone will be no easy task, but it could lead you to the life you've always dreamed of. 

So, go ahead, 
     take the risk, 
        jump head first
           kick ass and learn from your failures
              then you will realize it might just be worth it.



Leading a high-performance team can be a challenge, especially when it comes to setting clear goals and maximizing your one-on-one time with team members. 💼💬

In my recent YouTube video, I share two crucial areas that leaders must focus on;

Firstly, setting clear goals. High-performing teams thrive on clarity. They want to know the step-by-step process of moving from point A to point B, as this is key to their success and motivation. Unclear goals or ambiguity in how to achieve them can significantly impact your team's performance. 🔍🎯

Secondly, your one-on-one meetings with your team members. This time is crucial, it's your opportunity to delve into the specifics of how they can succeed. High-performance teams expect these meetings to be of value. If you're not making the most of these opportunities, it might be time to reassess your approach. 👥🗓️

If you're not providing clarity to your team and valuing your one-on-one time with them, odds are, you're hindering your team's ability to perform at their best. 

Curious to know more about how to lead a high-performance team? Watch the full video here: https://lnkd.in/ennj2tR7

How do you ensure clarity in your goal setting and one-on-one meetings? Share your thoughts in the comments below. 🗨️👇

#Leadership #GoalSetting #TeamPerformance #HR #Management #EmployeeEngagement

In 2017, after years in the industry, I found myself on the brink of leaving the world of recruitment. Being a recruiting leader felt more like managing a daycare, with recruiters and hiring managers constantly at odds. I knew something had to change, and that's when I stumbled upon the Sprint Recruiting method.

Here's the full scoop 👉 https://lnkd.in/g7nHKhg2

Sprint Recruiting not only addresses the four main dysfunctions in recruitment but also acknowledges and leverages the limitations recruiters face, including limited focus, time, and resources. There is something powerful in acknowledging our constraints and working within them to maximize efficiency.

1️⃣ Everything's a priority which means nothing's a priority
2️⃣ No rhythm or 'drum beat' in recruiting
3️⃣ Lack of accountability
4️⃣ Non-existent feedback loop

To counteract these dysfunctions, we introduced four principles:

1️⃣ Sprint creates efficiency
2️⃣ Focus on priorities
3️⃣ Foster accountability
4️⃣ Build a consistent feedback loop

Sprint Recruiting is about identifying a set number of 'priority' roles to fill within a defined timeline, assigning a point value to these roles, and working them in order. The results? Higher productivity, better relationships with hiring managers, and ultimately, more successful hires. 

This approach transformed my view of recruitment and rekindled my passion for the industry. So, I ask you, are you ready to reimagine your recruitment process? #Recruiting #Recruitment #HR #Recruiter #recruitingtrends #HRChat #Hiring

Watch the full interview with Paul Church. 


Are we becoming too reliant on LinkedIn Recruiter as a crutch? I've been thinking... when our numbers go as high as sending out 500 messages to potential candidates, are we losing the human touch in recruiting? 🤔

Check out the video: https://lnkd.in/eDdniWPG

It's alarming when I hear about these numbers - it screams two things to me. First, are we taking the time to understand the right candidate for our roles? It's about quality, not quantity. Personally, I prefer to reach out to a select 20-25 candidates, allowing me to gauge my message's effectiveness and the profile's suitability 🎯.

Secondly, it begs the question - are we being lazy? Are we maximizing the rest of our work hours in the day to hustle in the right way? Sending out a mass email only takes a few minutes, what are we doing with the rest of our time? ⏰

Recruiting is not about stalking candidates, nor is it just about sending emails. It's about finding that perfect balance. Perhaps, if available, send them a text, a LinkedIn message, or even a good old-fashioned phone call. We need to approach our candidates in a multi-channel, more human way.

Let's ditch the crutch, and get back to the good old human part of recruiting - voice to voice, heart to heart. Instead of solely relying on AI or technology, let's blend it with a personal touch to create a more effective recruiting strategy💡

How are you striking the balance between technology and the human touch in your recruiting efforts?
#Recruiting #HumanTouch #LinkedInRecruiter #Balance

Recruiters, it's time to stop relying on LinkedIn Recruiter as a crutch! Learn about the latest trends in recruitment marketing and AI in recruiting. I sit down with @hireez to discuss my pet peeve: recruiters only using LinkedIn Recruiter. THERE ARE...

Open video: Recruiters: Stop Using LinkedIn Recruiter as a Crutch! on youtube.com

Recruiters: Stop Using LinkedIn Recruiter as a Crutch!

Leadership in recruiting is a delicate balancing act. Not only are leaders accountable for achieving the goals, but they also play a pivotal role in fostering a culture of accountability within their teams. 

Interestingly, I had the opportunity a while back to coach a leader who was stepping into a challenging environment. The previous leader had been lacking in assertiveness, creating a sense of confusion and diminishing the team's faith in leadership.

First, we worked on setting clear, attainable goals. Then, we went on the offense with data, pinpointing the roadblocks within the hiring process. We identified instances where the hiring managers were the bottlenecks, causing delays in the time to hire.

But here's the catch - accountability is a tricky business. With hiring managers, you need a diplomatic approach, subtly making them realize their role in the process. On the team side, you need to be more direct but avoid dictatorial tendencies. The trick is to foster a culture of shared responsibility, where everyone feels they have a stake in the team's success.

And that's how you manage goal-oriented recruiters to succeed. 

Link to YouTube video: https://lnkd.in/eSKuMGCW

Do you agree? How do you foster a culture of accountability within your teams? Share your thoughts!

#Leadership #Recruiting #GoalSetting #Accountability #TalentAcquisition #HRChat

"🤔 Why would anyone want a high-performance recruiting team?" 

Some of you may think it's an understandable question, others may consider it mind-boggling. But regardless of your stance, I recently had a conversation around this topic that I believe is worth discussing. 

🎥 https://lnkd.in/eVZ4mh78

As an HR leader, I have had the privilege to observe and lead high-performance recruiting teams and their astounding impact on the whole organization. It's not just about filling in the roles; it's about bringing in high-quality talent that contributes to the company's growth and culture. 

📈 High-performance recruiting teams prompt a 30% increase in the organizational growth rate. They also lead to a 60% improvement in employer branding. Sound impressive? It gets better. They also result in a 50% increase in quality of hires, leading to a retention rate increase of almost 25% compared to other organizations. 

Yes, building a high-performance team takes work. But the results are worth it. They don't just impact the recruiting function; they bring substantial benefits to the entire organization.

So next time someone asks you about the importance of a high-performance recruiting team, you know what to tell them! 💡

Do you have any experiences or insights to share on this topic? I would love to hear your thoughts! 

#Recruiting #Recruitment #HR #Recruiter #Hiring #HighPerformanceTeams

Celebrating my daughter’s amazing achievement.

Auburn University's American Society of Civil Engineers

View company: Auburn University's American Society of Civil Engineers

We are pleased to welcome the new executive board for 2024-2025. Thank you to our past executive board for your hard work and dedication to shaping our chapter. We wish you all a successful and fulfilling term ahead!


President: Cecelia Cotton
Vice President: Ethan Lowrey
Secretary: Sarah Yarbrough
Treasurer: Kate Wilson
Member at Large: Noah Dixon
Fundraising Chair: Ella Ortbals
Safety Chair: Amber Askew
Social and Outreach Chair: Camille Daugherty
Symposium Chair: Josh Sanborn

#ASCE #AuburnUniversity #CivilEngineering #Leadership

Thought I'd have a little fun with this one on April Fool's Day: 

🎬 COMING SOON TO THE RECRUITING WORLD...
In the deepest shadows of the corporate realm, a chilling tale unfolds. "Struggles in Recruiting Processes" — the title sends shivers down the spine of even the most seasoned talent scouts. Prepare yourself for a gripping horror-thriller-action film that exposes the grim reality of traditional recruitment!

🔍 The stage is set with tried-and-tested practices that now form an ominous speed bump on the path to talent acquisition. As the curtain rises, we're thrust into a world where agility is king, yet archaic methods chain the feet of those who dare to hire.

💼 In a daring juxtaposition, this film doesn't shy away from showcasing the stifling rigidity of manual resume screenings and fixed job descriptions. Behold the one-size-fits-all evaluation process that turns the once smooth recruitment road into a nightmarish labyrinth.

➡ The horrors of unmanaged expectations-hiring managers, like puppeteers, pull on strings of demands and shifting priorities.

➡ A talent shortage storm looms large, with only the brave 67% of recruiters focusing on the experienced warriors of the job market. 

➡ The inefficiency as outdated protocols and "process overload" challenges the skill of any recruiter.

⚔️ Get ready for a film that will change the way you see recruitment forever. "Struggles in Recruiting Processes" — where the terrifying race against time in recruiting becomes your reality.

📅 COMING SOON: Prepare to have your recruiting soul stirred, your strategy shaken, and your perception of the hiring process forever altered.

Trent Cotton on LinkedIn • 5 min read

Traditional Recruiting Process: Struggles and Solutions

🎙️ Very excited to share our latest podcast episode featuring Trent Cotton, VP of Talent & Culture at HatchWorks.

We are talking about the traits of high-performance recruiting teams and the innovative approach of sprint recruiting.

Lots of takeaways and actionables for building top-notch recruitment functions. 

Real can't miss stuff here. 

Enjoy 😀 

#talentandgrowth 
#HighPerformanceTeams
#SprintRecruiting 


I see you observing. 

You're patiently waiting, reading, and learning. 

You glance at others' success stories and think phrases like, "Wow, they're so fortunate," "I could never accomplish what they have," "My work would never receive such appreciation." 

Your innovative idea stays dormant. Your determination begins to wane. Your life remains the same, year after year. 

Why? 

Because you never took a risk on yourself.

The only thing that separates you from "them"? They had the boldness to make a move.

Don't let your life be a bystander's journey. You're destined for more.

What in the hell are you waiting for? 

Wanna learn how to take that next step? Hit me up. 

#recruiting #entrepreneurship  #startup


March Job Report indicates a significant upswing in hiring, with 916,000 jobs added last month. As recruiters, what does this mean for us?👀

Here's my full break down of the data and my insights: https://lnkd.in/egBWxuW4

This signals an increase in hiring activity and competition for top talent. It's crucial to keep in mind that our role isn't just about filling positions; it's about bringing in the right people who will contribute to a company’s culture and success.✨

However, a competitive market also means that we might face challenges:

🛑 A higher volume of applications to sift through
🥊 More competition from other companies vying for the same talent
🎯 Greater pressure to secure candidates swiftly, without compromising quality

Let's use this opportunity to refine our processes, collaborate closely with hiring managers and ensure we're attracting and securing the best talent.💡

What strategies will you be implementing to stand out in this increasingly competitive market? 

#Recruiting #Recruitment #HR #Recruiter #RecruitingTrends #HRChat #Hiring

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