Recruiting Experiences

How To Find A Job Without Actively Searching 

Do you ever wonder how to encourage recruiters to come to you with a new role? Are you in college looking for an internship: an entry level employee looking for their next step: or a seasoned veteran of the workforce who wants to share their wisdom with a new company & team? Keep reading to learn how you can improve your chances of being recruited and let your skills work for you, even when you aren’t working.  

Post Your Stories 

Sharing stories is my favorite way to increase your chance of being recruited. You can select whichever medium you prefer, although I have seen the best results come from LinkedIn. This is probably because of LinkedIn’s popularity for recruiting projects. Sharing your stories about work experiences, lessons learned, projects, or even people that you like to connect with increases the likelihood that your profile will show up in an X-RAY or BOOLEAN search. The key words from your posts or articles may appear in the search as a recruiter sources the talent they are targeting. Additionally, when a recruiter views your page, you can give them a closer look into the skills you have and the way that you communicate through writing (or speaking if you share videos).  

Connect With People Outside of Your Company 

People that are not already in your network or inner circle will be the people most likely to refer you to new information and opportunities. Your coworkers likely know information similar to what you know. If you make an intentional choice to connect with new people outside of your company (or existing network) then you build pathways to the latest information and potential opportunities down the line. One conversation you have may spark a new, non-work-related connection to introduce you to their colleague who has expressed interest in your skillset. One chat can lead to another, and you could very well be in your dream job sooner than you thought.  

Create a Portfolio to Accompany Your Resume 

Graphic Designers, Artists, Photographers, and Musicians all have portfolios of work where we can see what skills they have before we even talk to them. Why shouldn’t other professions do the same? If you are not in a creative field and wondering, “Well how would I create a portfolio?” I have one simple solution: Power Point! Recruiters will often click on your LinkedIn page to look for information they can use to present you to hiring teams or determine if you are a fit for a role. Imagine if you had a public portfolio highlighting your projects and key accomplishments, this differs from your resume which is usually more bland. Your portfolio can include photos, light music, and other eye-catching effects to highlight your expertise AND your creativity.  

 Ready to be Recruited? 

Being recruited can feel amazing but remember the burden of being so awesome involves replying to all the recruiters who want to message you! Connecting with new professionals outside of your circle, sharing your stories on platforms like LinkedIn or YouTube, and creating an engaging portfolio to highlight your career accomplishments will help recruiters come to you and share your value proposition on your behalf. Ready to have opportunities knocking on YOUR door?  

Ace The Interview With This Prep Technique

On their journey to find their next opportunity, a jobseeker will answer a multitude of interview questions from a variety of interviewers. These are important conversations that make or break the chance of moving forward for a job opportunity. Read on for tips to ensure success. Often, Recruiters and interviewers ask specific questions with ideal answers in mind from their candidates. One of the best pieces of advice I can give to those preparing to interview is to formulate a handful of ‘STAR’ stories that aid in exemplifying your skillset, contribution, and experience. Candidates sometimes tend to beat around the bush while indirectly answering the interviewer’s questions due to a lack of structure in their answers. However, a Recruiter is your ticket to a next-step meeting with a hiring manager. It is important to be clear in the stories and attributes conveyed during initial interviews. Indirect answers could cause the recruiter’s submittal notes to reflect less than the candidate’s full potential, resulting in the creation of a roadblock to the new job opportunity. So, what are STAR Stories, you say? STAR Stories

Situation: What happened? Set the stage while providing context and background.

Task: What were the challenges or problems faced?

Action: What did you (INDIVIDUALLY) do and how did you react?

Result: To round out your answer, state the benefits, savings, and/or rewards that occurred.

The benefits of STAR stories, and structured interview answers in general, are numerous. Primarily, it sets the interview conversation up to go increasingly smoother for both parties involved. When the interviewer isn’t getting the type of answer they’re looking for, it forces them to get more creative with asking probing follow-up questions, which takes time away from talking more about your accomplishments and the opportunity at hand.

Further, once you’ve prepared that handful of STAR stories to store in your back packet, interview preparation will become much less of a time commitment. Assuming you’re applying and interested in a similar pool of jobs, you’ll be able to recycle those STAR stories in each interview process. Choose and build your stories off your proudest and most representative achievements. When an interviewer asks to provide an example the next time, you’ll be excited to share.

It seems straightforward, but another meaningful tidbit of advice for those interviewing is to ANSWER THE QUESTIONS. Listen to what these interviewers are asking for in their questions so that your responses can be puzzle pieces to their inquiries. I’ve seen many candidates, unfortunately, be rejected based on their conversation topics of choice. These might include negative feelings about past employers or simply indirect answers to questions. Interviews are a candidate’s time to shine; Get out there and sell yourself!

We all go through interview processes. Preparing for interviews through methods such as STAR stories increases the efficiency and effectiveness for both ourselves and the interviewers. An interview should be a conversation for the interviewer to get to know the candidate as much as the candidate to get to know the interviewer. It shouldn’t only be the responsibility of those interviewing to stay on task and be prepared for the interview. As an interviewee, implement efficiency into the process by preparing for your interviews with STAR stories.

Looking for some interview prep or resume writing assistance?

Connect with me or my teammates and explore Recruiting Experiences’ resume writing services!

How I Used Networking to Find A Rewarding Career: And How I Pay It Forward, As a Recruiter

Networking is the action or process of interacting with others to exchange information and develop professional or social contacts. We’ve all heard that networking is necessary to a variety of careers, but this is especially true in recruiting. I want to share my personal story of how networking got me to where I am today and the ways I see it impact jobseekers every day in my role as a recruiter.

My Personal Journey Through Networking:
Prior to my current role with Recruiting Experiences, I was deeply soul searching for the right fit for me. I’d tried social media, countless Google searches, and endless (and time-consuming) application completions. There were a few interviews. Some were not what I was looking for. Some didn’t see me as a fit. Others were the right position, but the wrong employer.

Finally, I immediately connected with the Director of Talent for a tech company. The initial conversation went well, but I lacked experience in a few areas that her company really needed. In the end, the recruiter was able to find someone better suited for the role. BUT! She shared that she really enjoyed my personality and experience and wanted to be a mentor and help to guide me through my job search. I was thrilled for the help.

Over the next few weeks, I had received messages and invites to apply to positions that this amazing recruiter had found. I’ll be honest, there were a few more disappointments. One interview did not have an existing position available for another 3 months out. A connection to a Facebook group where recruiters can post jobs, led to a dead end. I was afraid I had reached another stopping point and was beginning to feel desperate.

My Network Leads to a Breakthrough!
Within a few days, the recruiter sent me a message to contact a friend, Amy. She informed me that Amy had been an amazing mentor to her and that she loves the business she is in and has had great success. I reached out, and, within a day, I was scheduled to have a phone call with her. After about 10-15 min of chatting, I realized the skills I had developed in my current role would add great value to this team. Amy invited me to come in. I met and interviewed with the entire team within about 1.5 hours. By that night I had a job offer! Better still, I realized the reasons I was leaving my old job didn’t define recruiting in this new space.

Networking Becomes Part of Every Day:
Now, in my daily life as a recruiter, I see such successful outcomes from networking. Sometimes candidates aren’t the right match for a specific position but might be right for another. Often, I know of other positions that can correlate with a candidate’s experience. I am also able to connect a jobseeker with my team to be considered for similar positions. Even recruiters with other companies can be a helping hand. The candidate gets a role, the recruiter fills a role, and I almost always find they remember to return the favor.

According to HubSpot, 85% of jobs are filled through networking. It’s not always about who you know but rather, just getting to know others and their stories. We live in a world where we can connect with someone 5 miles or 5,000 miles away with a keyboard. Choose a social setting, social media, or simply an in-person conversation. By just taking a chance or just giving someone a chance to connect, you can learn about many opportunities or be approached about things you never knew existed. Get out there and connect.

Word of mouth opened a huge door for me. I am now in a workspace where there is professionalism, opportunity, growth, and family. Just think, if I did not keep in touch with a recruiter, who knew someone, I wouldn’t be happy where I am today. I can’t wait to pay it forward to someone else!
Is that someone you? Reach out on LinkedIn!

The Importance of Recruiter-Specific Training: And the Program I Used to Accelerate My Career

Today, recruiters are not just recruiters. On a day-to day basis we change our title from recruiter to human resource coordinator, career coach, scheduler, account manager, and our client’s brand cheerleader. Many of us wear all of these hats with no formal training. Recruiter effectiveness is dependent on a comprehensive skillset. Lack of effective recruiter training can make hard-to-fill and high-volume hiring nearly impossible (

Like many recruiters, I didn’t go to school to recruit, I learned my skills on the job. When I joined the Recruiting Experiences team this past January, I came with a solid background in high-volume staffing, but lacked professional and corporate recruiting experience. So, you can imagine, this could have left me feeling vulnerable, as a new hire. But training the next generation is a passion for our CEO, so she designed the onboarding process to include participation in a 5-week training program designed to build corporate recruiting skills. This built my incoming confidence and accelerated my growth in a big way, allowing me to hit the ground running in my new career shift.

Recruiting Experiences’ accredited training programs were created and designed for new grads, human resource professionals, and anyone looking to make a career change. Individuals can learn and practice real-world corporate recruiting skills in a group learning environment while being able to collaborate with other like-minded individuals. It is a crash-course that will prepare even the least-experienced recruiter but also works to fill in the gaps for those working in the profession who may have been thrown into it with no formal training.

During the program, I was able to gain and expand my knowledge of candidate sourcing, screening preparation, knowing how to effectively negotiate offers, and learning to build lasting and positive relationships with not only talent, but also my clients. One of the biggest takeaways of this program for me personally was the negotiating offers section. This is the last step within the interview process, but the hardest, in my opinion. Being your candidate’s advocate while assisting the client with the offer can sometimes be extremely overwhelming. I learned key questions to ask my candidates and client to make sure everyone is on the same page during the closing process, and ways to stay confident to bring the offer over the finish line.

Being able to participate in a program with other fellow recruiters from a wide range of different specified recruiting tracks, like staffing, corporate, internal, and technical recruiting really allowed me to collaborate and grow even more. The program was self-paced, but I was also able to learn with other like-minded individuals who all shared the same goal: to grow as a recruiting professional. The program was designed to drive recruiters with comprehensive, ongoing training around company brand representation, sourcing, and social networking while using the latest tools and technologies that enable recruiters to find qualified candidates more efficiently (

If you or someone you know wants to invest in their recruiting career, reach out to to learn more about this full life-cycle training program and other opportunities to grow your skills with Recruiting Experiences.

5 Tips for Successful Virtual Interviews

I started my recruiting journey during the pandemic, so I never got the pleasure of conducting in-person interviews. In a remote heavy, virtual job market successfully navigating virtual interviews can help set you apart from other job seekers. Here are 5 tips to stand out!

1. Whenever possible, enter the meeting room early and familiarize yourself with the platform. Locate the chat, screen share feature, mute, and camera buttons. This will help you share anything you need to and help the interview go smoothly. This will also allow for some buffer time, just in case you have issues logging in. Recently a hiring manager that I work with did an interview with a candidate. The candidate entered the room early and got comfortable with the controls. This allowed for the interview to run smoothly, and the hiring manager was impressed enough to extend an offer. Minimizing communication errors during the interview will lead to a better experience for all.

2. Try your best to create a calm and distraction-free environment where you are going to do the interview. A great option is a quiet room with good lighting and minimal distractions. A strong internet connection will also help the experience run smoothly. Life happens so don’t stress if the dog barks or kid asks a question but do what you can to limit interruptions. If something does happen though, do not be afraid to ask to reschedule. Rescheduling is typically a much better option than muddling through an interview with multiple distractions.

3. For all intents and purposes, treat a virtual interview just like you would an in-person interview. That means do you research but use the virtual environment to your advantage. Consider it an open book test. Virtual interviews allow you to have notes and materials. Write down your important talking points and questions just in case they slip your mind. I was interviewing a candidate for a complicated engineering position. He had his main talking points on a notepad and he shared that it eased nerves and, on my end, there was smooth conversation flow. This helped him stand out compared to other candidates.

4. Choosing what to wear can be confusing for virtual interviews. Consider the environment you’re joining and go one step up from what you’d expect the interviewer to be wearing. That means, if it’s a tech role and you anticipate everyone wears t-shirts, consider a polo or blouse. If you think they are dressing business casual, adding a tie or blazer may be appropriate. You could also ask the Recruiter or Scheduler for their advice on what to wear. You never want to be unprepared so ask for help if you’re unsure about the environment. Check your environment too, a blurred camera can cover a lot of background mess if needed.

5. This last tip might be obvious, but the default should be to have your camera on. If you have to turn it off or keep it off, let the interviewer know. It always impresses me when a candidate makes solid eye contact during the interview. It is the closest you can get to face-to-face conversation during a video interview. The interviewer will also get a better chance to learn more about your personality and character.

These 5 tips are all things candidates have done in the past that have impressed me or hiring managers I’ve worked with during the interview process. Try them out and let me know how they worked on LinkedIn.

How Leaning into Ambiguity Sped My Career Development

I recently took the time to ask myself, “What has helped me to thrive in my role as Tech Recruiter at Recruiting Experiences?”. One word came to mind because of how often my clients say they WANT it, and how often my team members say that I lean into it: AMBIGUITY. I will define what ambiguity means to me first, then lead you through several experiences I have had stepping into ambiguity.

What is Ambiguity?

Am. Bee. Gooey. T. Now say it fast! To me, ambiguity means: a situation or circumstance where you are directly involved in making an impact but have limited direction, guidance, or resources readily available. Notice I said ‘readily’ available because, in my opinion, you can always find or create resources to get the job done.

My First Recruiting Project EVER

It was my first official week working at our office. My supervisor asked me if I wanted to take a phone screen for a field adjuster at 4:30PM. Without thinking twice, I said, “Absolutely!” Let me offer a little background: it was my second week of working, and I still had not gone through our ,Recruiting Immersion training program, AND I had never spoken to, seen, or heard of a field adjuster in my work life. This was a completely new situation to me.

Although I loved the challenge, I wondered if the candidate would be able to sniff out my lack of understanding of their work. I did not even know what I would ask the candidate at first- but I knew this would help me learn on the fly and expose me to a new industry. I believe this moment and my willingness to jump in led Amy to let me work directly with our client and, over the next 2.5-month period, I would help them to hire 5 field adjusters. I also gained the confidence to recruit for any role that our clients need! It just takes understanding the business and the requirements needed for success in the role, and I can begin my search for talent.

Leading My First 1:1 Client Meetings

I am a talkative guy, but in the business setting there are still many things for me to learn. One time, our CEO had a client meeting scheduled but could not attend, so she asked me to step in for her and lead the meeting. I happily did so, although internally I WAS a bit worried that what I would have to say would not satisfy the client. What if they did not want to talk to me alone? What if they did not trust me? I was getting into my own head.

During the meeting I was able to provide a recruiting update, set expectations, and agree on the next steps. I did not completely botch it, and the client was a happy camper! I did not NEED my awesome leader by my side (although that would have given me a safety net). I believe that moments like these are what built my confidence to comfortably lead client meetings in the future. I realized that I build the trust and confidence in our partnerships by delivering results, having data to share about the market, and driving positive experiences for our clients and candidates.

Behind the Curtain Webinar

With about 2 weeks’ notice, our CEO invited me and our Marketing Manager to brainstorm and execute a webinar. At a glance- two weeks is plenty of time! Now throw in a full-time workload and multiple client priorities. Plus, we were not just putting together slides; We were producing the idea, content, delivery method, and presenting, as well! I was excited for this project but also worried that I would not be able to invest enough time given my other priorities. Some days I had to push my originally scheduled work items so that I could build the draft for our webinar. And yes- I even had to put in extra hard work on the weekends. After working diligently, I am proud to say that we were able to successfully build and launch the webinar ,(click here to watch) with a short 1-week planning period and it was a success!

Final Thoughts

Stepping into ambiguity has afforded me experiences that have helped me to grow my skillset as a Tech Recruiter. It gives me energy to win, and even if things do not go as planned, I am STILL learning. That is the beauty in stepping into ambiguity. These experiences have helped me to jump into new recruiting projects, lead important discussions, and collaborate with my coworkers to bring job seekers value in their career journeys. These experiences are what shape me and the Rec Ex team into the successes that we are and allow us to bring that same open mentality to our partnerships.

How I Built My Brand by Building the Brands of Others

A large part of my business at Recruiting Experiences is contract recruiting. We partner with our clients to act as an extension of their brand. This absolutely involves extra work and it also boosts client satisfaction and candidate longevity.

I do it because I believe it’s the right way to do business, but there are also a surprising number of perks that come along with learning the brands of others. Read on to discover how tireless work on the brands of others has made me a better business owner and human:

The Power in Elevating People

There are few things more rewarding than working to elevate people you admire. As a small business owner, I feel a surge of excitement when I see another business owner’s success, particularly within my own community. I know the challenges. I face the same obstacles. I am rooting for them at my core. So, when I can be, even a small part, of that success, it drives me.

Similarly, I have been in recruiting for a very long time – I’ve seen some things! It is an industry with a reputation for being haphazard, harsh, and even cutthroat. I have lived the very best and the very worst of it over the years. So, when a business owner wants to partner with us to build their team & culture with people-first, kinder hiring practices, I am ready to partner and to shout their praises from the rooftops. Every step in the right direction matters.

Objectivity Makes a Valuable Advisor

Having done both, I can attest that representing someone else’s brand can be far easier than building your own. Why? Because you have the power of objectivity. Emotional attachment makes it far more difficult to judge what is or isn’t working and, for business owners, there are few things more personal than the businesses they tirelessly work to build. An outside perspective allows clear-headed execution and makes a valuable advisor. A good consultant brings a viewpoint that mirrors what the general public is seeing and uses the information to work as a champion in your corner. And lessons learned from this objectivity can be translated to your personal brand as well. Which leads me to:

The Value of Free Education

It’s no secret that the most successful people surround themselves with other successful people. Taking the time to learn about and understand the brands of others is a first-rate education in brand building. A contractor who carefully and strategically chooses their partner has opportunities to learn from the best every day.

You Look Good; We Look Good

I built the Recruiting Experiences brand to seamlessly mesh with representation of the brands of others. I chose the brand values of simplicity, excellence, reliability, and kindness because I truly believe that they are the undercurrent of success in recruiting for our client’s brands. I am representing you to candidates and I don’t take it lightly. I use our strengths to elevate your strengths. That’s what contract recruiters do. When we excel at our jobs, your business becomes more efficient at what it does best. Likewise, your business’s success reflects back on our processes.

A cautionary word that all of this only works if you are building the RIGHT partnerships. Here is an experienced word of advice on that:

Be Selective. Don’t fake it.

It can be tempting, especially in the very early stages of business growth to take on any equitable partnership that comes along. Remember that ultimate equity comes from more than just paid invoices. Don’t partner with brands that go against your own values; It’s easier to represent something you believe in. You’ll never walk away feeling you’ve tried to be something you aren’t.

Just remember that believing in someone else’s methods doesn’t have to mean them doing things just the way you would. There are a lot of ways to do things right. Contractors are generally hired to fill a void. The most successful partnerships happen when each party is working within their own sweet spot to achieve a common goal that everyone feels good about.

Build the brands of others and good things will come to you. You can feel good about the outcomes and revel in the perks you may gain along the way. The knowledge, perspective, and value to your own brand are immeasurable. It’s ok to be backstage sometimes. Let your client be front and center.

7 Simple Tips to Maximize Your Resume’s Impact

In my days spent as a recruiter, I’ve witnessed a number of simple oversights on resumes that have come between a job seeker and a potential job opportunity. From our side to yours, I’m here to spread the word and set you up for success when it comes time to prepare for your next job search.

Tip #1: Less is more! Limit those resumes to one page front and back (MAX)! Highlight your key skills and contributions because that is what a resume reviewer is going to seek out within the first 10 seconds. That first impression is crucial and may make or break your next steps in a hiring process.

Tip #2: Fine tune your resume on LinkedIn – Update it! In this day and age, it’s rare to find a job opportunity without the use of social media. Your LinkedIn profile is the living and breathing version of your resume. It’s also doing work for you around the clock – even when you’re not ‘Open to Work.’

Tip #3: Exact address isn’t necessary but location MATTERS. City and State carry heavy weight for location-based jobs. This doesn’t just mean those that have in-person requirements. In the remote world, many companies are now favoring certain time zones or cities to begin their recruiting searches. A resume with no type of location determiner could be a roadblock to a great opportunity.

Tip #4: Focus on specifics. Highlight Individual actions, metrics, and contributions in the successes of goal completion. Your resume is your opportunity to sell yourself. Focus on only team outcomes or skills can be detrimental. Don’t let a reviewer be left wondering – did they really contribute or make an impact? Also, name drop your platforms and system knowledge – they’re often the keywords that recruiters are searching for.

Tip #5: Address and explain any gaps or jumps in-between jobs, if possible. Many times, there’s a simple explanation; It was on contract or for an internship. Don’t leave room for reviewers of your resume to assume or fill in the blanks.

Tip #6: PDFs are friendly. Recruiters and hiring managers are taking advantage of modern technology in the form of Applicant Tracking Systems (ATS) and Human Resource Information Sytems (HRIS- more on these here). However, those systems tend to struggle when pulling the correct formatting and information over (especially form Word docs!). Save yourself some trouble & stick to PDFs when sharing your resume.

Tip #7: Ensure all contact information on the resume is correct and active. This is an extremely easy, but crucial, step. Your resume should be a one-way ticket to contact you, make sure that is true before your next job search. Furthermore, phishing is something we all must endure, but recruiter and hiring manager emails are often lost in the crossfire of avoiding potential spam. If you’re actively job seeking – clarify all modes of communication are prepared, ensure your voicemail box is not full, and CHECK YOUR SPAM!

Overall, the job market today belongs to the candidates. The search for the right role can be a long one, so do what you can to step-up your resume game with these simple tips. As a foundation, think about the types of roles you’re seeking and tailor your resume to amplify the skillset you bring to the table. As someone who works with resumes and hiring managers daily, take it from me – spending a bit of time on these hacks initially, will pay-off in the end. Happy Hunting!

Mastering the Recruiting Pivot: Staying Fluid in the Ever-Changing Recruitment Market

With the pandemic now in its 22nd month and unemployment rates topping in at 4.2%, many companies and organizations are continuing with their recruitment efforts (Impactnews, 2020). For recruiters, the word PIVOT (cue Friends scene visual) has been added to our daily vocabulary, as we try to ride the ever-changing wave of the recruitment market. So, you may ask, how can you pivot strategically to attract your ideal candidate?

Here are some tips that I have learned from my fellow recruiters and added to my daily life in order to pivot with grace…

1. Remember to make relationships with every outreach and applicant you encounter. Every individual you talk to is a potential employee or a referral source. Building genuine connections with your network is important for any talent search. Check out this great message example that can be used when requesting a referral source:

“I’m really glad that we were able to make this networking connection! I’m always looking to help others in seeking their next professional opportunity, would you happen to have anyone in your professional network who might be interested in this role?”

2. Always be creative in your recruitment efforts, and never stay bogged down with one strategy. Every role will require different outreach and sourcing. Utilizing LinkedIn groups and hashtags is a great way to get the word out and to cast a wider net for individuals who have interests matching the role you’re sourcing for.

Great LinkedIn Groups for IT fields: Indy IT Talent Community and Tech Savvy Women (TSW)

Look into these LinkedIn hashtags: #techrecruitment, #techevents, #techcareers, #techhiring

3. You’re not in the ride alone – Always ask your fellow recruiters for feedback on recruitment strategies. Getting a different outlook and approach can allow you to see things through a different lens. You’ll likely end up with a stronger result for your efforts.

Set up a coffee break or brainstorming session with your co-workers to see what their strategies are and why it works for them! I also take full advantage of shadowing my co-workers to see their strategies in action.

In this crazy, ever changing job market, small, creative changes to your recruitment strategy can have a huge impact on your result!

Sources: ,Pivoting Your Recruitment Strategies For the New Normal | impactHR, LLC (

How Recruiting Experiences Won Me Over & The Universal Message I Want to Share

I have been doing regular contract work, alongside full-time gigs off and on for the better part of my career. I am an introvert, a bit of a gypsy, and I love to dabble. The freedom fit me. Then I became a mother. Suddenly the necessary flexibility to be there in all the ways I wanted to be for my children made me choose contract work as my full-time. The addition of Covid only cemented my desire to stay at arm’s length for the safety of our new family. But recently, I signed on as a permanent employee to one of my former contractors: Recruiting Experiences. I wanted to share just a few of the reasons. Because attracting employees in the current hiring environment is no joke. And turning this gypsy into a believer is a testament. Here’s what changed my mind:

Walking the Walk

We gravitate towards blogs and social media posts that emulate our personal values and beliefs. My first impressions of Recruiting Experiences blog and the CEO, Amy’s, Linkedin posts did just that. They told a story of kindness, empathy, and people-first hiring practices. Taking the time to craft and put the right message out in the world is something I value highly. I’m a writer. Words matter to me. But actions matter more. I have had gigs where my communications role involves clean-up and smoke screens for behavior that doesn’t match the message. My work with RecEx has never been that. Here, my copy and strategy has consistently been about communicating the good that is already happening, regardless of whether anyone is watching. I get to be the broadcaster of great work that others are too humble to share. That is a role I want to fill, over and over again.

Extending The Invitation

When the RecEx team had a team event, I got an invitation. I was invited to group development, planning meetings, and celebrations. Seems pretty simple, right? It’s actually fairly uncommon, as a contractor. I was made to feel welcome but never guilted when I was unable to attend. As a result, I saw the inner workings, felt the culture, and knew the goals. It allowed me a holistic view that contractors, and even employees are often denied. It made me better at my job. It built loyalty. Joining this team felt empowering, rather than constricting.

Embracing What Matters

Professionalism has always been a top priority for me. Representing the brands of others, as a contractor, has only increased this focus. But (spoiler alert) I am a human and a mother. In the time of Covid, baby sniffles can shut down daycares and turn kids into pariahs. Painstakingly perfected childcare coverage regularly evaporates into a “roll with it” scenario. Zoom meetings suddenly become anxiety inducing juggling acts. I clearly remember one internal team meeting at RecEx when my kids were unexpectedly home and unabashedly PRESENT. Not only were the joyously loud sounds of nursery songs and toddler wrestling recognized and embraced, but I was also asked if I could share a few screen shots of my OTHER kids: the two lounging potbellied pigs in my kitchen. My life was messy that day. I could have ended that call feeling frazzled or embarrassed. I could have felt less-than, as a parent, and a professional. Instead, I felt valued, appreciated, and closer to the team. MY team. This Stuff MATTERS.

So what is the takeaway? In the simplest terms, think people-first. Be a human before a boss and allow your team to be humans before employees and people will WANT to work for you.

In no way is this an exhaustive list. No company is perfect, but I go into this working relationship with confidence that my imperfect and theirs will mesh. We will make each other better. I won’t be giving up what is important, I will be growing in my pursuit of it. Want to hear more? I’m always happy to share. Message me!