Hi I am currently in corporate/full-cycle recruiting for a major, public Real Estate Investment Trust and looking to transition into tech at a large, public company — is this doable? Tips to make the leap? Looking for fully remote options that could offer a change in industry, new challenge, and possibly a pay increase (currently at ~$90k).
I have ~10 years of experience, but no degree. We are a small recruiting team of 3 and all do full-cycle recruiting for a variety of roles, as well as analysis for internal promotions and pay equity. It is high volume, but the majority of positions we hire for are are high-turnover/entry-level positions (sales, customer service, residential maintenance, groundskeeping etc)
Any help/insights are appreciated!
#recruiting #hr
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In reality, it’s like trying to win a bidding war as a buyer’s agent in this housing market.
The level of engineer that gets a Google offer often has offers any/everywhere else, and they know it. Further, Google is used to getting top talent through a combo of brand/culture/tech-stack strength as well as dollars, so we’re rarely if ever a candidate’s top-paying option (similar to the “Goldman discount” in I-banking). And then on top of that, we have a particularly lengthy process that requires a fair bit of savvy to navigate quickly when required, and really good relationship-management skills to keep a candidate warm/engaged/motivated when things drag out, they have to do more interviews, get downleveled, etc.
So, a sourcer / recruiter’s job here is to (a) consistently find, engage, and qualify talent that will in fact likely succeed in our process, (b) be their advocate in a process intentionally designed to err on the side of false negatives rather than false positives, and then (c) often convince that talent to accept an offer that truly is a good one, but likely is not the best in terms of pure TC (which they only got after a likely longer / more arduous journey than at our competitors). And all the while, they’re managing the expectations (and emotions) of HMs and execs who are under tremendous pressure to hire, and who often are quick to escalate if unhappy.
Lastly, recruiters (and many sourcers) are also expected to make meaningful contributions to making our hiring process better, which involves data analysis, developing solutions, pitching them to recruiting leaders, and often pitching to HMs / Eng leaders as well - and then guiding them though the change management / implementation process.
I’ve also been really impressed by the diverse range of backgrounds: lots of agency recruiters of course, but also former teachers, lawyers, and military officers who at some point made a career switch. I’m never the smartest person in the room with my colleagues, which is one of the (many) reasons I keep coming back.