Talent Acquisition Manager for a Transportation Company
Q: Where are you located?
A: I'm located in London, England, UK.
Q: What is your role title?
A: My role title is Talent Acquisition Manager.
Q: In your words, describe what you actually do?
A: I'm responsible for recruiting software engineers across different levels for our
European offices. This involves sourcing candidates, screening them, managing the
interview process, and making hiring decisions.
Q: How long have you been doing this role for?
A: I've been in this role for about 5 months, joining the company in the Summer of 2022.
Q: How did you get to this point in your career?
A: I have 5 years of tech recruiting experience. Before this company, I worked as a tech
recruiter at other high-growth startups in London
Q: When it comes to remuneration, what are your three B’s? (Base, Bonus, Benefits?)
A: My base salary is competitive for the market. I am on £80,000 and also have an
annual bonus up to 15% based on hitting hiring targets. Benefits include healthcare,
pension, 25 days Annual Leave.
Q: I’m not going to ask you who you work for, but, what industry is your company in?
A: I work at a transportation/travel tech company
Q: When it comes to work flexibility, is your work primarily office-based, fully remote, or a
mix of both? Which do you prefer? Does your company allow you to be flexible?
A: It's a mix of office and remote work. I go to the office 2-3 days per week for meetings
and collaborate remotely the other days. I like the flexibility
Q: What does an average week or a typical day look like for you? Can you walk me
through your day? What time do you arrive and start at work, what are your main
tasks/responsibilities, who do you interact with, what meetings do you attend, etc.?
A: I start my day around 9 am reviewing applications and replying to candidates. I spend
the late morning sourcing new candidates. Early afternoon is screening calls with
candidates. I update hiring managers weekly. Late afternoon is following up with
candidates. I wrap up around 5:30 pm.
Q: What does a typical day look like when things are going well vs a more
challenging/stressful day?
A: Good days are when I speak to high-quality candidates and move them through the
process smoothly. Challenging days involve coordinating many interviews and juggling
candidate communications.
Q: What skills or knowledge are most important for your day-to-day work?
A: Strong communication skills are essential daily. Organization, multitasking,
relationship-building, and a passion for recruiting talent.
Q: What are some examples of recent accomplishments or contributions you've made in
this role?
A: I recently filled a senior engineering role that had been open for months by expanding
and diversifying our outreach.
Q: Do you have a supportive manager and do you feel valued?
A: Yes, my manager is very supportive. I feel valued and empowered in my role.
Q: How much time do you spend collaborating with colleagues vs working
independently?
A: I collaborate closely with hiring managers and coordinate interviews. But a lot of my
sourcing/screening work is independent.
Q: Is there anything you wish you would have known before starting this role?
A: I wish I had known how much multitasking and time management the role requires. It
was an adjustment.
Q: What do you hate most about your role?
A: Telling candidates they aren't moving forward is the hardest part. I don't like delivering
bad news.
Q: What do you love most about your role?
A: I love speaking to talented people and being able to offer them a new opportunity. It's
very rewarding.
Q: What’s the next role for you and when do you hope to achieve this?
A: In 2-3 years, I hope to be a Recruiting Manager leading a team.
Q: Is your next role going to be with the same company or a different one?
A: I'm happy at my company, so I see my next step here, given I have recently started.
Q: What’s one piece of advice you could give to someone who aspires to reach your
position?
A: Keep building your network. Connections are so valuable for sourcing and hiring great
people
Q: It’s Day 1 for someone in your role. What one piece of advice would you give them to
succeed?
Here are some tips I would give to someone starting out as a recruiter to set them up for success on Day 1:
Build relationships and get to know your hiring managers. Understand their needs, preferences, and hiring criteria. Check in regularly.
Don’t neglect your candidate network. Nurture relationships with candidates even if they aren’t a fit right now. They could be in the future.
Develop a structured approach to sourcing. Use boolean search strings, leverage existing connections, post on multiple job boards. Cast a wide net.
Stay organized! Use an ATS to track candidates and leverage the calendar for scheduling. Stay on top of tasks and follow-ups.
Communicate frequently and transparently with candidates. Set expectations upfront and update them promptly throughout the process.
Don’t sacrifice candidate experience for speed. Take time to screen thoughtfully and provide feedback even when rejecting.
Ask for feedback often. Check in with hiring managers on what’s working and what can be improved in the recruiting process.
Don’t be afraid to ask questions! Admit when you don’t know something and seek input from colleagues. ● Find ways to add value outside core recruiting tasks. Offer to help with employer branding, diversity initiatives, events.
Learn how to manage stress and your energy. Recruiting can be demanding – take breaks, manage time wisely, and celebrate wins.
Continuously upgrade your skills. Take courses, read books and articles to develop new recruiting and HR knowledge.
Have fun! Recruiting is about people – build connections, help others, and enjoy the process
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