The Recruit S01e06 [2021]

As they watch Max during her polygraph test, Owen wonders whether Dawn is lying about meeting Max briefly in the past. We see through a flashback, Max was actually recruited by Dawn 12 years ago and she was her first case officer.

The Recruit s01e06

Download File: https://www.google.com/url?q=https%3A%2F%2Furluso.com%2F2ued6P&sa=D&sntz=1&usg=AOvVaw2MrxZzIcK1_w-93ylobtkN

Sjoerd Handgraaf: [00:00:24] Hi, I'm Sjoerd, CMO at Sharetribe, and I am your host. In today's episode, I speak to Sophie Adelman about talent marketplaces. Sophie has a lot of experiences with that. She was the first international hire at hired.com, a tech recruitment marketplace. There she led the expansion of Hired from the US into the UK, and after that, Sophie founded WhiteHat, which matches ambitious people with an apprenticeship at employers. We discuss how liquidity works in marketplaces like this, how all marketplaces basically start off as a managed marketplace, how important can be to educate one side of your marketplace, and the general importance of data; a terrific talk altogether, and again, filled with some real gems. Uh, a quick note on the audio quality, so, Sophie sounds fantastic, but it turned out after the recording that there had been a small, uh, buzz on my side. Our amazing producer, Nemanja, was able to reduce it significantly, but at times, you might hear a strange light buzz when I'm talking. So, no worries, there's nothing wrong with your audio setup, and I apologize for any auditory inconveniences, but this just happens sometimes. Now, enough said, let's listen to Sophie discuss talent marketplaces. Enjoy. [music playing] Hi, Sophie, uh, welcome to the podcast.

Sophie Adelman: [00:08:14] Yeah. So, Hired is a talent marketplace for technical talent, primarily software engineers, but also data scientists, UX designers, product managers. And it flips the normal recruitment model on its head. So, normally, when you're applying for a job, you apply for individual roles, and the, the company will then decide whether or not to interview you. With Hired, you actually go through a kind of vetting curation process up front. You apply to the platform, then they curate the top five to 10% of talent, and then companies go on and make interview requests to the candidate. So it puts the candidate back in the driving seat. It gives them the choice about which organizations they want to interview for. Now, that works because developers, and designers, and, and data scientists are kind of the ... They are in low supply, you know, the best people are in demand, and so, companies would make interview requests to them. And it facilitates the engagement between those people are looking for a new opportunity, and those companies that are looking to hire top talent.

Sjoerd Handgraaf: [00:09:13] Yeah. And so, you mentioned that you went around all over London. So, you were trying to get, in this case, the demand side, and because of, for the purpose of this discussion, we would say that supply side is all of the workforce, or the, whatever that is, new candidates, and on the demand side, in this case, is the company. So you went first to the demand side, was the supply side already fixed, because I ... My experience with recruiting, especially developers that ... That is actually where there's a constraint of some kind, but in your case, it was different.

Sophie Adelman: [00:09:43] That is really i- important. So this is really important point as people are thinking about building marketplaces; you need to really quickly understand whether you're a supply constraint or demand constraint. And, with Hired, what we found because of the US market is, once you turned on marketing, actually finding good candidates was not difficult. Candidates really appreciate the value proposition which was, they don't have to apply to lots of different roles, they get to be in control, they got this talent advocate who was almost their careers coach who was supporting them through the process. They felt it was an opportunity for them to really showcase what they were good at, but also allowed them to define what they wanted to do, rather than being peppered the whole time by recruiters telling them, "Hey, I've got a Python job," when I actually want to go into, you know, Ruby development. So, it was an opportunity for the candidates to get back into control. So, once we started turning marketing on, supply just came, and we didn't have a problem finding supply in general. And, I'm, I'm talking in general, because I will i- later on talk a bit more about the nuances of supply/demand, and, and so, of the nuances of different liquidities within marketplaces, but, as a general rule, we will supply rich and demand constrained. So, actually getting companies who were going to pay the fee to, uh, recruit candidates, was the constraint in our world.

Viv is hosting a fundraiser to raise money for lupus research and honor the memory of her sorority sister and BFF Gayle, and best friend. Things are not going as planned: the caterer cancels, so Viv recruits Hillary to keep the influencer house together. Hillary saves the day, cooking food and

Calvin Wise:It's when a lot of the information is missing, particularly around the academic context, what's offered, the curriculum. Limitations, some schools limit students from taking certain classes, depending on if you're in a special program, maybe depending on what you took in the ninth grade. So I think that as we're having this conversation, what's top of mind for me is we're in the reading process. So I'm thinking about the things that are necessary for me to understand from a reading lens. But I think, and again, another misconception about our process, is that we enroll through our recruitment process, right? It starts early, early on, and we do this in our office. I think it's wise for and admissions officers that have their regional officers look at profiles when they're thinking about the recruitment process before they interact with the schools, to understand the communities and maybe prioritize some information.

Lee Coffin:I love how you refer to admissions officers as researchers, because it really is the task at hand when you're reading that. You're a recruiter during one part-year, and you're a party planner in some other parts of the year. But when you're reading a file, you're sifting through the story someone put together and the researcher says, "Oh, look, it's the guy who gave everybody Cs this year saying she's the best student in the class," and that's context. 041b061a72