You usually get it through the first impression, through first interaction with it.
For this communication and interaction to happen, you need a person.
That person is me.
I'm the one who sets the tone, who paints the first strokes on the canvas of a company's image in your mind.
I'm the one who translates a company's needs and values into a language that resonates with you.
I'm the one who ensures that the promise we weave around ourselves as a company is fulfilled. I’m responsible for all those little things that make you remember your work fondly for the years to come, and visit the job offers section 10 years from now.
All these little things that make it - I assure that they align with the reality you experience as a candidate and future employee.
World: So, you're a recruiter?
Me: I’m the person who assures that there is a match between what the company shows outside, and what’s in it when you join. I facilitate collaboration between both sides.
I'm a talent scout, a conversation starter, a culture ambassador.
I'm the one who aligns your dreams with our company's vision.
It's not just about filling positions; it's about finding the right fit, the right synergy, and ensuring the company does their part of the contract they promised - both explicitly and non-verbally.
It's about ensuring that a company's culture resonates with you and vice versa. For instance, if the company I work for focuses on innovation, and you're a software developer who thrives on creating new stuff, I'll make sure that the company fulfills your needs - that it encourages out-of-the-box thinking and provides opportunities to implement your ideas into outcome products.
In other words - I’ll ensure you’re listened out, and are given the opportunities you came here for.
I'm the one who makes the recruitment process reflect the workplace. And I’m the one who ensures that both sides of the contract keep on their promises.
Why would a company appreciate that, and why would it want to follow my advice?
Let’s put this question differently to make the answer more obvious.
Why would a company want to hire the best talent, the best skills, the best professionals, and why would a company want to retain these hires?
Teams make the company. Teams make the products. I make the teams, and I ensure the company understands their value.
World: That sounds like a lot of responsibility.
Me: It is. A person in a role like this can make or break a company’s reputation. But companies most often break it themselves. When this happens, I’ll be there to help them get back on the right track. It’s one of the biggest dangers to a company’s integrity.
So - yes, it’s a lot of responsibility, and sometimes a lot to carry. Reputation is a result. You see it as a binary yes or no. But what’s most difficult is the underlying work - mediating between both sides of the contract and ensuring they both rise up to each other’s expectations.
It's a challenge I embrace with a cup of single origin coffee everyday - “Fair Trade Certified” for respecting the workers and fairly sharing the profits. Respected people make products that respect the consumer.
I'm not just representing the company; I'm also representing the collective energy, passion, and dedication of all the teams and individual team members. I'm the one who ensures that the company’s reputation is not just about what is said, but what is done.
World: How is it? How do you manage all that?
Me: It’s like all the best things you can do in life - hard. It’s a bit like rope-walking. Lots of concentration, staying focused and keeping everyone at balance at each step I take. And a lot of foresight that no courses or education can buy.
Sometimes the environment is quite busy and facilitating fluent communication between everyone is extremely hard, but that’s the moment when you can really make a difference and shine in this profession.
To clarify, I work in tech. This comes with certain prerequisites, and there are not many career paths to land you here with this much hands-on experience and knowledge.
I don’t have issues following conversations between programmers or hardware engineers. I know that’s not the norm in this profession.
I can thank my tech savviness - something I’ve gotten from my parents, and it’s been one of the best gifts ever. Something that makes or breaks a life, if you know what I mean.
In contact with engineers I often hear they feel misunderstood by the recruitment departments. The companies, on the other side, struggle for talent. See a pattern here?
I understand the technical requirements of a role, and I can make the connection. I’m a gamer and a streamer in my free time - building a relationship and connecting on a personal level is something I do for fun. I gained my PR and communications experience in FinTech, which, outside of Medical, is probably the most regulated area of the market. I can communicate, and I can do that extremely well.
I also ensure that our recruitment process is not just efficient, but also empathetic.
I ensure that every candidate, regardless of the outcome, walks away with a positive impression of the company and the people. Career paths are unpredictable, and maybe that’s the person you’ll want to lead your teams in 10 years time?
World: So, it's all about you then?
Me: Does it sound like it? Do you think I could create all that wonderful software and hardware that runs the modern world? Do you think I should?
Of course not. That’s not my job. It’s one of the results of what I do, but I’m here for the others. I’m here for the teams and for the companies, and I’m here to ensure that personal needs are matched to the profits, forecasts, and client demands.
It’s also about you. When you step through the company's doors, you bring your triumphs and your trials with you. They become part of the organization the moment you cross its doors. These experiences, interwoven with the culture and vision, will shape the entity of the organization for the foreseeable future. It's through this fusion of your past and the present that the blueprint of your ideal company comes to life. You bring a baggage of experiences, both the good and the bad and you mingle it with what’s happening at the company. You shape the final outcome of your expectations - of what you expect your dream company to be, and you let that shape yourself in turn.
In the realm of employer branding, the employees build the outcome image of the company. I encourage teams to share their experiences, to become advocates of the brand - not because they need to, but because all humans like to share the best things in their lives.
And we trust these people.
We trust the value of opinions of the employees, often more than any official company statements.
For instance, a blog post by a software engineer who does hardware as a hobby - I’m talking about Marcin Sosnowski - about a challenging project they work on can be more impactful than a corporate press release. It's about creating a culture of transparency and authenticity, where every employee feels empowered to share their story.
World: Are you having fun doing that?
Me: When building a company we're building a community where we often spend the majority of our lives. It should be a pleasure to exchange our time for money, not an obligation. People want to work. That’s what we do as a species. And nothing - nothing can beat a skilled and well motivated team. When your flow is your workplace, when your flow is the people that surround you, you won’t work a single day in your life. And the competition will be left staring at the PowerPoints, wondering what the hell happened here.