Main Responsibilities Of A Recruiter At Walden Recruiting
As a recruiter, Marsh's primary responsibility is "to source candidates" with five or more years of experience, primarily for software roles in Boston, where a preliminary screen is conducted to gather information, gauge interest, and "pre-close the person at a certain salary." Further responsibilities include submitting qualified candidates to hiring managers, scheduling interviews, delivering rejection notices, and extending offers, which resulted in an 85-86% offer acceptance rate when previously at OC.
Candidate Sourcing, Interviewing, Salary Negotiation, Hiring Process, Recruiting Strategies
Advizer Information
Name
Job Title
Company
Undergrad
Grad Programs
Majors
Industries
Job Functions
Traits
Marsh Sutherland
Recruiter
Walden Recruiting
Pacific Lutheran University
Arizona State University (ASU) - W. P. Carey MBA, Arizona State University JD
Legal & Policy
Recruitment, HR & Related Professional Services, Technology
Human Resources (HR)
None Applicable
Video Highlights
1. Sourcing candidates, primarily those with 5+ years of experience, using platforms like LinkedIn (29,000+ connections) and a resume database (14,000+ resumes).
2. Conducting preliminary screens to gather information, pre-selling candidates on the company, and pre-closing them on a salary range.
3. Managing the interview process from scheduling to sending rejections, and ultimately extending job offers (achieving an 85-86% offer acceptance rate in a previous role).
Transcript
What are the main responsibilities within your role?
The main responsibility of a recruiter is to source candidates. As an outside agency recruiter, we generally don't work with college students because companies don't pay us a percentage of salary to hire them.
Unfortunately, college students are often seen as a commodity, so companies aren't willing to pay for that. I tend to focus on individuals with five or more years of experience, particularly software engineers in the Boston area. I have a large network, with 29,000 LinkedIn connections and over 14,000 resumes in my candidate database from my time recruiting in Boston.
When I was an internal recruiter at OC, I was happy to help college students find internships. While there weren't always intern roles available, my process involved sourcing candidates for the positions I was given. I would then conduct a preliminary screening to gather information and get them excited about the company.
During this initial screen, I would "pre-close" candidates on a certain salary. For instance, when recruiting software engineers fresh out of college at OC, I'd ask what salary they would happily accept. If they said $85,000, I'd then ask if they would accept $110,000, which was the minimum salary at OC. I’d confirm that if offered $110,000, they would say yes.
Most candidates were looking for around $100,000 to $110,000 per year. I would get them pre-sold on a specific salary before submitting them to the hiring manager. The hiring manager would then review the candidates and let me know if they wanted to speak with them.
I would schedule interviews as they progressed through the hiring pipeline. I also sent rejection notices to candidates the hiring managers decided against. Finally, either I or the hiring manager would extend an offer to the selected candidate.
I had an 85% offer acceptance rate at OC. My turnaround time was about two weeks, and I was filling three or four jobs a week, so I was quite productive.