Lauren Ipsen: recommendation

Transcript context

…Awesome. Okay. Final topic is from the recruiter perspective, what do you find recruiters do wrong most often or miss when they're trying to attract great product talent to a company? Yeah, so this is one I feel especially passionate about because I do think recruiters have a bit of a reputation, and I think that it's for some good reason. There's naturally people that forget that these are human beings that we're dealing with every single day that have lives, have families, have careers, or ambitions outside of their career. So I think it's essential that you remember that this is another human being on the other end of things and that you should treat them with the same level of respect that you would expect to be treated. This has become even more apparent now that I have gone through some of my own recruiting cycles where I was looking for different jobs, and a transactional recruiting call just will rub you so the wrong way and will make you want to put things on your resume like I just alluded to that say things like, "Whatever at Reddit," or what have you because you just don't want to deal with it. And so I think you have to be a human, you have to start with a relationship, find common ground, build rapport, listen to people, like actually listen, and remember what they say. So if someone says, "I never want to do a crypto company," and I just am only shoving crypto companies down their throat, that's just insanely tone deaf. Or if they say, "I have this vest that I really want to be around for in May of next year," and I just keep hitting them up prior to that, that's just so not receptive to what they just said. Things like that, make notes if easier, because we speak to so many people all day long so it's definitely not easy to do. But I'll have a note on my calendar that John Kim's vest just happened in March, and then I'll be like, "Oh, okay, might be a good time for me to catch up." I won't say, "Congrats on the recent vest." I'll say, "You want to grab a coffee, or do you want to catch up about this?" Or, "Hey, I saw that you were speaking at this conference, love what you spoke about with regards to this. " You got to find ways to connect with people outside of just shoving them into a job. And so I would say something that I've learned and become very good at is starting with a foundation of relationship building, gaining trust from people, because once you have that, then people will hear you out on jobs and people will listen to you and actually trust your advice from a career direction and perspective, but that takes time to build that, and it's definitely not going to be built by just chucking things at the wall and seeing what sticks with people and seeing where you can shove them temporarily. In fact, that will make them lose trust. And once you lose trust in a candidate, it's impossible to get it back. It's interesting how one of the recurring themes of our chat so far is just play the long game in every way, which takes more time.…

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