What is the Current Job Market for Recruiters

What is the Current Job Market for Recruiters

2020 has been a crazy year to say the least. Where is the current job market for recruiters and what do we think 2021 will be like?

Listen in on what our panelists have to say.

This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.


Click to Play the Recording


Our Panelists…

Name & LinkedIn Profile Group Title Company
Matthew Liptak TA Leaders Director, Talent Acquisition Aura
Rachel Cupples TA Leaders Director, Talent Strategy & Partnerships Recruiter.com
Stefan Risko Recruiting Phoenix HR Business Partner, Presidents Club Recruiter & Community Engagement Evangelist Quicken Loans
Steven Rosenblum Recruiting Chicago Talent Acquisition and HR Operations Leader Level 5 Partners

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We asked our attendees, “What have you been hearing about the job market for recruiters?”

Here are their answers:

  • A lot of people are reaching out to me to see if I have heard of anything and to connect.
  • Active
  • Agencies and staffing firms as well as consultants are having a hard time
  • always challenging
  • challenging - but seems to be picking up slightly
  • Competitive landscape and continued request to consider full time perm WFH options
  • Corporate recruiting roles are definitely out there, the staffing / consulting firms are cutting back on recruiters...
  • Depends on the industry. Seems a lot of the hiring is for hourly positions, not as much professional.
  • difficult
  • Down market due to Covid based hiring impacts
  • everyone seems to want to hire initially on contract basis 🙁
  • flat
  • Good
  • hard job market right now
  • Have not been reviewing lately
  • haven't really heard anyhting.
  • Hoping it picks back up soon
  • I am not sure
  • I can say I am receiving a high number of inquiries surrounding recruitment openings as well as referrals of those laid off
  • I find a lot of roles online for contract roles or agency ... fewer for corporate recruiters
  • I have been hearing that the market is very tight as many companie have been forced to re-org in response to the Global pandemic
  • I have not seen much for recruiters...so am interested in finding out what other recruiters know.
  • I have noticed there are more Contract Recruiting jobs on the market and less full time.
  • I haven't heard much, but the pandemic has obviously changed things.
  • I heard there has been limited options
  • I think the market is currently pretty tight
  • I've been hearing it is slow to none
  • I've been hearing that most jobs that are posted are for rehires, not new positions
  • I've been in the market and the opportunities are limited. There are peaks, but for the most part, it has remained slow.
  • In my industry not much but my husband works for Kelly and they are definitely looking for more people
  • In my own search for managerial roles in TA, I began to see recruiter roles become more visible in July after a 'dry spell.'
  • It is a competitive market for the hiring company.
  • It is tough, but there are opportunities out there. Also, some have said the contract market is starting to pick up.
  • It may be slow now but will open up and be in demand
  • it seems like everyone is finding a new role that
  • It seems very light
  • It's growing! Seeing more job openings and forecasts show significant job growth overall in Q2 2021 (equals need for recruiters)
  • It's not good, especially for recruiting leadership roles.
  • It's not great right now
  • It's slow and open jobs are for entry level Recruiters or Tech Recruiters.
  • It's slow right now
  • It's slow, but picking up
  • It's super competitive
  • It's tough to find a job right now as a recruiter due to unstable job market
  • It's very competitive but getting top talent is still very competitive.
  • its hard out there for a pimp...
  • Market is shifting / more hybrid HR TA roles
  • minimal activity
  • Mixed Information
  • Mixed Messages depending on industry.
  • More HR than TA positions, and it's still slow
  • Most companies are looking for more entry level hires
  • My situation is good, so I have not paid attention.
  • Networking
  • News, forums, word of mouth
  • Not alot because I'm not looking... but better to be aware.
  • not great
  • Not great!
  • Not much other than Recruiters on Linked In looking for roles
  • Not so active
  • Not sure
  • Not sure! Might be tougher than 'normal'.
  • Not sure, just returning from parental leave
  • not the best
  • nothing good
  • Picking back up
  • Picking up
  • Picking up
  • poor
  • Recent increase in staffing needs, and opportunities for contract recruiters
  • Relatively strong
  • Seems to be quite a few positions out there.
  • Slow for those not employed internal recruiters are busy.
  • Slowed down considerably.
  • some gradual pick up
  • Some markets/verticals are hot while others are cold
  • SUPER hard right now - you can only get hired at companies if you know someone
  • Tech recruiting is hot
  • that it is slow
  • That it's shut down, but I'm doubting that rumor
  • That it’s quite challenging with Covid - hard to find a job because companies are downsizing
  • That many companies are not hiring as planned due to Covid so I am assuming the recruiter hiring market is limited.
  • The affects of Covid have negatively affected recruiting
  • The market is picking up and many companies are hiring
  • The worst is over (spring/summer) Definitely on the uptick, esp in tech
  • there are a lot of recruiters looking for work due to Covid
  • There are jobs posted but few calls.
  • there are openings
  • they will be busy coming Q2
  • Tough market - lots of Recruiters laid off due to COVID so not a time to switch jobs if you don't have to
  • Uncertainty
  • Very limited
  • Very limited information
  • With the unemployment rate high, who has to think that there are recruiters out there looking for work & there is more supply

Chat Messages from the Session…

10:02:53 >> From  Karen E : Good Afternoon TA Professionals! 🍂🌻🍂

10:03:09 >> From  Susan Jayne   to   All panelists : happy Autumn!! 🧡🎃🍁🍂

10:03:16 >> From  Lloyd Fassett   to   All panelists : Good Moring from the West Coast.

10:03:48 >> From  Toni Wells : Good afternoon from Atlanta GA!

10:03:51 >> From  Karla Frisby : Good afternoon Karen and my other TA Professionals!

10:04:05 >> From  Tamara Garlett : Good afternoon from Portland, OR

10:04:20 >> From  Amy Beth Herman : any suggestions on training options for me to learn more about the alphabet soup of recruiting and how regulations, laws etc affect our hiring?

10:04:28 >> From  Sean Rehder : Feel free to add any comments or questions here in the Chat area.

Make sure as an attendee, if you message something in the Chat area that you select “All Panelists and Attendees.” 

The default is just to Panelists but I want everyone to see the messages coming through.

10:05:02 >> From  Matthew Liptak : linkedin learning has great resources for recruiting

10:07:22 >> From  Carlton Godfrey   to   All panelists : Are you all seeing the roles that are available are more for jr level?

10:07:31 >> From  Matthew Liptak : both

10:07:35 >> From  Matthew Liptak : good mix of levels

10:07:38 >> From  Stefan Risko : LinkedIn learning is a great tool.

10:08:14 >> From  Matthew Liptak : some jr and some mid to sr

10:09:49 >> From  LaShawn Butler : A contractor position allows you to try the company before committing to working with them on a full-time basis

10:10:15 >> From  Carlton Godfrey   to   All panelists : I am finding that many of the open roles are for more junior or they want senior and are only paying for junior.

10:10:18 >> From  Catherine Hansen : Is working 1099 the same as working for your own LLC?

10:10:35 >> From  Anne Patrick : I am seeing the results.

10:10:55 >> From  Matthew Liptak : 1099 you pay your taxes..LLC you have your own corporation

10:11:56 >> From  Steven Rosenblum   to   All panelists : Correct, Matthew. So hold out some of your income to pay the taxes accordingly, if you go 1099.

10:12:09 >> From  Steven Rosenblum : Correct, Matthew. So hold out some of your income to pay the taxes accordingly, if you go 1099.

10:14:53 >> From  Steven Green : With LI “Open to Work” feature, have you seen or heard concerns of recruiters steering away from looking at those who are not currently employed or seeming “desperate,” with this feature turned on?

10:15:13 >> From  Catherine Hansen : Steven, I was curious about this as well.

10:15:57 >> From  Steven Rosenblum : Not at all. Rather, it brings you up when recruiters are using LI for sourcing.

10:16:53 >> From  Marie deGroh : I had someone tell me not to use the Open to Work feature. But after hearing this feedback, I’m going to put it on and see what happens.

10:18:08 >> From  Lloyd Fassett   to   All panelists : How important is it for recruiters to be onsite for jobs they are looking at?

How important is it to look for full time vs contract engagements?

10:18:09 >> From  Steven Rosenblum : Something else to consider is what profile picture are you using (casual vs. professional, background, headshot).

10:18:30 >> From  Matthew Liptak : echo steve, professional headshot always

10:19:05 >> From  Marie deGroh : It’s been 4 months since I was laid off and I just created a “new job” on my profile indicating I’m looking for a new position. What are your thoughts on that vs. showing you are still employed at your previous company? I’ve received advice for both.

10:19:11 >> From  Natha Green : If you’re a 1st degree connection with an employee of a prospective employers of  choice, you might try sending them a video message (mobile app only) as a very authentic way to introduce yourself and who you are. Maybe ask if they would refer you.

10:19:12 >> From  Stefan Risko : I think your LinkedIn photo is something that’s more based on your profession.. Creatives typically aren’t looking for your business-like head shots, where most sales, operational, tradititionally “more-professional” role will want that suit & tie, professionally shot picture.

10:19:15 >> From  Steven Rosenblum : Some companies require onsite. This may be in the posting.

10:19:39 >> From  Matthew Liptak : I would recommend not still showing you are working at previous company

10:19:40 >> From  Stefan Risko : Love the idea of the video message.

10:20:30 >> From  Matthew Liptak : change your top line in the profile to reflect you are a Recruiter or TA professional looking for an open role

10:20:50 >> From  Steven Rosenblum : I agree with Matthew about not including you are still working at a company if you’re not there anymore. I had a conversation with someone earlier this week about companies not wanting to be surprised with such information.

10:21:20 >> From  Christine Smith : If you put in you’re open to work, can other people in your organization see that?

10:21:30 >> From  Steven Rosenblum : Yes.

10:21:51 >> From  Stefan Risko : LinkedIn does a pretty good job of hiding it from your current employer, it’s not a guarantee but they do a decent job.

10:22:03 >> From  Chris Helvajian : @Christine – depends on your setting. You can set it to everyone, or just those with LinkedIn recruiter accounts

10:22:10 >> From  Tamara Garlett : Rachel – when did you post about yourself on LI?  I would love to see what you posted . . .

10:22:12 >> From  Roseanne Donohue : do you think there is a stigma that if you were laid off that you were a poor performer?

10:22:28 >> From  Stefan Risko : @Rosanne – I do not

10:22:44 >> From  Catherine Hansen : Roseanne, was wondering about this too.  The execs at my startup said this was the case

10:22:45 >> From  Roseanne Donohue : I agree with you stefan

10:22:50 >> From  sheila meyer   to   All panelists : they don’t protect you from your parent company which mine has a habit of trolling to see who is open

10:22:55 >> From  Matthew Liptak : not at all stigma…

10:22:57 >> From  Stefan Risko : I ask if people have ever been terminated, or asked to resign. I also say, outside of a layoff that wasn’t performance related.

10:23:07 >> From  Matthew Liptak : I disagree if you were laid off this creates a stigma

10:23:10 >> From  Susan Jayne   to   All panelists : yes , Rachel would you be willing to share?  thank you!!

10:23:33 >> From  Chris Helvajian : Any advice for someone looking to transition out of higher ed admissions/recruiting to a corporate role? I’ve got about 10 years experience, targeting companies in the Orange County, CA area…

10:23:57 >> From  Kara Goodbrand : I thought if someone works at the same company then your ‘open to work’ status is hidden from them

10:24:11 >> From  Rachel Cupples : yes I will be happy to reshare now the post on LI

10:24:19 >> From  Tamara Garlett : Thanks, Rachel!

10:24:32 >> From  sheila meyer   to   All panelists : yes but it doesn’t include your parent company

10:25:20 >> From  Stefan Risko : @chris – are you looking at sales? Or to get out of a production role? Lot’s of sales opportunity for admissions reps, I’ve hired a lot of great people from admissions over my time.

10:26:41 >> From  Roseanne Donohue : cyber security is booming!

10:27:05 >> From  Matthew Liptak : career change in recruiting look into contract recruiter roles in those other industries to break into that industry

10:27:54 >> From  Roseanne Donohue : my co is doing well amid COVID.  our services are needed now more than ever

10:28:59 >> From  Stefan Risko : internal and external recruiting, to Steven’s point. You’re a business partner to you clients, or the part of business you’re supporting. Great point Steven.

10:29:43 >> From  Maureen Daly : suggestions for breaking into the tech industry

10:29:46 >> From  Catherine Hansen : For anyone interested in tech recruiting, I’ve found it more open to hiring recruiters from other industries

10:29:52 >> From  Roseanne Donohue : if you are a good recruiter I feel you can learn a new industry

10:30:15 >> From  Stefan Risko : most tech roles, or people I know in tech, have started out as recruiters, and grown into sales, and wherever from there.

10:31:10 >> From  Susan Jayne   to   All panelists : agree Roseanne!!

10:31:41 >> From  Roseanne Donohue : my VP of HR went from consumer electronics to high tech

10:32:13 >> From  Catherine Hansen : Back to the LI open to work thing ….. anyone perceived ageism or stigma from a profile picture?  Silicon Valley tech is mostly under 40

10:32:19 >> From  Natha Green : Tech recruiting in Chicago still hot, but yes tough to break into if not a core area of focus. I work with our home office business which is where R&D sits so by nature of my customer base I had to learn. Dice.com has a nice list of tech languages and what they are/do available to download. Was my bible for a long time to be able to speak somewhat intelligently.

10:33:07 >> From  Chris Helvajian : @Stefan – I’m looking more toward program management/recruiting on a University Relations team – more talent acquisition manager roles… Sales is part of my skillset definitely, but I don’t know I’m cut out for the commission-based pay structure.

10:33:08 >> From  Glenn Murani : Rachel – if you had to learn a new business industry, you can use that as an example to transition into technology – demonstrating how you picked up a new industry and were successful.  You learn technology by listening to technical candidates explain what they do and the tools they use.

10:33:26 >> From  Natha Green : I’ve seen a lot of agency folks not adapt well into Corp recruiting volumes and processes

10:33:59 >> From  Matthew Liptak : I disagree. My last 4 corporate recruiter hires were straight agency and are excellent recruiters

10:34:25 >> From  Rachel Cupples : Great point, Glenn

10:34:42 >> From  Steven Green : Agreed.  Especially if corporate environment and recruiting process is highly customized and regulated.

10:34:45 >> From  Crystal Mitchell : I’ve been both and I feel it was much easier as a Corporate recruiter than an agency recruiter.  I believe it depends on the companies.  Some big name companies don’t really need to source because everyone wants to work for them.

10:35:05 >> From  Jessica Freemark   to   All panelists : I am currently in an agency recruiter looking to switch to a corporate role in the future. To switch to corporate I am looking at a major pay cut.

10:35:12 >> From  sam Dumash : isn’t that a conflict of interest?

10:35:20 >> From  Roseanne Donohue : blend of agency and corporate is a nice mix of experience

10:35:33 >> From  Stefan Risko   to   All panelists : @Sam – depends on your industry and your company policies. Typically it’s not.

10:36:03 >> From  Steven Green : I too appreciate that agency recruiters bring a level of sourcing aggressiveness and creativity that can often be lacking in a corporate environment that can become too sheltered.

10:36:06 >> From  Matthew Liptak : depends on company..I took a major cut when I switched but it paid off in the long run

10:36:17 >> From  Stefan Risko   to   All panelists : @Chris .. connect with my on linkedin, I think in 2021 we’ll be growing our WC college recruiting.

10:36:18 >> From  Maureen Daly : Sean- an tips for starting on the 1099?

10:36:23 >> From  Roseanne Donohue : lets see what happened after the election

10:36:27 >> From  Stefan Risko   to   All panelists : https://www.linkedin.com/in/stefan-risko/

10:37:08 >> From  Stacey Kramer : Unemployment claims are not an accurate reflection of those out of work since it only reflects those applying. Workforce participation is different.

10:38:55 >> From  Carlton Godfrey   to   All panelists : Work From Home has changed everything. # of applicants have increased as location is no longer an issue.

10:40:11 >> From  Carlton Godfrey   to   All panelists : An Agency recruiter told me that CA based companies are looking for people in lower cost areas to hire.

10:40:21 >> From  Catherine Hansen : @Rachel, so to clarify- you removed your city location from your LI profile and now it just says “remote”?

10:42:49 >> From  Stefan Risko   to   All panelists : angelslist.com is another great place for tech-start up opportunities

10:43:34 >> From  Matthew Liptak : tech leadership councils, americaninno, builtin, any branding type of tech or industry group

10:43:35 >> From  Marie deGroh : When you change your resume to a specific role, do you remove titles? For example I was a project lead for TA and a Communications Lead for a F100 recently, but I’m open to recruiting myself or a management role.  Also, any tips for those of us over 50? Age discrimination is very prevalent now more than ever.

10:44:06 >> From  Rachel Cupples : I did not remove anything from linked in

10:44:13 >> From  radhika aggarwal   to   All panelists : there are 289 jobs and 1154 recruiters looking

10:44:26 >> From  Roseanne Donohue : focus resume on most recent 10-15 years of experience.  don’t need to include earlier jobs

10:44:31 >> From  Rachel Cupples : I have a resume for when I apply to remote roles that says remote

10:46:15 >> From  Catherine Hansen : You are inspirational, Rachel!

10:47:22 >> From  Roseanne Donohue : good luck Rachel

10:47:37 >> From  Maureen Daly : Thanks Rachel!

10:48:06 >> From  Roseanne Donohue : agree stefan

10:48:21 >> From  Roseanne Donohue : resume must reflect job requirements

10:49:07 >> From  Roseanne Donohue : cover letter should really be tailored to job and company not a generic template

10:49:27 >> From  Rachel Cupples : Can we do another poll? How many recruiters are reading cover letters initially?

10:49:45 >> From  Stefan Risko   to   All panelists : https://www.linkedin.com/in/stefan-risko/

10:49:58 >> From  Matthew Liptak : https://www.linkedin.com/in/matthewliptak/

10:50:17 >> From  Roseanne Donohue : I don’t read cover letters mostly but when I do if its not tailored then its a negative

10:50:20 >> From  Stefan Risko   to   All panelists : it blows my mind when recruiters don’t connect with people on LinkedIn… Here to help!

10:50:37 >> From  Catherine Hansen : +1 to Roseanne

10:50:51 >> From  Rachel Cupples : @recruitingSHEro Rachel Cupples – Find me on any social platform you’re comfortable with.

10:50:53 >> From  Matthew Liptak : I do not personally read them but some roles require them

10:51:09 >> From  Stefan Risko   to   All panelists : Also amazes me how many people send in a cover letter that is general, not for the role or company they’re applying for.

10:51:27 >> From  Carlton Godfrey   to   All panelists : I rarely read cover letters.

10:52:03 >> From  Karen E   to   All panelists : Generally speaking it’s the 80/20 rule with cover letters. I read about 20% of them.

10:52:24 >> From  Karen E : Generally speaking it’s the 80/20 rule with cover letters. I read about 20% of them.

10:53:42 >> From  Catherine Hansen : Great idea, Rachel!

10:53:56 >> From  Susan Jayne   to   All panelists : thank You Rachel !!

10:54:39 >> From  Rachel Cupples : Let’s connect!

10:54:51 >> From  Steven Rosenblum : Thanks everyone! Let’s connect for sure!

10:54:52 >> From  Toni Wells : Thank you!

10:54:53 >> From  Anne Patrick : Thank you all for your time today!!

10:54:55 >> From  Catherine Hansen : Thank you panelists!

10:54:57 >> From  Shawanna Bailey   to   All panelists : Thank you!!

10:54:57 >> From  Crystal Mitchell : Thank you!

10:55:00 >> From  Marie deGroh : Thank you!

10:55:02 >> From  Steven Green : Thanks to all — helpful!

10:55:03 >> From  Maureen Daly : Thank you everyone!!

10:55:05 >> From  Elaine DeWitt : THANK YOU!!!

10:55:09 >> From  Karen E : I’m happy to connect on LI


Some of the attendees…

Name & LinkedIn Profile Group Title Company
Pam Rush Recruiting Atlanta Talent Acquisition Consultant Assurant
Toni Wells Recruiting Atlanta Talent Acquisition Recruiter Macy's
Felicia Mudd Recruiting Atlanta Talent Acquisition Manager Porsche Cars North America
Alison Becker Recruiting Boston Talent Acquisition Specialust Bullhorn
Anne Nordlof Recruiting Chicago Senior Recruiter Peapod Digital Labs
Karla Frisby Recruiting Chicago Sr. Talent Acquisition Specialist Argo Group
Katie Stevens Recruiting Chicago Talent Acquisition Leader GE Healthcare
Christine Maniacek Recruiting Chicago Independent Talent Acquisition Consultant / Contract Recruiter / Career Consultant Forward Intentions Group
Kara Goodbrand Recruiting Chicago Talent Acquisition Specialist Legal & General Investment Management America
Susan Jayne Recruiting Chicago Experienced HireTax Recruiter -Contract for Deloitte Deloitte
Sam Dumash Recruiting Chicago Senior Recruiter FTI Consulting
Marie deGroh Recruiting Chicago Principal Talent Acquisition Partner - Cognitive Solutions & Research IBM
Brian Wittenberg Recruiting Chicago Sr. Recruiter NTT DATA Services
Crystal Mitchell Recruiting DCBmore Recruiting Specialist - Language Services Mission Essential
Rob Sheard Recruiting Denver Senior Recruiter CGI
Martin Hancock Recruiting Denver Sr. Technical Recruiter Alteryx
Justin Zapol Recruiting Denver Sr. Talent Acquisition Business Partner KBR, Inc.
Lauren Van Roon Recruiting Denver Senior Corporate Recruiter HomeAdvisor
William Brown Recruiting Denver Technical Sourcing Recruiter Amazon Web Services (AWS)
Amy Beth Herman Recruiting Denver Technical Recruiter - Digital Engineering RADIO.COM Entercom
Cindy Wong Recruiting LA Sr. Talent Acquisition Specialist Princess Cruises
Bez Rengifo Recruiting LA Sr. Manager / Director, People Services (HR Business Partner department) Loma Linda University Health Care
Denise Ward Recruiting Minneapolis Technical Recruiter Wunderlich-Malec Engineering
Matt Englund Recruiting Minneapolis Talent Acquisition Leader Nerdery
Christine Smith Recruiting Minneapolis Talent Acquisition Lead North American Region CommScope
Debbie Staedt Recruiting Minneapolis Talent Acquisition Leader 3M
Roseanne Donohue Recruiting NYC Senior Talent Acquisition Manager, North America Radware
Jenna Kalish Recruiting NYC Sr. Recruiter, Talent Acquisition WebMD
Hansol Lee Recruiting NYC Talent Acquisition Manager CAST
Elaine Dewitt Recruiting Phoenix Contract Recruiter HonorHealth
Susan Charney-Moore Recruiting Phoenix Talent Acquisition Advisor Boeing
Lei Feng Recruiting Phoenix Recruiter Mayo Clinic
Kelsey Weber Recruiting Portland Senior Recruiter Finastra
Tamara Garlett Recruiting Portland Senior Recruiter, Global Footwear Product Creation Nike
Lloyd Fassett Recruiting Portland Contract Recruiter Azteria
Richard Shoff Recruiting Seattle Senior Recruiter Bill & Melinda Gates Foundation
Maureen Daly Recruiting Seattle Talent Acuuisition Consultant Rose International
Anne Patrick Recruiting Seattle Talent Acquisition Specialist State Farm Insurance
Catherine Hansen Recruiting SFBA Senior Manager, Recruiting Hippo Insurance
Danielle French Recruiting SFBA Senior Recruiter - Non Tech VMware
Radhika Aggarwal Recruiting SFBA Senior Technical Recruiter Macy's
Michael Salas Recruiting SFBA Sr. Recruiter Unknown
Sharon Fitzpatrick TA Leaders Talent Acquisition/Human Capital Consultant Transitions 1-2-3
Shawanna Bailey TA Leaders Head of Recruiting Bombora
Glenn Murani TA Leaders Director of Talent Acquisition Optima Global Solutions
Mike Sensenig TA Leaders Director of Talent Acquisition Haller Enterprises
Lissa Bowen TA Leaders Director of Talent Acquisition Southern Rock Restaurants | McAlister's Deli
JoDee Klinker TA Leaders Director of Talent Acquisition Carson Group
Lance Boll TA Leaders Senior Director of Talent Acquisition J.B. Poindexter & Co.
Kyle Mshr TA Leaders Senior Director of Recruiting Solutions TekStream Solutions
Michelle Marquand TA Leaders (Head of Talent Acquisition, US) Country Manager / Recruiting & Sourcing IKEA
Scott Stevenson TA Leaders Vice President Talent Acquisition LPL Financial
Bennett Yang TA Leaders Director Talent Acquisition SoundHound
Mahen Kathirithamby TA Leaders Director Of Recruiting Looking for Work
Kara Wilson TA Leaders Recruiting Director MorganFranklin Consulting
Helene DeVries TA Leaders Global Head of Talent Acquisition Geometry Global
Chris Helvajian TA Leaders Associate Director, Admissons & Recruiting FEMBA Program University of California, Irvine - The Paul Merage School of Business
Manisha Bavabhai TA Leaders Head of Recruiting Hudson MX
Steven Green TA Leaders Vice President | Global Project Lead – Associate Recruiting |Global Human Resources Looking for Work
Sheila Meyer TA Leaders Director of Talent Acquisition Flintco, LLC
Stacey Kramer TA Leaders Director, Recruiting 314e Corporation

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