Something is very broken within the Recruiting industry. I entered Recruiting amid the Great Recession - a hell of a time trying to earn a living by finding people jobs. The competition among Recruiting agencies was at an all-time high. My manager's message was simple: make it in these conditions and you’ll have a long career in this. I was 24 years old with a marketing degree and had already changed careers twice. What to do - gut it out or pivot again? At some point in every career, a person needs to spend time in the forge, shaping their experiences to prepare them for their chosen craft. I decided that learning how to recruit with the headwinds of a recession would be my time in the forge. I committed, then proceeded to work my ass off to become the best Recruiter I could become. Fifteen years later I have accomplished everything that 24-year-old fence-sitting version of myself could have hoped to achieve:- Seeing my name at the top of company-wide leaderboards.- Being invited on multiple President’s Club trips.- Building Recruiting functions from scratch.- Serving as Executive Recruiter for CEO’s and tech founders.- Developing early-stage Recruiters into elite headhunters.- Scaling global high-performing Recruiting teams by up-leveling people and introducing innovative frameworks and technology.- Leading all things Recruiting in a $200M hyper-growth tech company, smashing company records in hiring volume, efficiency, and retention.Throughout it all, I’ve seen a common problem that plagues every Recruiting function. It’s the reason behind candidate horror stories, deleted emails, waste-of-time interviews, lost deals, and the hiring of the wrong people.Recruiting has a communication problem. It’s evident at every stage of the process - vague job descriptions, resume portal black holes, mundane Recruiter screens, ghosted candidates, inconsistent interviews, botched salary negotiations, and the wrong people being hired. The problems begin before the Recruiter ever talks to their first candidate - they receive rushed onboarding, little to no training, and fuzzy guidance when asking managers about the complicated situations that arise when negotiating for another person’s time and livelihood. Better Recruiting communication means better Recruiters, better candidate experiences, better hires, better teams, and better performance. I aim to raise the bar for the Recruiting industry.It all begins with better Recruiting communication.[Note: All posts are my own opinions and are not a reflection of my employer]