Colleen Pelly
speaker
163 appearances
1 recordings
1 series
first heard Apr 2025
last heard Apr 2025
Colleen Pelly’s voice in public audio — every appearance, attributed to the second.
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Appearances
You have to hire the seasonal employees. And that's how recruiting started. I sort of like fell into it in that way.
Yeah. I think the most fundamental building blocks example I can think of was Tesla. So they brought me in. I was the first Canadian recruitment or hiring TA employee. So they brought me in to sort of build the recruitment function. And I had this opportunity to take this very successful brand in the States at the time. And what does that look like for Canada?
And how do we create the same sort of function and culture, but make it unique to who we are and the way we operate? So That was a unique experience because the brand was so well-known. It was similar actually to Lululemon at the time where a lot of people wanted to work there. So it's not that finding people was challenging, but nothing was in place.
So I got this opportunity to kind of create structure and process and the high-level overview of what things could look like for this company as it grew in Canada.
Yeah. Their whole thing when you get hired was it's harder to get a job here than it is to get into Harvard. That's their whole sentence. And I don't know that the interview process felt like that. I don't know. I didn't go to Harvard, so I can't imagine that. But I would say it was a fairly standard interview process.
But the way they want you to feel and what they tried really hard to execute in their onboarding is like – congratulations, you're here. You're in this room and not a lot of people get to be in this room. So that was sort of like the vibe and it felt really good at the time. And then I learned a lot in that role and I was a part of a mass layoff.
So I spent years building this function and then they ended up essentially axing it and putting everything back in California.
And this was like everything from service people at like the car level, like detailers, like all the way up to like executives.
So that was a wild journey. And I think, I mean, when you, you notice flags once you're out of a situation too, right? Like when you leave. And so it was such an incredible learning opportunity. But then while I was there, there was so many layoffs. And so it's like, I almost should have seen it coming. Right. Yeah. So they would hire and also... Project-based hiring, essentially.
So, like, this model is releasing. We need to hire 5,000 people to get this done.
And so I was always in Fremont. That's where I had to go. And, like, yeah, you'd go and he'd be on a stage and he'd be trying to motivate everybody. But I never really was involved. Like, anyone I was building... like culture or strategy with would have been just like on the HR side. He wasn't, I don't, I didn't see him.
That's probably the best way I would describe it. It was sort of like, congratulate. Oh my gosh, you made it into this room. And I did feel that way because it worked. Like, it felt great. I was like, it, a lot of people wanted this job and I got to have this job. That's incredible.
No, I think not necessarily. Yes, some people, but no, there was no sort of theme in that way. No expectation in that way. But just like the vibe to the people we were bringing, it was like, congratulations, like you've made it.
Yeah, great question. So this is a super misconception too. So the way agencies work, well, you were in one, so, but for everyone else.
So clients hire us. So like Lou Lemon would hire me to hire for their people. So the candidates aren't paying anything. So like the candidates were like, we're given a role and then we're like, great, we need to find candidates. But you can still reach out because you're still building my pipeline and helping.
LinkedIn's definitely a big one. There's like alumni job boards, like, you know, or like if you're in design, you're looking on Behance, like you're kind of picking specific job boards for the type of industry you're hiring in. But honestly, LinkedIn is a ton of it. And then just like who you've The secret sauce to recruitment is just keeping in touch with people. So like really just networks.
Like I think the strongest recruiters just have like years and years of these strong networks. And so a lot of the time we'll get a new role. I don't know. We get accountants a lot. So like we need another accountant. It's like, oh, great. I can think of 15 people to reach out to before I even have to go on LinkedIn. But if you're thinking about platforms, I'd say LinkedIn's are like our most used.
Yeah. Or that you've placed somewhere else. Or we've placed, yeah, because you keep in contact with someone and then in six years they might want a new job, whatever that looks like, or two more recently. But we also have sort of open forums. Like a lot of people will reach out, as you said, and be like, I need help. It's like, great, here's a link. Can you fill this out? And it has like,
what's your name? What's your contact information? What type of job are you looking for? Do you want to be remote? Where do you live? What's your compensation expectation? Can you list some metrics on like why you've been successful, et cetera. And then we're also like, do you want to be anonymous, whatever it looks like. And then I've sort of have a pipeline from that.
And when I have a new role, I can run it through that and see like who matches. So it's, it's really selfishly, it really builds my pipeline quickly so I can hire people faster for companies. But also we get to, we get to help people too, which is nice.
Showing 41–60 of 163 · page 3 of 9
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