Heather Campbell

debriefs with the client so that the hiring manager can, whoever the decision maker is about the candidate, I want to make sure that they're able to listen into on how those debriefs went with everybody else involved. But again, on the back end, I've gotten evaluation forms from everybody in real time right after an interview.

debriefs with the client so that the hiring manager can, whoever the decision maker is about the candidate, I want to make sure that they're able to listen into on how those debriefs went with everybody else involved. But again, on the back end, I've gotten evaluation forms from everybody in real time right after an interview.

But then I typically will either share or talk with the hiring manager, you know, about how those how those went. And, you know, usually it just kind of ends with a, you know, thank you. I really, really appreciate your time, because oftentimes if it isn't the hiring manager, you know, they took time out of their day to make sure that these interviews went.

But then I typically will either share or talk with the hiring manager, you know, about how those how those went. And, you know, usually it just kind of ends with a, you know, thank you. I really, really appreciate your time, because oftentimes if it isn't the hiring manager, you know, they took time out of their day to make sure that these interviews went.

happen, which I think is really important to value their time as well. And again, I know upfront who is making the decisions. And so if it's a group of folks that did the interview process that are just there to provide a complaint, I'll thank you and move on. And if it is the hiring manager, Our goal is to always have two good candidates at the very end.

happen, which I think is really important to value their time as well. And again, I know upfront who is making the decisions. And so if it's a group of folks that did the interview process that are just there to provide a complaint, I'll thank you and move on. And if it is the hiring manager, Our goal is to always have two good candidates at the very end.

And so oftentimes it's a lot of probing and what were the things that were the real strengths or the things that maybe you feel like long-term could be an issue or those kinds of things. So really it's all about just being really intentional about the questions I'm asking them so that they can come to a conclusion for themselves on who the right candidate is.

And so oftentimes it's a lot of probing and what were the things that were the real strengths or the things that maybe you feel like long-term could be an issue or those kinds of things. So really it's all about just being really intentional about the questions I'm asking them so that they can come to a conclusion for themselves on who the right candidate is.

In an hour.

In an hour.

Thank you. A search ago that I had this year, I had the candidate that was the number two seat that didn't get the job write Greg, my boss, an email telling him just how important that process of the interview, like the prep and debrief with her was a professional, but how much it supported her.

Thank you. A search ago that I had this year, I had the candidate that was the number two seat that didn't get the job write Greg, my boss, an email telling him just how important that process of the interview, like the prep and debrief with her was a professional, but how much it supported her.

It was really, really enjoyable to read because it was the person that didn't get the job that felt the need to share. Yeah. Man, what a tribute to you. Okay. Anything else that we haven't talked about that you want to make sure gets on here? I haven't worked for other search firms.

It was really, really enjoyable to read because it was the person that didn't get the job that felt the need to share. Yeah. Man, what a tribute to you. Okay. Anything else that we haven't talked about that you want to make sure gets on here? I haven't worked for other search firms.

I don't know what this process is for other groups, but I think I believe firmly that Thinking Ahead does this the best. I think that Thinking Ahead really owns this part of the process, values it, takes it very seriously. It isn't just something that's like, oh, we got to make sure this happens.

I don't know what this process is for other groups, but I think I believe firmly that Thinking Ahead does this the best. I think that Thinking Ahead really owns this part of the process, values it, takes it very seriously. It isn't just something that's like, oh, we got to make sure this happens.

For myself and I know many others, whether it's a nonprofit team or I'm assuming other groups, there's a lot of care that goes into this because it is what makes our ratios so tight. And it's what makes us be able to say that we get candidates in seats.

For myself and I know many others, whether it's a nonprofit team or I'm assuming other groups, there's a lot of care that goes into this because it is what makes our ratios so tight. And it's what makes us be able to say that we get candidates in seats.

Even though, yes, we're finding the great talent, I feel like we're also stewarding a part of the process that just maybe not doesn't get as much attention. Yeah.

Even though, yes, we're finding the great talent, I feel like we're also stewarding a part of the process that just maybe not doesn't get as much attention. Yeah.