Jennifer White

So it's easy for me to understand the benefits of that. Now, if I were to go to a firm that's like, listen, we're super buttoned up. We stay here for 17, 20 years. I can sell it, sure. But it's easier to kind of know what firm I would want to be working for. And then that's kind of how I decide because you just have that passion about it.

And you can tell when you're kind of selling it to a candidate. So it's kind of, I think, get your own taste and your own personal aspect of it. If you like it, it'll be easier to sell.

So there were a couple of firms that I was just in their back pocket texting. I was their number one kind of reach out to. Then I kind of got busier with some other things going on. So it kind of gradually just drifted away. There was no reason, there was no hard feelings, but you just kind of went your way. I just pick up the phone and call them and say, hey, long time no talk.

Listen, I see this search. Tell me about it. You just kind of just keep it pragmatic. You know, don't be like, hey, I'm so sorry we weren't talking. It's business, you know, so you just go back. If you feel like you find something, if you found something awesome. that they have out on their searches or if they sent an email about, hey, we need help, you just kind of dive back in.

I mean, you're going to have different pools that you're going to hang out with throughout your entire career, hopefully if you have a long career here. So that's just going to kind of happen, I think.

I think one of the things that we have to remember as recruiters is there's enough to go around. I think that people can get a little bit territorial. And they get a little bit like they'll just kind of throw the resumes out there and not really care about whether or not it's the right fit.

I think that we all just as recruiters have to remember that we're all trying to do our best and to lean into each other more. I think that that would be really helpful, you know, give each other pats on the back. That's one thing that I would like to start seeing a little bit more. I have been seeing it more, but this type of legal recruiting especially is getting extremely saturated.

So I think that if, you know, if you're working with, if I work with a candidate and they say that they're working with another recruiter, I always say to them, you know, I would really appreciate if you'd let them know that you are going to pivot. Don't just go blank on them. Because we don't get paid until we place somebody.

So I think that that's kind of one of the things that, you know, what goes around comes around is something that I try to really think about. And I think that if you are thinking about getting into this, or if you already are a recruiter and you're successful, or if you're having a hard time, definitely reach out to me. I would love to network. I would love to chat.

I'm always here to kind of help out my fellow recruiter.

I actually have always been kind of doing search for most of my professional career since probably 1996, but in a different way. I think what I was doing was being more of a sales connector.

I actually have always been kind of doing search for most of my professional career since probably 1996, but in a different way. I think what I was doing was being more of a sales connector.

And one of the things that I learned quickly when I started this job was that it was something that was very natural to me and that I had been looking back and thinking about how much I actually was doing that. being in sales and also being in leadership.

And one of the things that I learned quickly when I started this job was that it was something that was very natural to me and that I had been looking back and thinking about how much I actually was doing that. being in sales and also being in leadership.

There's a big part of that too, that you need to be able to understand what companies need when they're hiring and not just looking at it as a linear need. You have to kind of look at it at different levels of how the culture is going to fit. And so it just became very natural to me.

There's a big part of that too, that you need to be able to understand what companies need when they're hiring and not just looking at it as a linear need. You have to kind of look at it at different levels of how the culture is going to fit. And so it just became very natural to me.

And I think it's one of those things too, that when I saw a very good friend of mine that works at Thinking Ahead, I'm really enjoying what she was doing. And after talking with her about it for one or two years, I decided to take the plunge. Funnily enough, she was mentioning how she was going on a trip to Italy. And I said, how are you doing that? And she said, oh, I want it.

And I think it's one of those things too, that when I saw a very good friend of mine that works at Thinking Ahead, I'm really enjoying what she was doing. And after talking with her about it for one or two years, I decided to take the plunge. Funnily enough, she was mentioning how she was going on a trip to Italy. And I said, how are you doing that? And she said, oh, I want it.

And I said, through thinking ahead, and she said, yes. So it just kind of made me realize because at the company I was with at that time, we were trying to do an incentive program, and it was never getting off the ground. So it really made me feel like

And I said, through thinking ahead, and she said, yes. So it just kind of made me realize because at the company I was with at that time, we were trying to do an incentive program, and it was never getting off the ground. So it really made me feel like