Stephanie Moss

Any search that we take, it typically nets between 100 and 120 calls into the market looking for a specific talent.

Now, those calls don't net 120 candidates or even 120 people interested.

But what it can net as a byproduct is that's 120 folks in this line of business that have the opportunity to hear your story, not read about it in a publication on LinkedIn or

not hear it secondhand, but to really hear, hey, here's what's going on.

Here's something new or different.

That's a huge byproduct.

The other thing, too, as you can imagine, if this is a regional growth expansion effort, that means the organization's doing really well.

And that hiring manager, as you can imagine, is spread incredibly thin.

While I definitely believe that a part of the hiring manager's job

is to be in a constant recruiting and selling mode in terms of, hey, you should be meeting with people in your line of business at your competitor organizations and talking to them about your organization.

That's just a good recruiting strategy.

When you go into a market where you don't know folks, unfortunately, you can spend a lot of time telling your story to the wrong folks, where the right search partner can really help you maximize your time.

The analogy that I gave is it gives you opportunities to get more shots on goals.

Hey, look, if you want to skate around on the ice all day and call that productive, you go right ahead.

But most hiring managers that I know that are really good at what they do, they want to spend their time taking shots on goal.

And with the right search partner, you can.

The question I get asked all the time is, what makes me different than the other search firms in the market?

And I welcome the opportunity because it's absolutely not a matter of, hey, who's better, who's nicer, who's a better human.

I have no idea.

I don't know my competitors like that.