Hannah Sang’s Post

It's always exciting here when we commence new searches. 4 of our last 5 CXO searches have been confidential. Now commencing ano CRO one based London in the HR/Talent Management space... What's the most exciting part of your job? We're on a pathway, working on a confidential search to find someone based London/Home Counties with a very precise profile, and exceptional credentials. For us, it's always exciting when we kick-off a search, we've got two of a similar nature right now, this one, and ano focused on the finance sector. This one is with a company selling solutions that elevate planning and boost workforce productivity and agility. For us, most of the stages are exciting, as we progress from; ➡️ Looking at thousands of people (total addressible market/s) ➡️ Long-listing down to 100-200 ➡️ Shortlisting down from some 25 ➡️ Typically 5-7 interviewing with our client ➡️ Offer /accept to 1 Criteria: 1) Experienced in HR/TM space 2) Accomplished CRO, proven on a recent journey of growth over a 3+ year period 3) Worked in a small UK-owned business before (sub 10M revenue) 4) Strong record of success scaling new business revenues in mid/enterprise markets in SaaS or Consulting services 5) Located/Residing Greater London ➡️ On offer, base likely somewhere upwards 175k, unlikely to be beyond 225 ➡️ OTE TBD upwards of 300 ➡️ Serious, seven-figure equity play #hr #talentmanagement #esg #pavilion #forcemanagement

Hospitality Recruitment needs a refresh. We're Here to Fix It. Look, if you’re running a hospitality business, you already know the truth: recruiting is a nightmare. You don’t have time to sift through endless resumes, and hiring the wrong people is costing you way more than you think: in money, time, and stress. We’ve listened to the feedback, even on our first version of this idea, and we’re not just tweaking things, we’re changing the way recruitment is done in hospitality. Introducing V2 of our Talent Pipeline Subscription—The only recruitment solution built specifically for hospitality brands that demand more. Imagine never having to worry about filling roles again. Imagine a recruitment partner that doesn’t just tick boxes but understands your brand inside-out and works hand-in-hand with you to make sure you’re not just hiring bodies, but building a team that elevates your venue. This isn't a “one size fits all” approach. We’re giving you more access to us as consultants to assist your business beyond the subscription, on top of a recruitment service that’s affordable, scalable, and actually works. We want to take on just 5 brands for the rest of the year. You will get our full, undivided attention. No half-measures, no lip service, just results. Reach out to us to find out more. [email protected] #hospitalityrecruitment #resultsdriven #hospitalityleadership #opportunity

Working for a boutique recruitment firm provides you an ecosystem where you can effectively multitask and be a jack of all trades. I previously worked as a talent sourcer for a boutique German recruitment firm that specialised in financial services consulting. Here are the key takeaways from my previous experience at a boutique recruitment company: 💠 Niche Specialisation: Most boutique firms' niches are so well defined and targeted that, as talent sourcers, we have a much easier time sourcing relevant candidates and streamlining the desired talent pipeline. 💠 Collaborative Culture: The culture of boutique firms is close-knit, with employees working on problems together and meeting deliverables with a strong team spirit. This is because many boutique firms, such as my previous company, promote flat hierarchies and the absence of dominance hierarchies, which results in less micromanagement and fosters a positive work culture. 💠 Entrepreneurial Environment: Within boutique firms, you have greater autonomy and flexibility in your tasks. This also opens up opportunities for innovation and creativity. You learn a lot more by handling the tasks of two or three departments (for example, sales, marketing, recruitment, and so on), and doing so with agility, fun, and flexibility. This is extremely difficult to achieve in large corporations with clearly defined departments. Thus, it promotes an entrepreneurial environment. 💠Better pay and other benefits: Boutiques pay you well in comparison to larger corporations. It also provides remote (work from home) opportunities, which improves your work-life balance. To summarise, boutique recruitment firms provide a dynamic and entrepreneurial environment in which employees can use their expertise to make meaningful contributions to the firm's success, develop strong client relationships, and establish themselves as industry leaders in their specialised niche. #recruiting #recruiterslife #staffingindustry #boutique #consultingservices #talentacquisition #entrepreneurship #worklifebalance #contentwriting #dailyposts #talentsourcing

Finding the right candidate involves more than seeing the correct set of requirements a client is looking for. Travelling from #EmployerBranding to promoting commitment to #DiversityAndInclusion. Here is my latest article about the Headhunters' challenge to fill a challenging position. Follow the Medium link to read the full article, and feel free to share your thoughts. Thanks for reading me. Your HR Mom #Business #CareerAdvice #SelfImprovement #Recruiting #HR

The more you put yourself out there, the higher the probability there is that people will want to work with you. Recruitment has changed quite a lot over the last couple of years, previously you just went to work for an agency named after a condiment, some random bloke or a random combination of words that was memorable according to science (and obviously bragged about how good it was back in the day) and the roles fell on your lap, you didn't have to market yourself you were just a name on a spreadsheet that HR could email a role to because it was in your specialism. That doesn't really work anymore. HR/Procurement still seems to be happy to work with big agencies that cover everything as they want to work with as few businesses as possible but it often leaves line managers with crap service that is often hit or miss I remember working with a Digital Director a few months back and this was her response "We work with X exclusively across x,y,z it wasn't my choice just who HR thought was best and it can be really hit or miss, some absolute gems but quite a few Wombles that treat us like a number" I see recruitment going back to personal brands, with individual recruiters promoting themselves and their reputations to a wider audience and drawing clients to them because they engage with their content or market commentary and are infinitely more agile and able to market themselves in a tough market. In recent months, I definitely feel like that's happening, of the potential client conversations recently have always been prepped with comments like "I saw your post about X" or "I love your dog she seems sweet" or "are those stories you publish real?" What do you think? #Recruitment #Digitalmarketing #ecommerce

The Portfolio Paradox: Quantity Vs Quality In the competitive landscape of creative and digital industries, professionals often grapple with a seemingly paradoxical challenge: how to strike the right balance between quantity and quality in their portfolios. As they strive to showcase their expertise, achievements, and versatility, the portfolio paradox emerges. We’re going to delve into this dilemma, exploring the benefits and drawbacks of prioritising quantity or quality in a portfolio. We’ll provide valuable tips for creative professionals seeking to navigate this balance, while also shedding light on how partnering with recruitment agencies can be instrumental in propelling your career to new heights. https://lnkd.in/gyZj9sDH #FreelancerFebruary

As a business owner, taking your business global is exciting, however, finding the perfect talent across borders can be tricky. Many growing firms face these 5 main challenges: 1. Legal & Compliance: Navigating different labor laws and regulations can be a headache. It is important to partner with a global HR expert to ensure compliance and avoid breaking laws. 2. Cultural Differences: Building a cohesive team across cultures requires understanding communication styles and work norms. The firm must build a system that helps to assess cultural fit during the interview process. 3. Talent Pool Visibility: Finding top talent in new markets can be difficult especially without local connections. Utilize online job boards and professional networking platforms that cater to your target market. It is necessary to partner with a local recruitment agency with expertise in your desired industry. 4. Time Zone & Communication: Effective collaboration across time zones requires planning and flexibility. Sometimes, scheduling meetings can be a hassle but a good way to fix that is to employ the use of scheduling tools with time zone integration. Implement flexible work schedules and communication channels to accommodate different time zones. 5. Competitive Landscape: The best global talent is in high demand. To attract top performers, a firm must craft a compelling employer brand and develop unique opportunities to attract top performers globally. It must explore social media marketing strategies to reach talent in your target market since your local job posting might not reach the right audience. Make Crosshire your partner in building a world-class team. Learn more about our services via our website: https://crosshired.com and contact us for free consultation! 📩 Email [email protected] ✔ Fill out a detailed request: Crosshired.com/hire ✔ Leave us a quick voice note: crosshired.com/#speaknow #GlobalHiring #TalentAcquisition #GrowYourBusiness #CrossHire

I've been speaking with numerous agency leaders. Head of departments, CEO's, CFO's, MD's...you name it! It seems to be a bit of a trend that they are having the same difficulties when it comes to hiring the right people. But, when it comes to recruitment, it's always the same situation. Internal HR teams, senior members of the team spending hours sifting through direct applications to find one or two people who are right, if they're lucky. The main issues I'm hearing are the difficulties in finding people who can come in and perform operationally at the necessary level, or that people lack the soft skills to be able to feel comfortable putting them in front of clients. If you had a performance vehicle, would you hand it over to someone who spends 10-15% of their time dealing with problems like yours? Or, would you take it to a specialist? Cost is always a factor, but I think we have all heard the saying "Buy cheap, buy twice". If you're an agency leader, or you too are feeling the squeeze when it comes to recruitment and any of the above sounds familiar, get in touch - I'd love to see how we can work together to streamline your hiring process and prove that all recruitment services weren't created equally! #foodforthought #digitalmarketing #london

One of my favourite briefs is when a recruitment business needs to build a marketing function, or make their first marketing hire. Having been on our own marketing journey over the past few years, I feel well placed to advise businesses on what channels to invest in and which to avoid. If you’re a recruitment leader and looking to invest in your marketing function, then I’d love to offer some advice on how to shape your team and what the most effective strategy might be for your business. For an example, take a read of our work with Elliott Scott HR: https://lnkd.in/eebAs-vA

🏁 𝗔𝗥𝗘 𝗬𝗢𝗨 𝗣𝗥𝗘𝗣𝗔𝗥𝗘𝗗 𝗧𝗢 𝗨𝗡𝗟𝗢𝗖𝗞 𝗢𝗣𝗣𝗢𝗥𝗧𝗨𝗡𝗜𝗧𝗜𝗘𝗦 𝗜𝗡 𝗧𝗛𝗘 𝗛𝗜𝗗𝗗𝗘𝗡 𝗝𝗢𝗕 𝗠𝗔𝗥𝗞𝗘𝗧? A world full of unadvertised, high-powered positions awaits, and the key is closer than you think – Headhunters! ⚡ ➡️ As a seasoned Headhunter, I provide bespoke services in the recruitment landscape, ensuring accuracy and strategic alignment akin to a meticulous chess player. I assist candidates through each stage, from CV evaluation to interview preparation and negotiation strategies. Confidentiality is paramount in my role. I understand that seeking new employment can often feel like a delicate balancing act, especially when maintaining a current job. With me rest assured that your career transition will be discreet. ➡️ One's network breadth often predetermines their success. My professional contacts span across various countries, giving me access to influential decision-makers who could catalyse your career advancement. Think of what I do as the work of a veteran athlete in the recruitment industry, adept at identifying, attracting, and securing top talent, thereby increasing your chances of securing the coveted offer. Why navigate ⛵ the job market alone when you could leverage the expertise of a guide? ☀️ If you're interested in unearthing undisclosed job opportunities that could propel your professional career forward, don't hesitate to engage in a conversation with me. Feel free to leave a comment, and let's discuss how I can assist you. ☎️ Email: [email protected] #recruitment #headhunter #humanresources #wealthmanagement