Small to Medium Businesses
How do you know you have a recruiting problem?
Internal Talent Acquisition Departments are either non-existent or have limited bandwidth to fulfill all hiring needs.
HR Leadership is stretched thin, not having resources to dedicate the appropriate level of energy into filling a candidate pipeline for all hiring needs, especially tough to fill openings such as technical or management level placements.
Sensitive to exorbitant fees of third-party contingent recruiting agencies.
Cost per placement, retention of internal staff, and culture fit are of the utmost importance.
Hiring is often reactionary due to growth, attrition, or changes in business climate such as acquisitions or opening additional locations. Thus, requiring a variable solution vs. adding additional internal talent acquisition headcount.
By Molly Rudberg, Executive Coach and Leadership Expert Many retrospectives of 2020 invite us to ask, "Other than that, how was the play, Mrs. Lincoln??" Last year was most definitely not business as usual. That said, my clients displayed incredible resilience and...
What is your role at LJTP? I am a Talent Acquisition Consultant. I work with clients on their Talent Acquisition needs. I partner closely with hiring managers, HR, or the founder of a company to help them find top talent and ultimately grow their company. I also bring...
What is your role at LJTP? Talent Acquisition Consultant – Full cycle recruiting, delivering a quality experience to our clients and finding them the best talent possible. Also being an advocate for the candidates we engage. Solving problems one job at a time!...