Interviewing for a new job can be an intimidating process even for the most experienced professionals. It can be frustrating and it can be demoralizing for candidates, and I know that because I’ve been there – on both sides of the table – more times than I can count.
I’m here to put a friendly face on the other side of the table! Along with my amazing colleagues in Talent Acquisition at AgentSync, I’m here to provide a premier candidate experience by guiding and supporting my candidates through the process.
My AgentSync journey: from candidate to employee
I got into recruitment the way so many others do: by accident. I moved to NYC after grad school with no job prospects and no experience outside of the restaurant industry. I didn’t even know recruitment was a potential career. So, when a manager from a large recruitment agency reached out, I decided to dive in head-first.
As luck would have it, service industry experience is highly transferable to recruitment – my ability to start a conversation with a brick wall, for example, as well as my ability to read subtle cues to understand a person’s needs. While there were aspects of agency recruitment that I loved, like building relationships with candidates and hiring managers and sharing in their wins, I found myself wanting more than to endlessly chase my next deal. (No shade to those who are happy in that realm; it simply wasn’t for me.)
I wanted to build. I saw internal recruitment, particularly at a startup, as a great opportunity to do just that. I left the agency world to be the first tech recruiter at a hyper-growth proptech startup, and spent one glorious year learning the ropes as I designed, implemented, and managed the interview processes for that company’s Product and Engineering orgs.
Then, the tech industry hit a hiring snag. I got laid off as hiring slowed, and I spent the three months prior to joining AgentSync unemployed and struggling with inefficient, redundant interview processes. I often found myself having the same conversation with members of the same organization over and over, and regularly waited for an extended time to hear back about next steps or feedback that, if it came, rarely illuminated their reasons for not moving forward with me.
One of the main reasons I chose AgentSync was because of how impressed I was with my own experience throughout the interview process. The streamlined and well-planned process I enjoyed here was a breath of fresh air. I knew by the end of the process that this was where I wanted to be, and that this was the kind of process I would love to manage.
Setting candidates up for success
I fundamentally believe that an interview process should be thorough, rather than challenging. That is, we’re not here to throw you a curveball or trip you up – we want every candidate that we speak with to be the best candidate we’ve ever spoken with, and we strive to do everything in our power to help them succeed.
Each of our interview processes is tailored to the specific requirements of the role. We put great thought into planning out focus areas for each individual interview. We make sure that for each step of the process you know exactly who you’ll be speaking with and what you’ll be discussing so that you can be as prepared as possible. Short of whispering the answers in your ear during a call, we give you all the information you need to succeed!
Through continual review and analysis of our processes, we strive to improve the overall quality of our interviews, and we’re always looking for feedback from candidates whether they get the job or not.
What we look for in AgentSync interview candidates
One of the things that makes AgentSync such a special place to work is, of course, the people who make up the company. When scaling a company, it’s not just the team or the operations or the systems that have to scale, but the culture as well. And so, one of the most important aspects of the talent process is looking for candidates who’ll be a culture add, not simply those who’ll be a culture fit. That is, we look for candidates who’ll bring a new dynamic to the team, who’ll bring a fresh perspective and who’ll find creative ways of enhancing the effectiveness of that team.
As part of this process, whenever a new role is opened, we take stock of the team as a whole to evaluate and identify areas where we feel a new addition could truly add value. Whether that’s the addition of a strong senior employee whom others can go to for guidance and mentorship, or experience with a particular technology where we may be lacking, that potential value add is weighed heavily throughout the interview process to ensure we bring on the right person for the team. If you’re considering a role at AgentSync, I’d strongly encourage you to ask your interviewer where the team feels it is looking to add value and think about what you can bring to the table in that department!