Covert Recruiting

Welcome to Taylor Reed!!

Covert Recruiting's covering more and more ground nationally every day. ATL people - Give Riley Kizer a shout if you want to talk about hiring or anything about today's job market!

Covert Recruiting has an open role for an Executive Assistant for one of our client's CEOs. We've met many of you along the way, so give us a shout if you've got interest. Jon Heise Lauren Egger Riley Kizer **Chicago but hybrid (2/3 days onsite) **2+ years experience supporting a C-Suite **$60-70k plus benefits **Basic day to day would include scheduling meetings, travel, expense reporting, proofreading, communications, and ad hoc projects. **Great team, excellent CEO, big growth opportunity internally.

Thanks for the quote here!! Michael Shmarak #jontent

Why call a specialist recruiting agency like Covert Recruiting? -You need an urgent hire for a big project/initiative. -You need to hire but are having challenges. -You have a small or overwhelmed HR or TA team. -Too many inbound applications or candidates to handle. -Too few inbound applications or candidates to handle. -Trouble vetting out thoroughly. -Need assistance in setting a smart interview process. -Want to offload the process to someone else so you can focus on conversations. -You've outsourced recruiting to multiple agencies and they do a surface level look and you never hear back. -You've hired a generalist firm, but need people that have extensive experience and pipelines in your area. -You're cost conscious - and you're not ready to build a full Talent Acquisition function, so having us on a per-hire basis keeps quality up but cost down. There's lots of good reasons. Give us a shout if you'd like to come up with a customized hiring plan for whatever you need. Jon@covertrecruiting.com

A quick check in from your pals at Covert Recruiting, current open roles 7/12/24: ***SEO MANAGER- remote- startup DTC ecommerce company- hands on and strategy - $110-130k ***NONPROFIT MEMBERSHIP OPERATIONS/ACCOUNTING- Chicago hybrid- helping members manage their dues and payments- $60k ***EXECUTIVE ASSISTANT TO CEO- Chicago & onsite- manage calendars/travel/expenses/comms for fast moving CEO and partners, some light office duties- $60k ***FINANCE MANAGER- full remote- first hire in accounting & finance at startup- the "usual" daily tasks, some budgeting & forecasting- DTC ecommerce company - $100-120k+ These and many more on www.covertrecruiting.com Email jon@covertrecruiting.com for details #jontent

IMO, one of the worst things a recruiting company can do (or a sign that they're not that good) is to line up a client and then send them people that are not qualified for the role. I had one client years ago hiring for a Software Developer and a recruiter they were using sent them a person at was working for a photography development studio... I get it that they share some keywords, but... ick. You're like - "duh, that's the job, right?" Yes. It is. But it happens a lot and it reflects poorly on the industry as a whole. How do you, as a hiring company, make sure you're getting the right one? It's all about the intake call. One thing I demand out of Covert Recruiting is that we MUST know a ton about our clients and their open roles before even starting. Why's that? Quite honestly it's because I personally do not want to work hard talking to random people, flipping resumes, and getting nowhere. It's silly. I want every call I make or meeting we take to be super targeted. That's where it's at. Our intake meetings are nearly 15 years in the making. 30 live minutes is fine, but there's way more prep before that. We need to get YOUR pitch of the role, the day to day, the MUST haves, the WOULD LIKE to have, team info, reporting info, comp/benefits, remote/onsite, process... and a few more things. I say that "we want to be 99% as good as you in pitching this thing" and it's true. And saying that - in the last 12 months, our introduction-to-offer ratio is about 4.1 candidates for every one hire. So pretty much, our clients meet four people, send two to finals, then pick their favorite for an offer. That's GOOD. There's no one perfect way to do it, but if your recruiter is not taking the care to prepare, you need to look elsewhere... OH BY THE WAY... we're taking on new clients :D Email me at jon@covertrecruiting.com and we'll chat #jontent

What's the biggest thing Covert Recruiting is seeing in the world of marketing recruiting? Paid media. By a mile. We've been seeing huge demand from both brands and agencies that need people to help manage this little sliver of marketing. Companies have $$$ to spend and realize the best marketing bang for the buck right now is on the internets. SO! If you're a company that needs to hire - from mid level to exec - we've met and built relationships with dozens of these folks. Give me a shout and we'll make some intros. If you're in the space and looking - check our LI and our website. We've got multiple open roles. Let's talk. #jontent #paidmediajobs

Digital Agency leaders = look here.

What makes a recruiting company THE BEST? Eh. I dunno. I don't think there is one single THE BEST out there. It's all about getting results while deeply understanding your (the hiring company) needs and culture. There's TONS of recruiting companies out there - rough count of 500 in Chicago alone - and many will promise the "TOP talent delivered to you FAST!!1!!" That's fine. That's marketing. Most will say that. But what do you really want from a recruiting partner? I think it's all about their process and their ability to tell a story. That's what Covert Recruiting does really well. Here's what we do: -In depth prep calls with hiring managers, stakeholders, team members. We run down a ton of questions, and we want to be able to pitch your company and role better than you can. -Learn the story... again, we need to make people's lives and careers better. The more we know, the better we can deliver it. -Methodically search. There's typically a finite amount of people that can fill a role. We're creating lists of people, target companies, and connecting to each one via different methods. Many of our competitors blast emails and give up if there's no instant reply. - Lengthy screening. No flipping resumes. When we intro, we feel strongly that the person is a fit, and we're giving you context about them that you can't get from the resume. -Constant follow up. Situations change, and being that partner on both sides - the whole way - is vital. -Closing. Honest communication to all sides to deliver the win/win/win situation of a new hire. There's more to it than that, but this is what you're paying for. Every variable can be controlled so you can get your ideal hire. We've filled literally hundreds of roles the past decade by following this pattern. No fluff, just super tight process. And it's built to repeat. Over and over and over... #jontent