Hirewell’s Post

Transcript

My name is Chris Lawrence. I'm a Managing Director and a member of the growth and leadership teams here at Higher Will. And my role is to one work with the leadership team and the growth teams to help grow revenues in the business and also represent the brand with my client base and helping satisfy their recruiting needs along with our expertise here at Higher Will, my expertise lies in many, many years of contingent labor programs such as MSP. VMS type solutions as well as RPO solutions, recruitment process outsourcing as well as executive recruiting. So combining all of those three things in the years I've been doing that. My expertise and value lies with clients that understand my background to know that I have seen many things work and I've seen many things not work from a recruiting perspective. And I'm really trying to gain their trust along with them trusting me and I trusting Harwell and our delivery teams. And I think that's going to be a winning combination. Again for help growing revenues across the business, a lot of my business has has come from organizations of some size first. The foremost so organizations with several 100 employees up to him probably 1214 thousand employees has really been my sweet spot followed by venture capital type, private equity type organizations and that's one of the reasons I really wanted to join hire well was because we have and recruit for almost every functional department within a business and in my past life that wasn't the case. We were really just focused on HR all the roles that follow or or underneath the. Your umbrella. And again, one of the main reasons I'm excited about being here at Higher Will is to continue to expand my network with private equity firms, venture capitalist firms, etc, based on the fact that we're highly specialized in all the corporate functions that a business needs. Yeah. The way I describe myself and expertise is that I've been working with the leaders for many years on giving them a comfort level of outsourcing, whether it be their in-house recruiting team. And they're doing away with it holistically and putting their trust in me and and the business that I represent. It can be a big, big leap for someone to put that much trust into something. And so you've got to develop a winning solution and the way that I've seen that done. Time and time again is mapping out their strategy together, mapping that down and tangible statement of work contract, mapping out the goals that you're setting at, what you're signing up for as well as what the client is signing up for. I think that's one of the challenges that people have when they outsource is that we don't hold. Clients accountable to some degree, right. We're trying to create solutions that win for both sides that get the client to where they need to get to as well as our organization and the growth that we want to experience as well. Yeah, you know, it has been that, you know, the economic pressures that we've all found ourselves. I mean, let's be honest, the past couple of years most, all recruiting firms have had explosive years followed by a very sharp downturn in recruiting needs for clients and most people are reeling recruiting. Terms or the buyers and clients are and so many businesses out there really can't get a grasp on what their workforce planning looks like today, the rest of this year and the next couple of years. And I think that's the biggest challenge that we're fighting And and I think that for recruiting firms to remain successful is they have to create and continue to create value. For their their clients and their perspective clients and they've got to showcase that value and what they've done and they're in it with them and they're in it with them with their best interest in mind.