Takeover Unfiltered

Brianna Rooney: Okay, here we are another amazing episode of talent takeover,

Taylor Bradley: Unfiltered.

Brianna Rooney: All right. Make sure you listen to the end of this for the broke to boss tips by Taylor. Thank you so much for listening. Let's get into it. So this is a fun episode because it's another debut, but this is the debut of Renaissance recruiter. What God's name is a Renaissance recruiter, welcome to talent takeover

Taylor Bradley: Unfiltered.

Brianna Rooney: When it comes to working hard and keeping it real, we know our, self care, happiness, inner peace and time. I'm Brianna Rooney. And this is Taylor Bradley. Hey y'all. And we have thrived in chaos and turned it into in art form. So, Taylor, what are we doing here today?

Taylor Bradley: We're here to give you a raw under the hood view of all things recruiting and finally give credit where credit is due to a long underrated industry. That's full of quote unquote experts.

Brianna Rooney: All right. Well then let's take this show to the road.

Taylor Bradley: Yeah. So, um, where that stemmed from is basically we were tired of categorizing recruiters as either tech recruiters or non-tech. Um, so it was really just us wanting to create a fun, sexy name to call a recruiter that handles all things non-tech that actually has some clout, you know? Yeah. Cause saying tech and non-tech is just like, oh, we've got tech recruiters and then, oh yeah. There's that

Brianna Rooney: , which is funny because non-tech is obviously a way bigger industry than tech in general. And you're talking to a tech recruiter, diva. Uh, and so I get that. I, I was like, oh yeah, I get it. Non-tech I've never been a non-tech recruiter. What got, what, what the is a non-tech recruiter? Like who are you people? Um, and what's interesting to me is because you fill a lot more roles than tech recruiters fill. Like we fill one, two every couple, every month or so, you know, depending on what you're working on, depending on level, all that good stuff, but, uh, you're filling roles. You have so many more wrecks than we do. So it's like, why are we such divas? Why do we get so much respect? Well,

Taylor Bradley: A versatile skillset. Yeah. To be able to pivot from, you know, working on counting and finance vertical to then HR and marketing, you know, they really have to be subject matter experts in all verticals, across all industries.

Brianna Rooney: I remember when you were like, Hey, you know, what's a really good one is, uh, manufacturing. And I'm like, my eyes were rolling back in my head. I'm like, I fell asleep a little. Yeah. I'm like menu manufacturing

Taylor Bradley: And it doesn't take long. It's like three seconds into something she doesn't wanna hear in her eyes. Just like you can tell it's gone

Brianna Rooney: Gone. It's gone, completely gone.

Taylor Bradley: It was, but it was actually marketing recruiting. And you were like, oh, marketing, recruiting, Ugh.

Brianna Rooney:

Taylor Bradley: Oh, I can't do that. And I'm like, are you serious? You do tech recruiting. It's marketing. Like, of course you could do marketing recruiting. You don't want to.

Brianna Rooney: Yes. I like that. Like they said, I don't want to. And that goes with, uh, we used to do a lot of product designers and designers is so like, you know, you're visual, like visually what's visually appealing to you. It's like, how dare you tell me what's visually appealing versus someone else's, you know, eyeballs. Right. So, yeah. I just don't wanna do it. It does come down to it. And I love that Taylor, my work soul made here. It's just like keeping her real she's like, you just don't wanna do it. I'm like, nah, it's true. Yeah.

Taylor Bradley: That's like me with any it equipment. I'm like, oh, I can't, I can't plug that into that core. You know, that cord into that outlet. Like things like, I'm just like, Ugh, no, I have a, you know, like the light dies outta my eyes. Like I have a block to it that I just, I don't wanna I'm resistant to it. Right. And that's you with any other thing than tech recruiting? It's like, oh, that's that's office and administration. I can't do it. I cannot possibly find somebody to stand at the door all day long. I just can't do

Brianna Rooney: It. And we're like Brianna,

Taylor Bradley: He found chief technology officers come on.

Brianna Rooney: Well, cuz those are easy. S to me well

Taylor Bradley: Then let me ask you a question. So, um, speaking to one directly, why are tech, divas tech divas?

Brianna Rooney: God, I love it. I, I love all of us, but I think I could do without sometimes. So I feel like it's because engineers get, get paid the most, you know, that's what we're searching for. We're searching for software engineers and what's, what's funny to me as I have like, uh, you know, evolved and, and grabbed people Hey, I'm evolving,

Taylor Bradley: Evolved

Brianna Rooney: but I love grabbing other recruiters from different sectors. They're used to being like, oh, like it, right? Like, no, it's not, it, that's not high tech. Like I'm talking sexy tech what's on your phone, you know? And then it's like, I had, uh, one, one student already that went through diversity and they were like, um, I Googled sexy tech and nothing came up. Yeah, that's right. I made it up. it's sexy tech. Like there is no definition. Like my, my definition's definition, like anyways. So, uh, I, I think about tech and I think about, well, we get paid that software engineers get paid the most. And the cool part about it is, you know, if you're an agency, lots of times you're getting paid more than your software engineers getting paid. Like how cool is that? And so I think that's kind of where like our diva esque came from it's because we're finding so many people there that, um, they're not actively looking like you'll never, like, I haven't had a job board in like 10 years.

Brianna Rooney: Yeah. You know? Yeah. So I think that's the difference. It's like when I grab other recruiters, I go, Hey, you know, what forms of recruiting do you use? And they start with, oh, I'm on the Craig, uh, not Craigslist anymore. That's shady as. But uh, you know, I'm on career builder and dice and indeed. Yeah. You know, they talk about all those job boards. And I was like, what's a job board now. Like software engineers are on a job board. Like, so when I think diva, I think, well it's because we, we hunt. We're still those head hunters. Like yeah. That's why we get DVA.

Taylor Bradley: Yeah. I mean, and you just, you kind of do look down on the other verticals. You're like, you're not as hard as us. You're not as smart as us

Brianna Rooney: That may or may not be true

Taylor Bradley: Because, well, the reason I say that is because I feel like the difference I've noticed with tech recruiters is they have to somewhat notice or know the job they're recruiting for and true. So they have to learn like, what does a software developer do? And they have to be able to talk the talk and walk the walk. And so in, in my opinion, they've probably invested more time in learning the jobs that they're recruiting for. Cause they're recruiting for essentially the same ones across multiple companies. But, um, you know, there's, anybody can assume they know what marketing is. It's like, I'm not gonna go research that job. I can find, you know, ahead of marketing, just be marketable. right. Yeah. Okay.

Brianna Rooney: How's your social. Yeah. But

Taylor Bradley: It's not, I mean that one, you could your way through it. You know what I mean? These text searches, you can't, you know, you cannot your way through those conversations. And that, that is very much a part of the candid experience. It's like, don't put the dip that doesn't know anything about the job on the phone with your perfect ideal candidate, you know? Yeah. That's, that's obviously gonna be a deterrent. So like you said earlier in one of our previous episodes is that's one of the reasons candidate experience is so important because if they don't know the job and they are saying I'm representing Google or Facebook wherever, and they have no clue what the job does that they're recruiting for. It's not a good look. So I feel like tech recruiters invest a lot more time in really understanding the technical aspect of the roles. Sure. And so I feel, and then I feel like Renaissance recruiters are more like corporate recruiters and focus more on like candidate experience, process, you know, legal compliance, things like that. Cause you're overseeing the process from start to finish. And typically you have to do some onboarding functions and things like that. You're really walking the candidate through like

Brianna Rooney: That. I'm not used to. Yeah. So when we look at like the full cycle recruiter, like the onboarding part is in there, but, and even interview prep is, and I know like you and I have had this, uh, this debate on how much you prep a candidate. And I was like, well, what do you mean? Like, I, we're not engineers. We can't prep a candidate. Yeah. We, we just tell them what to expect. Yeah. But we don't say like what's on there. Cause we have no idea what actually does go into engineering. Except sometimes you have whiteboarding, you have triple, you have triple by like, there're just, you know, there's pair programming, coding, all that stuff, which probably foreign to you.

Taylor Bradley: Yeah. I'm like, I don't know

Brianna Rooney: Your eyes

Taylor Bradley: Over. I fell asleep just now actually. Oh, I'm back,

Brianna Rooney: Back, get back Renaissance recruiter, get back I'm back. But I think, you know, that goes to show that, uh, tech recruiters, you know, you definitely have to fake a team, make it, but I think recruiting in general you have to fake a team, make it totally. But uh, with tech, it's definitely a little more nitty gritty and we do have to pretend, we kind of know what we're talking about here, but really like at the end of the day, and this is why I think that we still do relate to each other is that, uh, you know, it's just about a bullying. Search's just about keyword. What keywords do go together. But you're right. When you're telling me to go look for something else out of tech, I'm like, ah, I can't do that. I don't wanna don't make me do it.

Taylor Bradley: Yeah, no, it's, it's totally being in your comfort zone. But also, I mean, we've had recruiters before that didn't wanna recruit for anything else, but tech, just because that's what interested them. They're like, I'm not interested in accounting and finance or HR marketing. So I don't wanna search for those people or even talk to those people. And so that also too is kind of the difference to me is that in the other, as a Renaissance recruiter, you don't really have the option to be like, no, I'm just, I don't wanna talk to those jobs. Aren't interesting. I don't wanna talk to them. It's like not every job is gonna interest you, but in tech I feel like tech recruiters, especially in today's market, kind of get the pick of the litter, like yeah. Where do you wanna work? What do you wanna work on? What benefits do you want? You know,

Brianna Rooney: Diva, diva, diva, diva. Yeah.

Taylor Bradley: you don't wanna wear shirt on zoom calls. That's fine. You know, like whatever you wanna do, it's your world. We're just living in it. Just fill the jobs you know?

Brianna Rooney: Yeah. And that just goes to show that there's not enough tech recruiters, because whenever there becomes a diva in any industry, any job, it's just because we don't have enough of them. Mm-hmm , that's the bottom line. But as I get to know, like just at, at town per loan is that we have a lot more Renaissance recruiters than we do true tech recruiters and to make a Renaissance recruiter because they have best practices and turn them into tech. That's like a dream. Yeah. It's been a dream for me. Yeah. Like I, I used to like to, um, I still kind of like to, but take people from scratch, you know, and, and train them. So you don't have to untrain all these bad habits, but I will say that. And whenever I hear corporate recruiter, I'm like, Ew, corporate. Like I, again, turn off. So to change it to Renaissance recruiter is very cool for me cuz it's just fun. Yeah. You know, I think about like what outfits I can wear

Taylor Bradley: Exactly.

Brianna Rooney: And,

Taylor Bradley: And wigs you can wear and yeah. I'm getting like a Bridger tin vibe from it.

Brianna Rooney: Yeah. Nice. But I think about all those cool things and it's like, wow, you actually, like, you guys know what's up. Like you are. I feel like you even work harder because uh, in tech recruiting, we can have lower numbers. Mm-hmm because it takes longer to hire. And so it's like, we already know that. And I think when you already tell people, Hey, you know what, this job, this job fills in about six months, you tell someone that, that procrastinates and most people do. Right. So procrastinate all you want. Oh, you know what? I'm just gonna hit these certain numbers and no, no big deal because Tech's hard. Yeah. Yeah. By the way, tech is hard. It is. But I think that people coast, because they know it's hard.

Taylor Bradley: Yeah. I would say that's probably accurate, but I was really enjoying you telling me why we, where I'm better. Why you're better. yeah, no. I was

Brianna Rooney: Like, let me read.

Taylor Bradley: I was like, soak, could that up. Like keep, keep going. No, stop. Wait. Just keep going. um, no, I just think the skill sets are different and the thing, so I would say the sense of urgency in tech recruiters differs drastically than in Renaissance recruiters, because they're again, typically used to handling the full cycle. Like if the average time to fill is like 60 to 90 days. Whereas, um, I mean we know on our side, it's like, if we're not feeling something in 90 days or 60 to nine days, like that's, we're in big trouble. Yeah, exactly. And things just move more quickly. But I feel like also too, on the other side, when you're, when you're overseeing the process, truly from start to finish, like at the point the rec is even open mm-hmm and it goes through the appropriate approvals in the ATS. Um, you really know if your hiring manager's gonna be invested and engaged in that process from start to finish, it does kind of give the opportunity to have more of a partnership and collaboration. Mm-hmm cuz you're in that together from the beginning, you know? Yeah. Writing the job description together, all of that. Um, I feel like, you know, we're kind of handed one now and it's like, go take this dirt and turn that to glitter,

Brianna Rooney: You know? And that's her tagline exactly. No,

Taylor Bradley: She's she's serious.

Brianna Rooney: yeah. So that, that brings a really interesting point because tech recruiters, a lot of times really focus on the sourcing of it and then more of the clothes. But yeah, we don't write job descriptions cuz again, we're we're not capable of that. We're not software engineers. We're like, no that. We're not doing that. So yeah. There's a lot of things that tech recruiters won't do or probably aren't even capable of doing that. Renaissance recruiters are used to doing

Taylor Bradley: Well and vice versa. So like the equity piece I told you that was

Brianna Rooney: That we have not completely

Taylor Bradley: New. Yeah. For me and is not something, some of the best recruiters I hired as Renaissance recruiters wouldn't know equity. It's just not a common thing

Brianna Rooney: That is really interesting. Oh my God. I feel like that's a subject alone as we're getting more to time. But uh, equity is like just something I had to learn and needed to learn like right off the bat. So like that to me is a fundamental and Taylor was like, this is not a fundamental, are you joking? I don't know anything about this. And you know, other, like she says O other, uh, senior people in, in this job don't know about that as far as the Renaissance go, but because software engineers always get equity, like that's their end game. That's what, what makes their world go around? I had to learn it and I had to understand it. Um, and I also play the market. Yay. You pee

Taylor Bradley: Yeah. I mean, I would say that really, that sets you guys apart, that sets diversity apart to have that component in our, um, course that really goes over equity because I've been recruiting for, um, well, I'm not gonna say exactly how long

Brianna Rooney: What's your age, how old are you? as.

Taylor Bradley: Um, but the bot talks will fool. You . Um, but anyways, I I've been recruiting for a while and I would say the equity has never come up. It's 0% of the time that

Brianna Rooney: See that like baffles my mind I'll have it incredibly intelligent. Cuz remember software engineers mostly are very well educated and TTY top. Like I'm dealing with the top 25 schools for the most part. Uh, but yeah, they'll be like, uh, I have 20,000 shares from this, you know, series a company and I have 150 shares from series C and as I'm probably talking foreign to some people right now, but they're like, I obviously wanna go with Siri who has give me 150,000. Well, no you don't like, there's a lot of that goes into that. So it's really interesting. A tech recruiter has to know how to deflect that stuff when it comes to clothes. Right. Uh, and a lot of people that again are very well educated. Still don't know how to do that. Yeah. Because that's not their job. Right. Uh, and that's the cool part. So for me, like I think of tech recruiters, like they stand tall on certain stuff that even a very well educated, even like bachelor's master's PhD of computer science. They don't know anything about mm-hmm. So for me, I was always like smarter than you, you get out here, like yeah. I'm I'm a subject expert. yeah.

Taylor Bradley: Yes. You definitely

Brianna Rooney: Are. Mm-hmm and so, yeah, so that, that is a, is a, um, for me the biggest difference between Renaissance and tech is the equity. Um, but as I know, as I'm, you know, giving her lots of compliments over here, uh, Renaissance recruiter and by the way, let's keep that let's not do non-tech verse tech let's do Renaissance recruiter and tech recruiter. Let's give everyone the respect they deserve.

Taylor Bradley: Yeah. Like we were saying in a previous episode, give credit credits do mm-hmm give us a name. Renaissance recruiter.

Brianna Rooney: There's your name? It is Renaissance recruiter. So we're gonna sum that's

Taylor Bradley: Name is what

Brianna Rooney: It's. We are gonna sum that sum that up. We are Renaissance recruiter, verse tech recruiter. Let's all be in it and let's all show up to do the best job we can. So thank you so much for listening. Remember every Tuesday we are here, we are live. We are having fun. And we are going to do another broke to boss tip from Taylor. What do you got today?

Taylor Bradley: Yeah. So for all recruiters out there, whether Renaissance Renaissance or tech recruiters hone in on your candidate motivators, make sure in the first conversation that you have with the candidate, you really understand, um, what their job motivators are, what their job satisfaction motivators are to ensure not only a great candidate experience, but they could be a potential customer of yours. Future state. Yeah.

Brianna Rooney: Love the customer.

Taylor Bradley: Yeah. So really love the customer hone in on what motivates that candidate and then close them

Brianna Rooney: Close. 'em hard.

Taylor Bradley: Real

Brianna Rooney: Hard.