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Can someone refer me for Wells Fargo?
What do you miss/not miss in the agency world?
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I have 6 yrs of HR exp, a PHR cert & an HRIP cert. I recently left my role as an HR Rep at a tech co b/c I was working 60+/week and the stress of the job was affecting my health. I recently received an offer at a new tech co that is $10k less than what I was previously making with comments from current EEs that this new co has a better WLB. Total comp is still a lot less than my prev company. Is less comp too much of a compromise for better WLB? What have you compromised for a better WLB?
Visualizing myself giving notice.
Having provided insight on this before, the best way to go about it is to plan around the college recruitment season, pick a couple of schools where you’d like to get the talent, make note on when they have career fairs, when their clubs meet, etc. befriend the career services Depts and they’ll help you with the heavy lifting (try to pick local schools, that way you don’t have to spend as much on housing/usually the colleges have housing so it doesn’t come out of your budget/kids won’t back out at the last minute). The reason I say this is hiring managers will take interns up until the last second, but then that becomes the norm. Once you have an internship program going, you’ll need IT to secure tech for a ton of short term hires, they will need to get a lot done quickly. I would say a good campus program is half recruitment/half PM (bc you have to run on a schedule that’s almost opposite most fiscal calendars). I’d say at least 85k to start on the conservative side, without knowing what sector it is.
Also, the ROI isn’t there with career fairs anymore. A lot of schools are doing them virtually (waste of time). Are you in NYC? Salary depends on industry and city.
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You're right that it's a heavy lift. Both my senior recruiter and I have always been responsible for campus in addition to experienced hiring, but it's really a full-time job (just hired my firm's first recruiter who will focus primarily on campus efforts once I train her up). Once you get it going, it's supposed to be repetitive and cyclical, which helps. The challenge I'm seeing is that the traditional cycles no longer apply. It's now a year-round effort, which is why I need someone dedicated to it full-time.
This was my job about 9 years ago and was my first strategic role in HR. I moved from an IC recruiting role to a Talent Acquisition Program Manager and built campus recruiting programming to fill full time and internship opportunities and build pipelines for future talent as well as quick talent for immediate entry needs. I was paid $75K with 15% bonus. The next year I received a raise and was brought to $85K with the same bonus structure. That was 8-9 years ago.
I absolutely loved this job and it helped me grow my skill set and career. I actually identified that we weren’t ready for campus yet, so spent the first two years building foundational elements that interns and recent grads expect from the recruitment process and from their employer. I partnered a lot with L&D to define development and training tracks, comp and benefits to ensure we had competitive/fair/equitable offerings and operations to understand the talent challenges we had and work to close those gaps. It ultimately led me to a Director of Talent Acquisition role responsible for the entire TA team and all national recruitment. The role was a good opportunity to build relationships and solve problems.
I’ve done this multiple times, literally what I do. Salary range is usually in the 110-130k range as a program manager, it’s a big lift and a lot of travel to do it right.
100% big lift and travel to get that brand out there and recognized!
I did this during a 3 month internship when I was at Verizon wireless …. I barely got paid anything and it took about a month or so. Very fun gig. Let me know if you’re hiring! :)
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I didn't build it, but I revived it and continue to be responsible for evolving the program (via my team but I'm still involved). My comp, etc. won't be relevant because I manage experienced hiring as well. However, if you have questions, feel free to DM me.
I commented below (I’ve done it a couple times). If campus is new to you, it will be time intensive especially these days where some events or in-person, some are virtual, etc.
I did this as a Director of Recruiting. So it was built into my salary. Though it could have easily been it's own full time job. We were in the clinical space so I was securing contracts to have students in our clinics and also conducting clinical and HR geared lunch and learns. We were nationwide so selecting schools to work with was a big strategy and created a tiering system.
Not anyone that I’ve heard about.
I did this for our Analytics team 4 years ago. First was to focus on schools with the majors we were targeting in the geographic area of where team would sit. Of course since 2020 that target has broadened as staff can work from anywhere. Developing the brand on campus was the second phase, and then implemented a sourcing/interview/hire process. Still in this role and grew it with other functions within the company.
I have…a couple of times. Happy to chat offline!
I did this for a major Federal law enforcement agency as a contract consultant . Their staff was overworked in the sense EVERYONE in their division worked an average of 20 hours per week in overtime and they were also looking at a waiver of of the mandatory retirement age of 59.5 years for the uniformed services division. When me and the team started, it was literally from the ground up. Registering with the various higher education job board platforms, which required approval; outreach to community colleges and 4-year universities with robust criminal justice programs. In addition, this included networking with law enforcement associations at the state and national levels. The program was successful in building recognition of the agency. The team visited all across the country multiple colleges, conventions, state meetings and those within the DMV footprint to initiate and establish a viable candidate pipeline along with with documenting the processes and procedures.