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Hello everyone! I recently pivoted from working in advertising to working at an early-stage fintech startup. I'm looking to speak with business finance leaders who manage corporate cash and credit lines for their companies to learn more about your tools and your approach to cash management. I'll buy you lunch/coffee for your time.
If interested shoot me an email me at kathryn@crescent.app! And thank you!!
Thank you all for your patience. I do appreciate it. It turns out having a side project while running multiple proposals is a trifle challenging. That said. I’m posting a first subset of the rawish data. In all close to 500 people took the survey, but a majority were from the Big Four. Here is the data from Deloitte, EY, KPMG, and PWC. Insights to come! https://docs.google.com/spreadsheets/u/0/d/1lN6JrxQfvA_MC4XFZ38G0ppQkBuxRv9mf88Y8NE2X2U/htmlview
Additional Posts in Ask A Recruiter - Advertising
Ok be honest, candidates. I really love this set of questions, I’ve been considering shifting my current interview style to these questions - I think they really give you an idea of who this person would be within the work setting. But the questions almost feel too deep for a recruiter to ask. What would you think if a recruiter took a different path and asked these questions instead of the usual ones?
https://blog.shrm.org/blog/9-interesting-interview-questions-that-actually-reveal-a-lot-about-candidat
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When you get to assessing tiebreakers, one thing that always comes to mind is what someone would be like to work with. There are lots of brilliant people, but we usually need people who aren't just smart but who can work well in a team. So intangibles like how personable someone is or how cooperative or supportive they may seem, can carry weight.