Alison Brody shares tactical advice to help companies navigate the challenges of bringing an executive recruiting team in-house, and talks through the metrics that you should use to track success and encourage stakeholder buy-in.

1. Lessons learned from building
an executive recruiting
function

2. www.beamery.com
Introductions
■ Alison Brody, Talent Acquisition Leader. Built
the executive recruiting function at Amtrak
■ Ben Slater, Growth at Beamery. The new
standard in Recruitment CRM & Marketing
software

3. www.beamery.com
■ Annual spend of $1mn+ on executive search
■ 100% of executive recruiting was outsourced
■ No end in sight due to retirements, good job market and turnover
■ Alison hired to create an executive recruiting function
The situation at Amtrak

4. www.beamery.com
■ Proving value to rest of the organization quickly
■ Viewed as more headcount
■ Getting the executive team to buy-in
■ Finding the right metrics and indicators of success
■ Overcoming the natural hiring manager preference for external
agencies
■ Building a talent pipeline & keeping candidates engaged with your
company and content
Major challenges

5. www.beamery.com
■ Don’t alienate search firms
■ Create the right reporting structure. Executive recruiting is not an
island
■ Get the right systems and tools in place
● Database
● Automated reporting capabilities
● LinkedIn Recruiter, Indeed etc
● Sourcing function
Potential Pitfalls

6. www.beamery.com
Outsourcing vs. Insourcing

7. www.beamery.com
■ It should feel like working with an external firm. You need:
● Kick off meeting
● Job description & posting
● Weekly reporting & calls
● Interview guides & scheduling
● Compensation negotiation
● Onboarding
Creating the right process

8. www.beamery.com
■ Getting major stakeholders buy-in is a critical part of the success
formula. It can help with:
● Online brand & EVP
● Accountability
● “Internal capital”
● Candidate experience
● Interview training
● Pipeline building
The power of internal relationships

9. www.beamery.com
Measuring success
■ Key metrics
● Quality of hire - survey results
● Candidate experience
● Employee turnover
● Promotion
● Time to fill
● Cost per hire

10. Questions

11. Alison Brody -
alibrodysmith@gmail.com
@ali_brody
Ben Slater -
ben@beamery.com
@BenJHSlater