Recruiters are looking for a number of things when they are sourcing candidates for specific roles. There’s obviously a secret sauce to make sure you get into EVERY search, right?

Now, getting into the mind of your recruiter may seem like the overall best thing you could do as a candidate. However, the approach may be a bit more based on pragmatism than one would think.

Mike and Matt sat down to talk through some of the basics of how they look through the background of an individual.

In the previous episode of The Spirecast, Mike and Bryan defined what non-competes are and a handful of things that define their presence in your professional life.

However, there are always questions about how to handle one of these agreements and navigating more of their nuance. Bryan came back in to fill in the details.

Note: In NO WAY is this podcast or its guests meant to represent legal council or advice. Should you be in a position where you would like to seek legal advice on this subject, please seek legal council of your own.

Non-Competes. What exactly is this document or required paperwork? Often required by an employer at the time of hire or at some point during your tenure. Questions often arise about existing non-competes as candidates seek new employment and what do when this comes into play throughout an individual’s career.

We brought in Bryan Jacoutot, a licensed attorney in the state of Georgia, to speak with Mike a bit further on what makes up a non-compete agreement, how they function, and a few other lesser-known details.

Note: In NO WAY is this podcast or its guests meant to represent legal council or advice. Should you be in a position where you would like to seek legal advice on this subject, please seek legal council of your own.

Artificial Intelligence, or A.I., is something that many companies have considered and/or implemented in many aspects of business.

Rising technology and the ever-present need to work faster, keep costs down, and continually pursue a higher degree of work has introduced multiple avenues of the automation in our line of work.

Will A.I. ever replace a human recruiter? Here’s Mike with a few thoughts.

In the age of companies moving more towards decentralized teams, remote offices, digital capability, and so on, video interviewing is becoming a far more prevalent option when it comes to sourcing candidates. We see hosts of companies adding video into the process for sourcing potential employees though, much like all things new, it’s not always a “perfect” experience.

Perfect example: Have you interviewed a candidate over video and they happen to be in a messy bedroom or noisy coffee shop?

Mike and Matt have some thoughts on the matter — Pros and Cons.

Leaving a big company can sound like somewhat of a Cinderella story.

You work for a large outfit and make your way into the startup world and make a big difference, right? Well, it comes with quite a bit of tradeoff that you may not think of from the start.

Spire’s founder, Mike, has an interesting perspective from working for a large company with a national footprint to start something new.

This week, we’re re-airing a conversation Matt and Mike had about how Spire came to be. It all comes back to how much we invest in our entire team. Earlier this week, we posted a blog that tells the story of one of our recruiters — Sam Cochran. Like all of us, Sam is in pursuit of work/life balance, but there’s something remarkable — she’s really found it. On top of being top recruiter of the month in May 2019 she is also a mother of one, soon to be two, and she works out of our Kansas City field office.

So, we’re bringing you a short episode this week, but it’s a grand story. Sometimes in the recruiting world you go to great lengths to get the job done — let alone get in contact with the right candidate.

Here’s Matt with an incredible story.

We’re on to part two here and this time we’re looking at things from the candidate’s perspective. You have to make sure your recruiter truly has your best interest in mind — Did they find you because you’re a great match for a role? Why are they calling? Are they asking detailed questions and explaining the role?

You have to know how to vet a recruiter from your side as a potential hire. This rounds out our two-parter, but be on the lookout for an accompanying blog post where Mike and Matt give more perspective on working with the right recruiter.

So, we’re bringing you a two-parter here. Mike and Matt talk about all things regarding recruiters. Sourcing a recruiter that fits the brand and becomes a true extension of your brand, brings service after they’ve placed a candidate, and one that stays connected takes time to find.