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Travis Baker, VP of Talent Acquisition at Boulevard
It was great to catch up with Travis Baker, the VP of Talent Acquisition at Boulevard, as part of our Scaling Stories podcast.
Boulevard is a Client Experience Platform which is purpose-built for appointment-based, self-care businesses. Its mission is to “make it easier for everyone to look and feel their best”.
Travis has had a remarkable professional journey for more than 15 years, which includes stints at NextRoll, Carta and leading the tech recruitment at Zoom during the height of the pandemic when the video conferencing platform was setting the world alight.
The strategy at Zoom was to “build a warm lead pipeline”, says Travis, and “watch people’s careers develop and help them understand that Zoom could help them in their career and help them develop skill-sets and be a great destination to grow and contribute at a high level”.
This patient approach is a stark contrast to what Travis calls a “transactional sourcing method which is always gonna be slower and highly reactive”.
Travis says he benefited from starting his career at a recruitment agency, Aerotek, and describes agency life as “a tremendous boot camp for recruiting. It teaches you the fundamentals and really drills it into you. And it’s a high performance culture…it really weeds out folks who can rise to the occasion and those who can’t”.
In fact, Travis says that his colleagues with agency backgrounds are “some of the highest performers that I’ve ever had on my teams”.
“The basics of recruiting is it’s a numbers game. At the end of the day, if you have challenges that you’re encountering in the business, you can almost always solve it with volume and effort and hard work.”
As he’s gained more experience, Travis has learnt the value of developing meaningful relationships with candidates rather than simply ticking off names on a spreadsheet.
“There’s an over-reliance on looking at somebody’s profile and making an indication as to whether or not they’re a viable candidate,” Travis says. “I don’t think that's good practice. I think you have to talk to folks and you have to hear their story.”
“I find the people who are having the most conversations – you know, in-person conversations – they tend to be the most successful.”
It was great to speak with Travis – head over to our podcast page and have a watch ‘n’ listen.
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By Nasser OudjidaneIt was great to catch up with Travis Baker, the VP of Talent Acquisition at Boulevard, as part of our Scaling Stories podcast.
Boulevard is a Client Experience Platform which is purpose-built for appointment-based, self-care businesses. Its mission is to “make it easier for everyone to look and feel their best”.
Travis has had a remarkable professional journey for more than 15 years, which includes stints at NextRoll, Carta and leading the tech recruitment at Zoom during the height of the pandemic when the video conferencing platform was setting the world alight.
The strategy at Zoom was to “build a warm lead pipeline”, says Travis, and “watch people’s careers develop and help them understand that Zoom could help them in their career and help them develop skill-sets and be a great destination to grow and contribute at a high level”.
This patient approach is a stark contrast to what Travis calls a “transactional sourcing method which is always gonna be slower and highly reactive”.
Travis says he benefited from starting his career at a recruitment agency, Aerotek, and describes agency life as “a tremendous boot camp for recruiting. It teaches you the fundamentals and really drills it into you. And it’s a high performance culture…it really weeds out folks who can rise to the occasion and those who can’t”.
In fact, Travis says that his colleagues with agency backgrounds are “some of the highest performers that I’ve ever had on my teams”.
“The basics of recruiting is it’s a numbers game. At the end of the day, if you have challenges that you’re encountering in the business, you can almost always solve it with volume and effort and hard work.”
As he’s gained more experience, Travis has learnt the value of developing meaningful relationships with candidates rather than simply ticking off names on a spreadsheet.
“There’s an over-reliance on looking at somebody’s profile and making an indication as to whether or not they’re a viable candidate,” Travis says. “I don’t think that's good practice. I think you have to talk to folks and you have to hear their story.”
“I find the people who are having the most conversations – you know, in-person conversations – they tend to be the most successful.”
It was great to speak with Travis – head over to our podcast page and have a watch ‘n’ listen.