From Executive Search to Building an Internal Talent Function

I want to talk a bit about my transition from the world of executive search to building the Talent Acquisition function at Mixbook. It's a story of transformation, challenging traditional notions of recruitment and ushering in a new paradigm—one where talent acquisition becomes the cornerstone of sculpting our future success. I won’t delve into all the details but will share the highlights.

Making a Change
My journey began in executive search, where I honed my skills in identifying and securing top-tier talent for some of the most successful companies. Amidst this success, I craved something more—a deeper impact, a closer connection to the organizations I served. This aspiration was realized when Mixbook, a former client, proposed that I join them to build their talent acquisition function. Mixbook stands out as a company where the fusion of values, vision, and action creates a unique and irresistible culture. Our shared belief in the power of talent acquisition as a competitive advantage was captivating, compelling me to join.

The Emergence of Talent Partners
At Mixbook, we don't merely recruit; we strategically partner with every facet of the business. This vision led to the concept of Talent Partners—individuals that not only  fill roles but shape the fabric of our company. They are not just recruiters; they are architects of culture, visionaries of growth, and custodians of our collective success.

• Thinking Big Picture: Focused on the long game, not just filling a seat but finding someone who will grow and thrive with Mixbook, with an eye on future needs.
• Comprehensive Role Definition: Collaborating closely with hiring managers to define roles, including success metrics, growth potential, and the required mindset to be successful within a particular team.
• Future-Planning: Directing the headcount planning process, working with managers, Finance and HR to ensure the execs have all the information they need for annual decisions.
• Designing and Implementing Internal Training: Creating training sessions to turn us all into interviewing ninjas, leveraging real feedback and data from our ATS to identify learning opportunities.
• Function Gurus: Understanding each team's dynamics, goals, and challenges, enabling the identification of the right candidates.
• Executing Quarterly Strategic Objectives: Tackling strategic projects beyond recruitment, such as global contractor policies or skills gap analysis.
• Building Meaningful Candidate Relationships: Managing candidates attentively, providing real interview feedback  and cultivating long-term relationships for future roles.

Shaping the Future, One Hire at a Time
Our approach to talent acquisition is about finding the right fit for our culture, values, and aspirations, ensuring every hire is a transformational moment for Mixbook.

Metrics over the last 2.5 Years

• Doubling Core Teams: We've doubled our engineering and marketing teams and built new functions that support our long-term vision.
• Retention and Efficiency: Achieved a 93% new hire 1-year retention rate and reduced time-to-fill average by 44% globally.
• Sourcing and Employer Branding: Transitioned to 21-31% of new hires attributed to proactive sourcing, with job board attributed hires jumping from 11% to 29% and social media contributions rising from 0 to 5%.
• Global Employee Referral Program: We designed our referral program which now drives 28% of our hires.
• Strategic Promotions: Four  new hires were promoted within just two years of their start dates, underscoring our quality of hire goal.
• Global Contingent Worker Strategy: Defining and implementing a global strategy for contingent workers, enabling Mixbook to leverage contractors as a strategic asset.

Lessons Learned: Navigating Challenges
Building the Talent Acquisition function from scratch has been filled with challenges, akin to laying down tracks while the train is already in motion. Balancing immediate needs with strategic planning and managing a growing team has taught me that resilience, adaptability, and a relentless focus on our vision are the keys to success.

• The Depth of Ownership: Stepping into the role as the first Talent Acquisition leader at Mixbook, I've felt the weight of responsibility in shaping the future of our company. This role has not just been about filling positions but about building a legacy of excellence.
• Prioritization and Flexibility: The dynamic nature of our work has underscored the importance of being adaptable and prioritizing effectively. Making tough choices on where to focus our resources has been crucial for our strategic growth and maintaining momentum.
• Sharpened Decision-Making: Each challenge faced has been a lesson in decision-making.
• The Power of Communication: I’ve learned that any change, no matter how small, needs to be communicated at least seven times to ensure it is understood and embraced by the team. Embracing over-communication and always starting with the 'Why' behind decisions has been pivotal in bringing everyone along on this journey.
• Initiatives Outside of Talent Acquisition: Venturing beyond the traditional boundaries of Talent Acquisition to influence broader organizational change has demanded an extra layer of effort and adaptability. It's been a testament to the strategic role Talent Acquisition plays within the business.

A Future of Possibilities
With talent acquisition positioned to be a competitive advantage, Mixbook is poised to lead the way. Our commitment to innovation and building a resilient team ensures we remain at the forefront of our industry.

​An Invitation to Collaborate and Innovate
To my fellow innovators, leaders, and visionaries, I invite you to connect. Let's share ideas and strategies to elevate our talent acquisition approaches, shaping the future of our industries together.