Interviews the client has to do on average per search
Stanford University, a world-renowned, top ranked higher education institution, was on the search for an experienced facilities and capital planning professional. This position would be a key member of the leadership team overseeing the university’s libraries, an important part of any college community.
Three months after announcing the search, the small pool of candidates who applied were not fully qualified for the role and didn’t meet the expectations of the hiring managers. Being a critical position for the Libraries Department, delaying a hire was no longer an option. But the team did not have the time to fully invest their efforts into recruiting, as they were trying to balance other responsibilities essential to running day to day operations.
The leadership team, in charge of this hire, partnered with Another Source with the goal of finding a qualified and experienced candidate. From the first call, the Another Source Talent Strategists took the time to learn about the department’s culture, needs and qualifications for the position. After the intake meeting, the sourcing strategy was focused around finding a strong, establish leader who had project management, capital planning and budget experience, all essential to the role. Candidates needed to possess the ability to develop and coach individuals, while balancing the high level of detail within facilities to keep the libraries running smoothly. Using this information, the recruiting team produced quality candidates through tracking, sourcing, interviewing and screening.
Another Source produced a robust, diverse, and experienced professionals that exceeded the client’s expectations. Out of all the sourcing and applications that were received during the hiring period, the Libraries Team ended up moving forward and successfully hiring an individual sourced from Another Source’s database. After speaking with this candidate during a previous search, our Strategist reached out to this individual knowing they matched the qualifications and their goal potentially aligned with the organization. Following up, the candidate selected was promoted less than year of being hired into the role, and the Another Source team continues to partner with the university in various departments, building candidate pools of both external and internal candidates.
Interviews the client has to do on average per search
Candidate searches completed successfully
Job posting sites our recruiters source from
Years of identifying and placing talent with happy customers