Welcome back to #WeAreGreenKey, where we shine a spotlight on our powerhouse recruiting team.  

We sat down this week with Mary Baynard, Recruiting Manager on the Professional Support team at Green Key. Mary received a BFA from NYU Tisch School of the Arts. After acting for a few years, she moved on to the casting industry, where she became a casting director for theatre and film. Mary joined Green Key in June 2021 and was promoted to Manager only a year later. She is excited to continue growing at Green Key. 

How did you first get your start in recruiting? 

Reilly Hickey actually recruited me. Like her, I was in casting as well, but on the Broadway side of things. I got to work on some Tony-nominated projects, as well as some stuff in London and Washington D.C. It was really fun, but I was ready to look for the next step. Reilly, who had previously been my intern, was telling me about her new job in recruiting. It was a crazy leap, but I knew I wanted to try it. 

How do you think your skillset from casting aligns with recruiting? 

Honestly, recruiting is casting for corporations. It’s a similar skillset, but with a different pool. I used to match actors with projects. Now I match candidates with careers. I worked freelance and bounced around projects, so agency recruiting felt like secondhand nature. 

What do you love about recruiting for Professional Support/Human Resources? 

I think people underestimate how hard these jobs are. Depending on what industry or client you’re hiring for, there are so many different skillsets that are required. It takes years working your way through the rungs of corporate America to get to the higher level, C-suite positions. I love being able to help a recent grad find their first job, while also helping more experienced candidates advance their careers. 

What keeps you coming back to recruiting every day? 

I love helping people, whether it’s helping a candidate switch careers or hit six figures. When candidates come back and give me referrals, that’s also what keeps me coming back. People will remember you being honest with them. 

How does your team work together and maintain communication? 

It’s tough, but we make it work. Clare [Wright] and Steph [Wetton] are the best of the best in the business. They keep all the cogs running in a team that is mostly new. I’m so honored that they promoted me. When you’re working with great people, communication is second nature. Clare and Steph are just a wealth of knowledge, and they’re completely approachable. My training was quick, but it was very hands-on, and they gave me many different strategies to pull from. It’s amazing to have accessibility from people who are seasoned and experienced.   

What are your new goals now that you’ve been promoted? 

I’ve started taking on the client side, which I really love. It gives you more insight into the needs of the company than just working on the candidate side. I’m also really looking forward to helping new hires learn the recruiting process. Now that I know more about the job, it’s nice to support my team when we bring on new recruiters. 

What sets Green Key apart from other staffing agencies? 

As fast as we work, there’s a care here around helping candidates. I think that’s why people come back time and time again. 

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Thank You Team For All You Do!

In the press of business, while we’re rushing from one meeting to another, answering emails, hustling to get another report done by the deadline, it’s easy to forget to say “Thank you.” That’s why 25 years ago today was declared Employee Appreciation Day.

We all know how important it is to recognize each other for the contributions we make. It’s especially important for managers to acknowledge not only the special efforts employees make, but their day-to-day performance. Because it’s what people do each day that make a team, a department, a division and ultimately the entire organization successful.

Dr. Bob Nelson understood this when he wrote 1001 Ways to Reward Employees in 1994. Realizing that managers too often neglect offering even a simple thanks for a job well done, he came up the idea of a day to encourage bosses to recognize their team.

“I’m a big advocate of using recognition on a daily basis,” Nelson told Business Insider. “By no means is Employee Appreciation Day meant to be this one day to thank people or this one day to bring in doughnuts… But I did want to have one day where we could call attention to the topic and have conversations about its importance.”

As you can tell by reading this blog post, he was successful. Appreciation and recognition have become indispensable parts of good management. Dozens, perhaps hundreds of studies tell us recognition is as essential as a fair wage to a motivated workforce.

At Green Key Resources we try hard to remember to say “Thank You” and to show appreciation for the good work everyone does.

In honor of today, we want to publicly take the opportunity to say

Thank You everyone!

We appreciate your hard work, dedication and loyalty. The contribution of each team member is what makes us the organization we are.

Thank you for all you do!

Photo by Dakota Corbin on Unsplash


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Tech Execs Optimistic About Returning to Normal

While many businesses across the country are struggling in the face of COVID-19 required shutdowns, tech executives are more positive with nearly two-thirds expecting to see the start of a return to business as usual by mid-summer.

CompTia, the trade association for the tech industry, says 46% of tech leaders are “upbeat and optimistic.” Another 46% say their companies are “hanging in there.” A mere 8% report being in difficulty.

Much of the optimism may stem from the demand for tech services from companies whose employees are increasingly working from home.

When CompTia first surveyed its community and advisory council members in March, three-quarters said they were getting new business and inquiries. The larger share of the new opportunities (38%) came from businesses shifting from on-premises infrastructure to the cloud. In the latest survey, conducted at the end of April, the largest share of business opportunities came from communications, collaboration and video technologies.

For the managed services providers, CompTia’s April survey discovered their new business was shifting to cybersecurity, which grew from 39% in March to 44%. Meanwhile, new opportunities in consulting inquiries and outsourced and managed IT had dropped, the latter by 10 percentage points.

Overall, 83% of the responding tech firms were getting new business.

Tech firms, however, haven’t been immune from the disruption caused by COVID-19. The most recent survey found 58% of tech firms had customers cancel or postpone spending.

Still, barely 20% have laid-off staff or contractors or cut hours. In fact, the survey found 40% had taken no staffing action and more were hiring. The percentage of firms adding staff increased from 9% in March to 13% at the end of April.

Photo by Glenn Carstens-Peters on Unsplash


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