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

This week, we met up with Leanna Gallagher, Talent Acquisition Coordinator on Green Key’s Talent Acquisition team. As she nears her one-year anniversary at Green Key, Leanna reflects on the rewarding experience she’s received, her ability to work autonomously, and what her daily life as an internal recruiter entails.   

What inspired you to pursue a career in recruitment?  

I studied Communications in college and wasn’t sure what I wanted to do post-grad. I was applying to a lot of Human Resources jobs, but I happened to land an interview with a staffing agency in New York. I liked the fast-paced action of staffing and was so impressed by the earning potential. I always enjoyed working on any open recruiter/talent acquisition job orders we had, so when I saw that Green Key was looking to build their Talent Acquisition team, it seemed like the perfect opportunity for me.  

What do you find sets Green Key apart from other recruitment firms?  

I think the flexibility of letting employees run their own desk however works best for them is one of the strongest selling points for Green Key. Everyone is different, so having the autonomy to spend your hours working in a way that is most productive for you while still having strong mentorship and training is huge. Brooke [Stemen] truly is an amazing boss and resource, but ultimately trusts me to get my work done without micromanaging.  

I think the impressive tenure of so many of our employees stems from Green Key’s strong work-life balance. For instance, using my PTO is encouraged and I know that my team will be there to cover my desk, so I never have to worry about taking time off. Teamwork is huge – it’s not sink or swim here, there are so many resources and opportunities to be successful. Anyone at Green Key is happy to hop on a call with you and answer questions or lend some advice when needed. At the end of the day, we’re all working toward the same goal! 

What does your day-to-day entail?  

On a standard day, I’m doing a lot of sourcing, reaching out to candidates on LinkedIn, intro calls, scheduling interviews with teams and hiring managers. I’m also making sure candidates have a positive experience with Green Key by staying in touch and maintaining a relationship.  

How does your team successfully collaborate with other teams?  

The thing I love most about my job is having relationships with other teams across the firm. When hiring recruiters, you want to know personalities are going to mesh well across team members, it’s not just about experience and billing numbers. It’s fun and interesting to get a feel of how each team runs day-to-day. Building each team is like trying to put the puzzle pieces together, it keeps the job interesting. I also love being able to see firsthand the impact each candidate we hire makes on the business. 

Do you have any professional goals for the future?  

My main goal would be to continue to find strong candidates who would make a positive and productive impact on Green Key’s business. That is always the bottom-line goal.   

Survey: Half Of All Companies Expect to Hire This Year

Despite concerns the economy may be stalling, half of all companies still plan to add staff this year.

Global outplacement and executive coaching firm Challenger, Gray & Christmas says of the 150 companies it surveyed, 46% said they’ve been hiring throughout last year and intend to hire more workers in 2020.Another 5% of them said they expect to up their headcount “significantly.”

Tempering the news is that far fewer companies feel the economy is improving. In 2018, 65% of the companies in the Challenger survey said they felt the economy had improved. When that question was asked last month, only 38% said the economy had improved. Another 35% felt there had been no change in 2019.

“The fact that half of companies are hiring this year is a positive for job seekers and indicates companies are continuing to enjoy a solid economy. That said, we are seeing some indicators, such as slow-growing wages, an increase in job cuts, and an exodus of CEOs, that may portend rough waters ahead,” said Andrew Challenger, company VP.

According to Challenger, Gray & Christmas, 1,640 CEOs left their posts last year, the most since CEO tracking began in 2002. The firm also reported that employers at US-based companies last year announced plans to cut 592,556 jobs, a 10% increase over the cuts announced in 2018.

Photo by Clem Onojeghuo on Unsplash