Finding Success With The Right Recruiter

Claudia Miller: 0:07

This is roadmap to executive suite podcast, a place where we talk about accelerating your careers and how to get to the C suite, all tailored to the ambitious woman. We're here to have fun, feel empowered and get actionable steps to get you closer to your dream job and salary, no matter where you are in your career. I'm your host, Claudia Miller, and I'm a career coach who helps ambitious women get the jobs they want, all while getting them up to $50,000 in salary increases. I've been featured in Forbes, MSNBC, and a one of the top 23 Most Innovative career coaches of 2025 Business Insider. Welcome to the show, and let's get started. Welcome, I'm excited to have our next guest. She's actually a dear friend of mine, and we were actually each other's bridesmaids at each other's weddings. Here's a little bit about Carla, she's a senior staffing consultant with 10 plus years of experience within staffing and recruiting space, she has recruited for every position possible from garbage truck driver to CFO, her experience spans across multiple industries, including finance and accounting, healthcare revenue cycle, and waste management. And her passion is connecting people to opportunities. I'm so happy to have you, Carla.

Karla Carrion: 1:20

I'm happy to be here. Thank you for having me, Claudia,

Claudia Miller: 1:23

of course. I mean, we've known each other now for a few years. And you know, I've worked as a career coach. So I always get these questions. And I thought you'd be a perfect person to have on the podcast, because you have such a vast experience. So not only like working with and hiring CFOs, but also at all levels, you know, before even getting to the CFO. And I think that, you know, for some of the listeners here, they might look to break into the next leap. And it might not be the executive suite, but maybe their first time manager role or their first time director role. So I think you have a wealth of experience and knowledge that you can definitely share with us today. And I'm excited about that.

Karla Carrion: 2:02

I am excited to thank you.

Claudia Miller: 2:05

Great. So you know, one of the things so you work as a recruiter, you know, a staffing and recruiting. So one of the things that I wanted to ask is, what do people need to know about working with a recruiter.

Karla Carrion: 2:17

So definitely a recruiter can be very beneficial in your career search. So basically, what we do as recruiters is we help connect the right candidate, to the right position and Company. Something that we don't do is if you're a candidate, and you can be the most amazing candidate with all the experience, all the education, all the software knowledge. But if I don't have a job for you, I can't create it. So we match existing candidates with actual open positions. A lot of times as a recruiter, the job that I work, there are not even posted online, you won't be able to find them, especially if they are a position of like a CFO or a CEO. You know, typically it's like a confidential search because the CFO is, you know, they're probably trying to you know, kick them out or pick her out, right. So that, of course, will be a confidential search. So our client will come to us and they'll say, hey, please keep this confidential. Do not say our name. Do not say who we are until you scheduled the interview. So definitely working with a recruiter can give you access to those opportunities that you cannot find online when you are just, you know, posting your resume to every single job openings. That's one thing. The other thing is that working with a recruiter is really a relationship. So a recruiter, she or he they can help you in the most beneficial, I guess relationships are the ones where they know each other the recruiter know the candidate and the candidate knows a recruiter. Definitely when you are speaking with a recruiter, ask them what positions do you normally work on? Are the positions that you're targeting? You know, because if you are a finance and accounting candidate, but this is a recruiter that maybe doesn't work too much on finance and accounting, maybe they work more on like it, and that's not going to be the right recruiter for you. Right? So definitely get to know your recruiter get to know what type of clients you worked with. Does you only work with one geographical area? Or is it just you know, the entire country? What does he share he do. The other thing is that the recruiter needs to also get to know you. So be honest, don't try to hide. Don't try to like say no, I'm not going to tell my recruiter really how much money I really want because they're going to undercut me with the pay. No, it's not like that. A lot of times with recruiters, the more money you make, the more money we make. So be honest with us. We're going to try to get you that as much money as possible because that is going to make us as much money as possible. So be honest with the recruiter let them know exactly Carla, this is what I need geography wise. This is what I need in regards to my pay. This is what I need in regards to the job pedals that I'm looking for. This is what I need. for mental life balance type of culture I'm looking for within a company, the more that you're able to share about what you need, the more the recruiters able to know, what you're looking for what you want, and the more of a perfect match he or she is able to make, you know, with you and finding you the right opportunity.

Claudia Miller: 5:18

I'm so happy you said that, Carla, because one thing that I hear from people is, you know, I don't want to tell the recruiter how much I'm making, because they're gonna know what if I lowball myself or just give a lower salary, and then they give me an offer? When I could have, you know, I probably might have left like 1020 30,000 on the table. So I'm glad that you mentioned like, when you make more money when the candidate makes more money, but I mean, even for some, like, let's just say we have a candidate, and they're looking to make 75,000. But the job actually pays up to 100,000. What would be some of your strategies that you would recommend to someone to be able to not lowball themselves, and then actually still be able to gain that? You know, from your perspective?

Karla Carrion: 6:02

Perfect. So I will start with what not to do. Right? So let's say you're you get a LinkedIn message and a recruiter messages you about an opportunity they're hiring for your message is definitely all depends, you know, you can write back with Yes, I'm interested and start the conversation, right. What you should not do is, yeah, I'm interested, can you tell me more? What is the salary range for this, that immediately is going, you're going to come off as somebody that you're, you know, only interested in money? I mean, we all are, it's not something that we don't recruit, as we know, money is a big thing when it comes to making the right fit between the individual and the job. But definitely, just to start, the conversation like that is sometimes can be like a little bit like kind of, yeah, a red flag is like, Okay, so are they going to leave the job, I placed the map with a candidate with a client that I have a relationship with, are they going to leave like after a couple months after a year, when they find something else that makes them more money, it's really not going, you know, it's not going to be the best fit for my client, if that's going to be it because I know my client is looking for someone that wants to grow the position and wants to grow with the company. Right? So when I get messages like that, I'm like, Oh, I don't know this person was the right one, right? So don't say that. Because not only that, not only are you coming off as somebody that's really interested in money, but also you're already cutting off the conversation. What happens if it's such a great opportunity? Maybe it's not around your salary range? Maybe you're looking at making more. But what does it hurt for you to talk with a recruiter that you, Carla, you know what this is, I don't think that this position would be the best fit for me just because it's not in my salary range. I'm looking for more, I'm looking for this, this and that. What happens if I'm like, Oh, you're looking for that, you know, I actually have a client that may have something like that, that automatically opens up a door to another opportunity that I wasn't even reaching out to you about right, I haven't even had a discussion about yet. So it just opens up so much more opportunity. Now, if you are just so unsure as to like how to approach the money conversation, the best way, or the best thing to do is be honest. Because a hiring manager or recruiter really anyone that you talk about money, they will be able to know, you know, if your BS scene or if you're lying or something, they will be able to know, just be honest. Say, you know, Carla, I kind of struggle with that question. You know, I know kind of, I've done my research in regards to what a position like this will pay. But I'm wondering what is now that you've learned more about my experience? What do you recommend, what is the bracket that you think that I should be asking for, and immediately that already puts down the recruiter, and the recruiter, of course, wants to make money and the recruiter will be able to say, she also knows a little bit more insight information in regards to the market. So because you've spoken with other candidates, and she already knows what other candidates have asked for. And she also kind of knows what the client is kind of what their window is that they're looking to pay. So this will give definitely, you know, the more that you open up to the recruiter, the more that a recruiter will open up to you. And they'll let you know, okay, you know what? Well, this is what I'm seeing in the market, there was a candidate that had less experience in you that asked this remote, or there's a candidate that had, you know, a couple more years of experience, and this is what they asked for. Let's try to see where can we maybe something in the middle. Let's see, what are you comfortable with? And that's the best way to approach that question is to just be honest, and just to say like, Hey, Carla, can you help me I kind of struggle with this. I really don't know what to ask for it right now.

Claudia Miller: 9:42

I'm so glad that you brought that up and you're talking about this because people are always very uncomfortable talking about salary and of course I'm a big advocate of salary negotiation and you know, some people feel that you know, depending on their relationship, you also have to be mindful of who the person the who the group Hooters working for. So, in one of our segments and episodes, we had a recruiter come in where the client hires her, and she is paid and her loyalty is to the client. Now you're in a different situation, because you're hiring for multiple roles. So you can say, hey, you know, candidate like, what are you looking for? What is your salary? And if you don't know, let's come to the terms with that number. So that way, we're both happy and we get a nice pay day. And then let's find opportunities that suit those needs. So it's very important to know who the recruiter works and how does their company or their style work with, because it's going to differentiate and experiences, you know, so that's really great insight. Carla, thanks for sharing with us that, so cool, let's just have a job seeker and I want to work with a recruiter. And every recruiter is different. I've heard very negative things about working with a recruiter, they'll say, they emailed me for a job, you know, they reached out to me, they I needed. And I never heard from them. Now I know you personally. And you know, by the way, Carla is such a great recruiter to work. She actually told me about a time where she had a candidate, and at the time, there wasn't any job postings. And she follows up with them still a month later saying, Hey, by the way, I still haven't found a job. Would you be open to a contracting position? And it turned into a success story? Could you tell us a little bit more about that?

Karla Carrion: 11:23

Yeah, absolutely. So you know, right now, especially like with the market, how crazy it is victim up and down, there aren't a lot of jobs posted out there right now. And, you know, my market is financing accounting. And typically, towards the end of the year, there tends to be contract work for assisting controllers with end of the year closing out their books for the year. And I was working with this particular candidate who she was definitely, you know, looking for something she was looking for an opportunity, but definitely, you know, she was not looking to explore contract at that point. She wasn't working, but she had never worked contract before. And I just let her know, I'm pretty, you know, this could be a good opportunity just to kind of get you through the holiday, at least, or just to even contract was a good opportunity as well to close the gap so that your gap doesn't keep, you know, widening and widening. And then before you know, it's like a year since you haven't worked. And then now you're competing with people that have recent experience. And, you know, just the market gets more competitive that way. I like it. What about kind of doing, you know, a contract opportunity. And she's like, Well, tell me more. So we spoke about that long story short, we weren't able to please her out of contract position, that contract opportunity and actually ended up being longer than the year end. So she ended up staying and then eventually converting permanent. So it ended up being a really great success story for her. So that's like one option, you know, that recruiters can help you explore, you know, if it's not a direct hire position, it could be something that's contract, you know, could be, could be something else. But I would say that the most successful, you know, placements are the ones that your candidate and you the recruiter that they have a relationship. So, you know, a lot of times that comes busy in interviews, you know, following up with candidate interviews, doing the interview prep, doing all of that. So, you know, yes, sometimes your name may be on my list, and I have to follow up with Claudia. So sometimes I look at the clock, and I'm like, oh my god, it's 630 for like, I haven't followed up with her. Definitely, you know, the best candidates are the ones that follow up with me. And I hit Karla like, I know that you submitted me to this job. What's happening? Oh, yes. Oh, my God, I want to give you a call about this. Like, let's talk about it. This is happening, you know, yeah. So let's see what other options what's happening with that role? What's happening with your submission. So that's kind of one of the ones that candidates should constantly follow up with me many, many months, I constantly following up with her, she was always top of mind when there was an opportunity and like, I think this would have worked for her and called her and it worked for her.

Claudia Miller: 14:00

And, you know, one of the things that I feel like some, you know, some of our listeners may feel is you know, I don't want to feel like I'm bothering you. So what would be like an ideal email of someone that can send to you or the recruiter to follow up without being annoying or feeling like they're just being pushy.

Karla Carrion: 14:16

Don't feel like you are annoying the recruiter that's their job to keep you updated and to follow up on permission because it's their job so do not feel like you are annoying them or anything like that. Follow up with a phone call out like a phone call because I'm constantly answering the phone just to see who's calling me it could be a candidate right but I want to play so I'm constantly answering my phone so I always answer phone call. So follow up up bid they don't take your phone call leave a voicemail send an email to Karla just calling a follow up I know it's been a you know two weeks since we connected about position x y&z wondering if you had an update, thanks. And just something short and simple. That's Great.

Claudia Miller: 15:01

Yep. And then I would I don't know if this will be helpful but I my philosophy is always make if you're asking for help always make their person that is helping you their lives easier. So kind of to that point Hey, Carla haven't reached out to you or we haven't talked in two weeks about XYZ role, by the way for your convenience or for reference, I attached my resume, because you I'm sure you're looking at hundreds of resumes. Give us a perspective of like, on average, how many jobs are you placing? And how many candidates do you get for every job posting? And how many people are you interviewing?

Karla Carrion: 15:35

Yeah, so my market. So again, I work in Finance and Accounting, mainly Chicago. And I do contract and contract to hire. That's what I'm working on now. Which seems to be really, really popular in this market right now. So for example, like so this week, so far, it's Thursday. So I've had two placements this week. And also two people start. And actually one of the people that I placed this week, I've worked with him before previously. And just because of you know, what's happening with the pandemic, he was laid off, called me on the gate, you know, I have something for you as contract possibility to convert permanent want to try this again, Chicago, I trust you got the job. And of course, you know, I'm, I've worked with him before. He's lovely, you know, the Secretary is doing so I have no doubt that he's going to convert permanent. So yeah, so he started actually today working an opportunity as a grant accountant today. And then this week. So typically, on an average week, I probably average about 12, to 13. Interview, and all of my interviews are about 30 minutes long, they are through zoom call. So I get to meet all of my candidates, a lot of phone calls, like a lot of phone calls, I think I learned to just like my talk to just candidates to actually pick up the phone and then talk to them. I can look at just kind of like my metrics to see what I met now. And looks like right now I am at 65 Talk twos. But I can guarantee you that I'm probably like at over 100 Less messages, phone calls constantly. I'm leaving messages for candidates. Yeah, it's a very busy day. But my job is to place candidates, my job is if you want to work, and you're following up with me, I want to play for you. If you're someone that shows you that you're dedicated, that you have great skills, and I was connected, I want to pay for you. So every single call that you're going to give me I will definitely answer. There are of course, some candidates where I'm you know, where I'm just like He like, I don't think that I can really work with them. You know, and I am the type of recruiter where I will just tell my candidate upfront, I'm like, Hey, I just don't know if that's gonna be the right resource for you. Because you know what you're looking for. I really don't work with a lot of time. So I am that type of recruiter, I will let my candidate just know that they're not wasting their time, as well. Kind of money.

Claudia Miller: 17:59

Yeah, I mean, and even with that, because you have right now you're in finance. But before I know, you worked within healthcare, so there, you're also moving towards different industries that you're working with. So maybe you talk to a recruiter, and maybe they were specializing in something else, well, you can still contact them. And they may be in another specialty, just like in Carla's situation, or they may know someone that may be a better fit for you for your alignment for the work that you're doing, or the industry that you're looking to go into one of the questions that I had actually, you know, posted on LinkedIn that I was meeting with you and you know, recruiter aspect of it. One of the questions that I had from, you know, a person and she wanted to ask is, you know, does years of experience really matter. So, of course, you see, like a job posting 10 years of experience, you need all of that. And my personal intake is that the job description is almost like a wish list. If a person fits every single qualification, then you're already overqualified. There's no room for growth at that point, maybe you should look into the next step up. But, you know, so like those years of experience, what did they have five years, but the job is asking for seven years, is that a deal breaker?

Karla Carrion: 19:07

So, it depends on who the client is, and really what the need, as you know, they may need for example, I have worked with some clients, where their human resources like their HR team, they will tell us, hey, like we, you know, becomes, you know, we have a specific contract with the government or whatever may be like, we can only see candidates with this amount of experience, and no more, no less. So there are some clients that are like that. In fact, I remember one situation where there was a candidate that was admitted, I think they had less than the number of years that were required. And like ethics were involved because the manager wanted to hire this person, but like ethics and human resource, they were involved and they're like, No, we can't, like it's just not doable, like we have to stick with this requirement. So some clients are that way. On. This is a great thing. about working with the recruiter is that the recruiter also has relationships with their clients. So if a recruiter has a great relationship with the client, the client will say, You know what, I trust you, you've placed other candidates with me, you're telling me that this is a great candidate? Fine, you know what, let's schedule that interview. So that's the great thing about working with recruiters is that the recruiter, you know, they're not like computers, right? When you submit your resume through like an ATS system, you know, an applicant tracking system, that software stands for five years of, you know, accounting experience, or whatever it may be. And then if you don't have that, if it doesn't count that it will automatically put you on the disqualification pile, and then no one will ever see your resume. But when you work with a recruiter, the recruiter will get to view your resume, she probably may see that you don't have you know that your shine three years of experience or whatever may be, she still will talk to you. And then she may come up with a strategy of your thank you, you're a great candidate, when you can do the job, I think that you will be a great position or a great fit for the culture of this company. I think that the client would be interested in speaking with you, and then I'll take your resume to the client and tell them, hey, you need to really interview this candidate, I know that you mentioned that they need you know, eight years of experience, this candidate only has five, but it's five years of experience in the industry that you're in, you know, it's not five years broken up anywhere else, you know, they are loyal, can you you can see in the resume that they've been at a position for a long time, the recruiter will know how to sell your experience to their client. And they want to make a fill. So they will sell it of course, they're not going to lie, you know, if you're not a good fit, and you know, the recruiter is not going to send you because that will be you know, kind of tarnishing the relationship with your client, the client will be like, wait a minute, why am I paying you, but you're just sending me anybody, you know, so the recruiter only send you if you're a good fit. And however, if you don't meet like the requirements for the years of experience, there's a tutor will know how to sell the experience that you do have, and everything else and makes you a great candidate and a great fit for this position so that you can at least go in for the interview.

Claudia Miller: 22:15

Okay, great. Yeah. So I mean, like, that's like, I mean, from what I gather from what you said, is it managed for certain clients, but there are still other jobs out there that where you can create a strategy and you have the relationships, so that way you can start fighting and vouching for these candidates. So that way they do have the opportunity interview.

Karla Carrion: 22:35

Yeah, absolutely. You know, like right now, with the market being, you know, so tight as it is, because right now, you know, there are a lot of candidates out there, there's a big pool of candidates, and there aren't that many jobs, right? So right now, you know, there could be clients that could say, like, well, we have our pick, so like, you know, we we're gonna get what we want, because we have so many people applying to the job, right. But definitely working with a recruiter will be able to kind of, you know, sell your experience in a different way. So I know I actually just had a call with a candidate was on a cold call this week. And I'm like, Hey, I saw your experience, I have this position, I think you'd be a great fit for, and she's flat out told me I don't work with recruiters found my job on my own, since I was 16. And I'm like, Oh, that's fantastic. Are you working on signal? I'm actively looking, you're not. And then that's when I started sort of conversational offline, that recruiters and yeah, you know, there were, I wasn't able to place her, you know, in an opportunity, I wasn't able to get her submitted somewhere. But I did send her my information. And I'm like, let's talk when you're ready to talk with a recruiter. But I did put on a calendar reminder for next semester, reach out and see if she found something when maybe she was ready at that point, I can be an additional resource. And that's just what, you know, recruiters are they're just an additional resource. You know, just because you're working with us, it doesn't mean that you have to stop applying or stop, you know, doing everything that you're doing, right, updating your LinkedIn page, like, it doesn't mean that we're just an additional resource to add in your job search and assist in your job search.

Claudia Miller: 24:12

Yep, I always say like when job searching, you should be utilizing three strategies, one applying to networking to finding those opportunities, and three, being able to brand yourself for the jobs you want. So for that, I mean, like LinkedIn, having your resume and your cover letter ready. So that way recruiters can find you when they're trying to search for candidates or they're typing in keywords on LinkedIn. You want to make sure that your LinkedIn is optimized and your profile is very robust. So that way, someone like Carla can look at your LinkedIn profile and say, oh, okay, Jane has this experience and I can clearly see it. Let me reach out to her. And another thing I want to say like our recruiters are not created equal. Carla is I know she's my friend, but I also known her professionally she follows up but if you're working with a recruiter and they're not following up with you follow up with Um, you know, we just heard how you can follow with a recruiter easily. I mean, they're just placing so many positions, jobs are constantly interviewing people, they're going filtering through resumes. So you want to make sure that you stay consistent. And very few people do that. I'm sure that how many people would you say, I have actually followed up with you? I'm sure it's a small percentage, unless you tell them, of course, to follow up with you. But it's not very common. Would you say that?

Karla Carrion: 25:27

Yeah, you know what, it's not that common. And I know that candidates are also working with multiple recruiters as well. So I get it, sometimes it's seeming they're busy, too, right? They're following up probably with a lot of people. But I will say this, that the candidates are at the end of every interview, I do tell my candidate if I don't have a job. I'm like, You know what I can commit you to now but things are going to change. Follow up with me in two weeks. Typically, the one that follows up with me in two weeks, I will place that candidate, because in two weeks, I mean, the market is different in two weeks, I could have a brand new job. Yeah, exactly. Exactly. So yeah, it is that is very important to follow up with your recruiter do your homework, and the recruiter she will follow up with you. Absolutely. Probably not every, you know, day to tell you, hey, haven't heard anything yet, say haven't heard anything that she probably won't do that. She probably will follow up when she has heard something right. But definitely, it doesn't hurt for you to follow up and say, Hey, Carla was just thinking about you like, what's the job market looking like? Is there anything new out there? Like, what are you working on now? And then I can have those discussions about like the market like me, like, Oh, my God, I know that you're looking for like, a finance manager job. We haven't had any management roles. Like, right now. It's so crazy. This is what I'm working on now. You know, and the recruiter will always tell you, because you may have a referral for them. So they will always tell you what they're working on.

Claudia Miller: 26:57

Okay, well, great. I mean, the last question I have is, you know, if people could know, just three things about getting hired, that they can apply in their life, what would they be and why?

Karla Carrion: 27:08

So if people can know three things about getting hired, okay, with the recruiter? Three things, okay. The first thing would be is to definitely be honest with the recruiter about what you're looking for in regards to salary. Even if you think like, oh, this is too low, or this is gonna price me out. Be honest, Carla, I'm looking for at 1000s of jobs. Is that too low, the recruiter will tell you into too low. So just be honest. And then not only that, but I've had it happen many times where there are candidates where they're like, where I've had a position where the cap is like 120,000, but I have a candidate who is amazing for the job. And he wants 130. Right, I will definitely go I will still submit to my client and say, Hey, I know this is out of budget. But I'll just want to let you know, like, this candidate checks off all of your boxes, I think he's worth speaking. Like you need to interview this candidate, he checks off all of your boxes. And then at the end of the day, you know, once the interview I've had that happen, was they're like, Okay, yeah, we can make that happen, we can make 130 happen, then it automatically works out where so the recruiter will vouch for you, the recruiter will negotiate on your behalf all that so just be honest with what you're looking for. Right in the hiring process. And then the other thing is going to be to definitely be polite during the interview process, that's gonna make you stand out so much, not only with your recruiter with everyone that you meet with, it could be the scheduler, whatever it is, like, be polite. Everything that when you answer your phone, if you're looking for a job, and people are calling you about jobs. Hi, this is Carla, how can I help you answer your phone and nice pleasant way. Because that does get back to the hiring managers. You know, a lot of times companies will have like someone in human resources that know they have a calendar, the managers calendar up and they'll say okay, like let's schedule you reschedule or write a schedule you to an interview, and then you wouldn't believe that how many times I hear from that scheduler. Carla, your candidate was so rude. They were like not nice. And then don't tell me I'm not going to tell my client but what happens is that scheduled times the hiring manager that immediately is going to put a bad piece so just be nice people like write thank you notes people the power of a thank you note that is so important. I always am a candidate so so after the interview, so do have a thank you note that you want me to share with my client. I always encourage thank you notes. It's going to be a point of being polite writing thank you notes. And then it gets the third thing will be is you know sometimes especially like in this market, you know, sometimes you're especially conocer the newer grads, I will see this right because I do work with with a lot of new grads As, especially during this time, a lot of them that graduated in December, and even some that graduated last year in the spring in the middle of a pandemic, that's crazy to go job hunting in the middle of a pandemic. Some of them were coming in and Karla like, this is not really the job that I really wanted out of college, I was really expecting to be like one of the top accounting firms, you know, I wanted to go to Kenji ROI, like, this is not really what I was expecting. My advice was like, hey, like, make the job what you want. If you think that this is something that is like, not challenging enough, tell your manager, hey, what else can I do? What else can I learn? Managers, like people that are proactive managers, like employees that are gonna really take the bull by the horns, and like, really make the position their own. So like, don't get discouraged. Because it's not like the job that you want, it's going to be a stepping stone to something that is to the job that you actually are going to want. Because definitely the more sometimes people say, like, oh, man, I really didn't want to take this job. I regret taking this job because it's kind of like, the lonely. Like, no, you can make so many connections there. You can make this out, you can grow within the company as well. Not only that, but if you're not working right now, right, it's, this job is going to help fill in that gap. Before you know now you're a new grad, you haven't been working for six months. Now there are going to be new new grads coming may come in June, that are fresh, you know, they're going to be fresh in the market. That's more competition for you. And you haven't been working for the last six months. Like it's better for you to look for a job while you're working. And when you're not working,

Claudia Miller: 31:41

especially right now.

Karla Carrion: 31:44

Yeah, especially with everything right now. Just explore your options. It's like one thing that I you know, I think that a lot of women, right, especially, you know, we're me, especially like career was I was kind of always told like, no, no, Carla, no, that's too much for you know, Carla, what, what are you going to do when you get married? Like, you're not going to be a little work all those hours, you're not gonna be able to do that when you have kids? And it's like, and for me, like what I've learned is like the power of Yes. Okay. Let me just say yes to this job. I mean, I don't really have any other offers knocking at the door. And let me just say yes to the job. Let me see what else happened. And let me just keep my options open. Right? And that's just the power of yes, you know, the more people tell, you know, that's like a, you know, a door shut in your face. And it kind of cuts off all the options. But when you say yes, that actually opens up so many other doors that you probably didn't even know. And like you can continue to open.

Claudia Miller: 32:40

Yeah, I mean, even like the fact I just thought about a really interesting story. And to the point of always be nice. And I would even add to always follow instructions, when it's throughout the interview, make sure if it's video that you're prepared and ready for interview, not check five minutes before and just start scrambling around. Or if you find out that it's Skype. But you know, at a time when I was a student employee, you know, I was managing the business, but I also did like the front desk, and I was sending out emails for potential candidates for this director role. And instead of the instructions, you know, please fill out this form, we want to know this question. This is where you come in. Here's the parking and you know, of course, this is when we had in person interviews. And the person one of the candidates said, No, I didn't get that information. I didn't fill out this form. And I didn't bring these things because I never got the email. And she didn't know the fact that we track emails when people open them. So we had proved that they had opened the emails even clicked on the forms. So make sure you follow instructions. And of course, she was very rude, because I was managing the front desk at that time, but she didn't know that I was part of the hiring committee as well. And I was managing all the paperwork. So that candidate didn't turn out very well. So you know, to the point, always be respectful. Always Be kind, read the instructions and do everything possible to make that person's lives easier. You know, kind of like we mentioned, when working with recruiters, follow up with them, put a calendar invite, there's some times where you can even schedule email. So schedule them like every month or so if you have to every two weeks to kind of systematize those processes. If you are working with multiple recruiters and just have a busy life, find ways to make things easier for yourself and for the other people that are trying to help you get these roles.

Karla Carrion: 34:29

And then also, it's all about like that relationship to Claudia because, right it's kind of like a give and take, like if that candidate that went to interview, right if she wasn't so rude, maybe you wouldn't, you know, maybe now you wouldn't have that impression. I was like, Oh my gosh, she's so rude. Like, I don't know if I can help her right now. You know, it's like the same thing. And it's like, you know, I'm speaking with candidates, you know, sometimes I will get the candidate that's like, Well, what do you have, like, what can you do for me, but they know we're here to you know, help each other out. And you know, have a relationship and builder. And again, you know, I always keep going back to the connection, that relationship, because that's really what's going to make the best marriage in order to find you the opportunity that you're looking for. Because if a recruiter, if you don't have a relationship with the recruiter, they're really not going to know what you're looking for what you want, and then they're not going to be able to find it. That's just not it. And then, you know, even like, with me, like, you know, there are a couple candidates that they're, you know, so nice off, you know, following up with me all the time. Hey, Carla, what are you doing, like, you know, just catching up, like, Oh, my God college because a snowstorm today, even like, that's more than just like, having a relationship that definitely has even what I do when I don't have a job for like a candidate. I'm like, Man, this candidate is like, experience, like they have everything, like this candidate is a placeable candidate. And they're nice. So I know that they're going to interview well, and I know that they're going to do well as my clients, and my clients. You know, what I will send a what we call a skill marketing, email. Just it's a blind resume, we change your name, right. And then we take off all of your contact information, we do keep your experience. And then we write like a little blurb, highlighting all of your experience. Basically, we send that out to our clients, and like, hey, like, I saw that you are hiring for this on your website, I actually have the best candidate for you. I know that you're not working with us through our agency on the job, but I have a candidate, this is your information, let me know if you're interested. And then clients like Oh, actually, we are looking for someone yet. I would love to schedule an interview with them. And then immediately, like, hey, like you wouldn't believe I still marketed your experience. This is a job. This is a client. Are you interested? And then that's when they'll say yes. You know, I'm interested. So that's totally how it has happened. Like where I'm like, kind of candidates tweetable. And they're nice. But if somebody is like calling me like, are you doing this? Kind of? Are you even pushing my resume? Currently? Is this what you know, I'm kind of like, Yes, I'm doing my job. But like, I can't, you know, I can help you get the job if you're calling me literally every hour to tell me if I'm doing my job. Yeah, you know, so it is definitely the relationship that matters, too.

Claudia Miller: 37:13

That's really interesting. I didn't actually know that. And like I said, you know, Carla, you're a one of a kind recruiter, there's not many out, I feel like there's not that many people out there like you where, you know, even the fact that you go ahead and try to reach out to multiple companies out there that may be hiring, and you're almost trying to shortcut that resume and give it to like that almost like the VIP treatment of bringing it to the hiring managers on their desk saying, I have a great candidate I know you're gonna hire for this role. Let me put you both in contact, are you interested? Yes or no. And it's, you're sending this out to multiple companies in behalf of the candidates. So that's, that's amazing to know that, and it's

Karla Carrion: 37:51

a win win, because we get new clients, we can more business and we get a sale with our candidate. Win win. So a lot of recruiters do that. A lot of people that work with within recruiting agencies, whether they're on the sales side or the recruiting side, they do that it's called the industry term to call a skill marketing, where you scale marketing resume, you know, out to your clients. But yeah, a lot of recruiters do that. And again, it's a win win, they make more money that way, they get a new client that way, and they can sell they get a happy candidate. So

Claudia Miller: 38:26

Well, thanks so much, Carla. I mean, I learned so much from you. And I hope listeners are learning a lot just even the experience of what it's like working with a recruiter giving us that insight the behind the scenes of what happens that I hope that you know, helps out job seekers out there. Help them advance in their job search and in their careers. Well, it was great having you, Carla, thanks again for joining.

Karla Carrion: 38:48

Yeah, absolutely. And then just like one last thing, because I kind of didn't. I didn't want to bypass it. Sometimes the recruiters will ghost I've heard that story from recruiters. I'm not perfect. I know. We're human too. We were also living in a pandemic, working from home with a babies and husbands and all that right. So recruiters were not perfect. What I will say is that, if you're not happy with your recruiter shopped around, find another recruiter, find them on LinkedIn, connect with them apply to job postings. A lot of times you'll see, you know, a job going through our client. You know, a top leader in the healthcare industry is seeking a CFO. That means there's a recruiter job posting because we're not mentioning who the client is applied to it. And then that way the recruiter will connect with you and that right there you get connected with a new recruiter. Connect with as many people as possible. That's kind of like the name of the game especially like right now when if you're actively looking for work, it doesn't hurt to connect with as many people as possible. There's a lid for every pot is what they say. The recruiter may not be a good fit for you. That's okay. Not every job It will be a good fit for you. That's okay, move on, keep going, you're going to find something. If you are putting your resume out there, being active on your LinkedIn, making connections with recruiters, you know, interviewing, you're doing all the right things, and you will get a job, you will find somebody even in this crazy market.

Claudia Miller: 40:17

So my question is, if, of course, if you're open to it, you know, what kind of candidates are you looking for that maybe you can help place or that they can reach out to you for any opportunities?

Karla Carrion: 40:29

Yes, absolutely. So right now, we have quite a bit of opportunities right now. Specifically, again, recruiting finance and economy. And finance and accounting is literally in every industry, because every business, whether it's an aerospace, whether it is in a hospital, wherever they happen, the finance and accounting department, we are working right now with a lot of law firms. And we are hiring for very skilled AR specialist to work in law firms right now. Very skilled AR billing specialist, we do have some legal collection specialist opportunities. And what I will say is that kind of their ebbs and flows to the market, right now is very, very big for like billing and collections. Right? Typically, like we will see like the C suite positions come closer towards like, obviously, like fall, that's when you'll see like a lot of like the C suite positions come available. But if it as opposed to like right now we're really high on billing, right? And then you know, next month, there probably will be really high payables. Right, and then we'll have more columns like bookkeeping positions. And then you know, in the summertime, we'll have more like those manager types of roles. So it's kind of like its ebbs and flows. But just to answer your question, I'm hiring for legal billers. So do you have law firm experience? You have some accounts receivable experience? I can help you? Right, and I'm the Chicagoland area,

Claudia Miller: 41:57

how can they reach out to you or connect with you?

Karla Carrion: 42:01

Yeah, absolutely. So my phone number, that's the best way to connect with me, I will pick up any call that gets my point of view, leave me a voicemail, I will return your voicemail because I cannot stand to see the little red.on my voicemail. So I will always check it and return it. And so that number is 773-230-1043 and then an email, I will respond to my email. I'm Kay. Fabio on so that's C A R R I O N at Beacon health staffing.com.

Claudia Miller: 42:32

And I'll try to include this information too in the show notes so that way people can access it. And in case, you know, they want to contact you they have an easy way to get that your contact information.

Karla Carrion: 42:44

That'd be perfect. Yes, to connect with me. And then also even if you know if you're not in the accounting and finance, industry, you know, I work with a very large firm that we literally stopped in every single, you know, market and every single job that you can think of everything from it, to governance, to legal, literally everything. So maybe you're not in finance and accounting, but you're looking for jobs, so contact me and I'd be more than happy to connect you with someone that would be a recruiter that can help you.

Claudia Miller: 43:15

Perfect. Well, thanks so much, Carla. I really appreciate and I'm sure that people are going to find this very valuable. And I'm sure hopefully, they have a better overview understanding on the other side of what it's like working with a great recruiter like yourself.

Karla Carrion: 43:28

Thank you. I appreciate that. And thank you so much for having me. Happy to have you.

Claudia Miller: 43:39

Thanks for listening in. If you liked this episode, you can go to our website roadmap to the executive suite.com For show notes and sign up to get alerts. All new episodes will be posted every Thursday. Talk to you next week.