If you\u2019ve never worked with a staffing agency, you might not have any idea what a company like Creative Circle does. I certainly didn\u2019t. In my early 20s, I had landed at a digital agency, but felt undervalued in my role and could tell things were not going well for the company. (They folded about a year later.) As I was looking for my next move, the job hunt felt all-consuming and overwhelming. My roommate at the time noticed my frustration and suggested I try Creative Circle. He had gotten a few freelance gigs through them and said it was worth a shot. Little did I know, I\u2019d end up spending the next three years as a recruiter in the New York office.<\/p>\n
Over those years, I learned that Creative Circle strives to be more than just a staffing agency. It\u2019s not just about job placements, but about being partners and advocates for the candidates and clients they connect with every day.<\/p>\n
The production team is split in two.<\/p>\n
Account executives (AEs) connect with digital and creative teams who either don\u2019t have internal recruiting teams or just need a little extra help for urgent projects or difficult roles.<\/p>\n
Recruiters serve as partners to candidates, helping them best present themselves and matching them with opportunities that might be a good fit.<\/p>\n
I spoke to a few recruiters across the country to give you an idea of what candidates can expect when working with Creative Circle.<\/p>\n
Zach is a recruiter for the Washington, D.C. team who sees himself as a partner and advocate for every candidate he meets.<\/p>\n
\u201cWe want to get to know candidates professionally in terms of what someone has done, what they\u2019re capable of, and what they want to do. The goal is matching what they\u2019re looking for and their skillsets. From there it\u2019s trying to position them in the best way for those opportunities.\u201d<\/p>\n
\u201cWe get a ton of people who always want to be put up for everything and get frustrated when they\u2019re not hearing responses.\u201d<\/p>\n
\u201cSomeone might respond back to a role thinking they\u2019re perfect, but if the client has shown me what they\u2019re looking for in a portfolio, it\u2019s a disservice to get someone excited about a role if their work doesn\u2019t line up with that. I can\u2019t submit someone if they\u2019re not going to be a fit.\u201d<\/p>\n
\u201cGetting to call somebody when they land a role is the best part without question. Last week, I thought a job was for one role, and they ended up hiring both people they interviewed. That was really great.\u201d<\/p>\n
\u201cKeep resumes brief but informative. You want to leave stuff to talk about in an interview. There needs to be balance and a focus on key words.<\/p>\n
\u201cResearch prior to interviews. You never know what an interviewer\u2019s expectation is, and you can use your recruiter as a research tool. Make sure you have questions.<\/p>\n
\u201cIf a recruiter calls you about a job, there\u2019s no harm in taking a conversation. If you have reservations, you can make sure you ask whatever questions. That way, there\u2019s no regret or thought about whether or not you should have taken that role.\u201d<\/p>\n
\u201cIt\u2019s different now because so much is remote. I have thousands of unread LinkedIn applications because people are applying to things all over the country. It\u2019s impossible for me to get back to everyone. I think the remote workforce has really changed the way we\u2019re recruiting.<\/p>\n
\u201cThe landscape has opened up so many new opportunities, including opportunities to work with non-local clients. That\u2019s great because there\u2019s just more on the table, but it\u2019s also really challenging from the relationship piece because I like to know my candidates. I like to know my clients and what their pain points are. But if you don\u2019t get to know them or the hiring manager you lose that.\u201d<\/p>\n
\u201cI tend to gravitate towards people with whom I have longstanding relationships. When you don\u2019t have face-to-face contact, we have to build trust virtually so I know I can trust them when an assignment comes up.\u201d<\/p>\n
\u201cHaving relationships with recruiters in multiple markets can be a way to guarantee you\u2019re being considered.\u201d<\/p>\n
\u201cWe care about our clients and candidates. I know there are other staffing agencies that push resumes around, but we take the time to get to know what people want and need and help solve their problems.\u201d<\/p>\n
\u201cRecently, I was working with a candidate who was somewhat newer out of school in front of a job with us and an agency on his own. The job I had was more money, but moving slower. We had a frank conversation that included questions like: What does this job do for you five years from now? What are your bigger career goals?<\/p>\n
\u201cI tried to be very neutral because I knew he was anxious about money in the COVID-19 landscape. It turned out the role through us ended up offering $20K more than the other company and was better for his career path. He was so happy with his choice. That\u2019s what I love.\u201d<\/p>\n
Brian is a senior recruiter for the Boston team. He stresses a golden rule with every candidate he meets: \u201cIf all else fails, you can reach out and course correct.\u201d To candidates, he stresses that \u201cWe\u2019re not doing our job if you\u2019ve been interviewed and onboarded and don\u2019t feel like you\u2019re being looked out for.\u201d<\/p>\n
\u201cAt our best moments we are consultative with our candidates,\u201d Brian says. \u201cEven if I don\u2019t get you a job, I want to help you.\u201d<\/p>\n
And Brian, along with many other CC recruiters, does that by consulting on resumes, portfolios, interview skills, presentation, and everything else that might come up during your job search.<\/p>\n
\u201cIf we\u2019re not calling folks about opportunities, it\u2019s because we don\u2019t feel like we can place them in a role at this point,\u201d he says. \u201cBut, there are a ton of free resources on our website to help them hone their skills.\u201d<\/p>\n
Brian understands it can be frustrating to not hear back when you\u2019re applying, because he was once there.<\/p>\n
\u201cMy first portfolio was a bunch of sheets of paper. I had no idea what was expected. I wouldn\u2019t have called me,\u201d he says. So, sometimes presentation and experience can play a role. \u201cI had to take classes and refine my portfolio,\u201d Brian explained.<\/p>\n
There\u2019s always time, and a ton of resources, to get you where you want to be!<\/p>\n
If you\u2019re a candidate working with Creative Circle, here are a few things to keep in mind.<\/p>\n