Peppercorn.ai hosted an engaging conversation with Paul Towne, Vice President of Executive Search at Cooper Coleman, moderated by Xena Wang on May 22, 2024.
Paul has devoted his career to advancing social good, partnering with nonprofits and social impact organizations to identify and recruit talented leaders to scale impact. He shared his career journey, insights on relationship building, strategies for sourcing and engaging candidates, qualities he looks for in candidates, and advice for job seekers navigating their career paths.
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What drew you into recruiting?
Growing up in a household of helpers, Paul knew from a young age that he wanted to give back, which has taken different forms throughout his career. Initially studying psychology, Paul later pursued an MBA to leverage business skills for social good, working in higher education and partnerships with tech companies for nonprofits. During the pandemic, Paul reflected on his desire to pour into individuals, leading him to move into executive search in the social impact sector.
Lessons from working with both nonprofits and tech companies:
Navigating the tension between the slower pace of large, traditional nonprofits and the fast-paced nature of tech companies can be challenging. Aligning profit motivation with social good motivation can be difficult, leading to a sense of disillusionment with some "tech for good" partnerships. Shifting to executive search allowed Paul to focus on making a meaningful, long-term impact on individuals and organizations.
How did you learn about executive search and selective sourcing?
Networking and building relationships played a crucial role in Paul's transition to an executive search. Through a group of peers working in similar roles, Paul connected with the founder of Cooper Coleman and had ongoing conversations about the firm's vision and potential. Despite the lack of formal training in executive search, Paul trusted his instincts and ability to connect with people, drawing from his background in psychology and business.
Approaches to relationship building:
Be authentic to who you are; adapt based on your individual wiring (e.g., introverts may prefer one-on-one interactions over large events). Map your circle of influence (professional communities, personal networks, volunteer organizations) and gradually expand it, starting with safer connections and working outward. If you have a good conversation with someone, ask if there are others they recommend connecting with to expand your network.
How do you source candidates and encourage them to leave current positions?
Be open, honest, and transparent with candidates about the opportunity, including both positives and challenges. Source candidates through various methods: LinkedIn outreach (to both active and passive candidates), networking with influencers, word-of-mouth referrals, and targeted job board postings. Aim to build trust by being upfront, helping candidates make informed decisions about fit.
Qualities looked for in candidates:
Focus on accomplishments and impact rather than just tasks performed in previous roles. Utilize the career summary section to provide a clear narrative connecting diverse experiences. Demonstrate a commitment to growth and learning, whether through professional development, courses, or certifications. Showcase elements of your personality and interests (while being mindful of the audience) to humanize your application.
Impact of technology and social media on recruiting:
LinkedIn has become a dominant force, making it important to keep your profile updated and engage by sharing relevant content. Generative AI is an emerging area that recruiters are still learning to leverage effectively. Niche, industry-specific job boards often provide higher-quality leads compared to general aggregator sites.
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Advice for addressing career breaks and consulting work:
Be transparent about career breaks (e.g., caring for family, layoffs) using LinkedIn's dedicated feature or by briefly explaining the situation in your profile. Include consulting work on your profile, positioning it as a strength (adaptability, quick results) and clarifying your availability for full-time roles if needed.
Cover letter recommendations:
Use cover letters to explain things not apparent from your resume, such as career pivots or unique motivations for the role. Focus on demonstrating fit and connecting the dots for the recruiter, rather than simply restating your resume. Tailor your language to highlight the most relevant pivot when applying to different types of roles. Be positive and neutral when explaining job changes or challenges, avoiding disparaging former employers or roles.
Challenges and opportunities in executive search:
Clients often bring in search firms when there is an urgent need to fill a position, leaving little time for in-depth conversations about job descriptions or organizational culture. Recruiters can push back on unrealistic expectations, such as asking for a diverse candidate without considering the support and culture needed for their success. Bringing salary assessments and market data to clients can help ensure fair compensation and align expectations with the available candidate pool.
Advice for job seekers:
Invest time in building authentic relationships and expanding your network before you need it. Be proactive in reaching out to people, sharing your story, and seeking advice and introductions. Tailor your marketing materials (resume, cover letter, bio) to the specific opportunity, making it easy for recruiters to understand your fit and motivation. Cultivate a resilient mindset and support system to navigate the ups and downs of the job search process. Consider focusing on a consistent theme or transferable skills when presenting diverse experiences, rather than trying to match specific industries or functions.
Looking to the future:
Paul hopes to continue working with clients who align with his values and provide opportunities for meaningful impact, particularly those supporting grassroots organizations and underserved communities. He aims to make the search process enjoyable and insightful for candidates, helping them learn about themselves and their fit for roles. By partnering with organizations dedicated to diversity, equity, and inclusion, Paul seeks to champion fair and equitable hiring practices.
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