A: From Monday through Friday I am search director with HireMinds in Cambridge. I work with companies throughout metro Boston – from start-ups just launching innovative products and services to more established Fortune 100 companies. I’m always on the hunt for the most-sought after candidates – leaders in digital marketing, ecommerce, PR and communications, account services and design. It’s a great job. The best part of what I do is making the match – when my client hires one of my candidates. We all win!
Outside of work, I live with my partner of 13 years in the South End. I’m learning how to cultivate a roof-deck garden without killing my plants and have taken some cooking classes and have mastered the pressure cooker. And I spend a lot of time volunteering for the Point Foundation – more on that later!
Q: It appears there’s been a boom in hiring in Boston lately. How does Boston differ in terms of digital talent from year’s past?
A: We’ve seen a huge uptick in hiring, year-over-year. Our clients are looking for very specific skillsets and in most cases, are looking to hire candidates who have deep experience from their industries.
Q: What are the skills being sought out by potential communications and marketing employers right now?
A: We continue to look for candidates who have experience in search (paid and organic), e-commerce (acquisition and conversion), web and marketing analytics, account service, business development, marketing leadership, product management and product marketing, etc.
Q: Boston is arguably one of the most wired cities on the East Coast. Some even compare Boston (Cambridge) to Silicon Valley. Can you comment on that?
A: Funny you make that comparison. Because so many of our clients have a strong presence in both locations, we opened an office in the Bay Area last year, which is led by a long-term HireMinds employee.
Q: How has diversity played a role in talent and recruitment?
A: Our clients always appreciate a diverse slate of candidates.
Q: HireMinds leverages digital media to find and engage with potential talent and employers. Can you tell us a bit about that?
A: Our search consultants actively use social medial tools to source new candidates. LinkedIn is fantastic and most of us have connected with star candidates using tools like Facebook, Twitter and specific ones designed for the recruitment industry. Nothing replaces old-fashioned networking though!
Q: Where does your involvement with Point Foundation come in?
A: Being involved in the community is very important to me personally. After having been a Big Brother for more than seven years, I became involved with Point, first as a Mentor to a local scholar and now on the Regional Board of Directors. Point Foundation empowers promising LGBTQ students to achieve their full academic and leadership potential – despite the obstacles often put before them – to make a significant impact on society. http://www.pointfoundation.org
Through my involvement, I have made fantastic business contacts and met strong candidates, too. My employer has been supportive of my involvement in terms of me being able to take time off to volunteer and financially supporting the organization.
Q: What advice would you give to job-seekers in terms of their digital or diversity profile?
A: Whatever you put on your LinkedIn profile or on your Facebook wall is in the public domain. If you write a blog post or comment on someone else’s posting, a prospective employer and/or recruiter will likely read it. Think carefully about your posts, be it a personal or professional venue.