In our Scaling Stories podcast, we caught up with Yanilda Gonzalez, head of Global Talent Acquisition Operations at Contentsquare, the leading platform in digital experience, intelligence and analytics. Contentsquare recently closed a $600m growth investment round, and any recruiter – especially those working in a company experiencing hypergrowth – will be interested in what Yanilda has to say about operational excellence in hiring.
Yanilda oversees all the tools, systems and processes within Contentsquare’s Talent Acquisition (TA) function, and describes a TA operations team as “the engine that ensures that the Talent Team and recruiters are empowered and efficient in their roles in order to meet ambitious hiring goals”.
One of Yanilda’s great insights is that hiring is not just about headcount – it’s about finding a way to “be more operational and structured”. As Yanilda explains:
“I remember coming in and it was growth, growth, growth, and hiring, hiring, hiring, and I was like okay, but some things just aren’t working. And I know [people] think, ‘we don’t need to put in thought and energy into being more operational or making sure there’s more structure because who cares about structure?’ … But I’m like, no, that’ll make us even better. And that will help us deliver two or three times what we're delivering now… I think at some point, you really do have to pause.”
Under Yanilda’s guidance, the mission of Contentsquare’s TA team has been to “make the hiring experience more human”. This includes having a “best-in-class candidate experience” based on setting expectations and being as communicative as possible.
What does this look like in practice? The below visual from Beamery gives a nice representation of where talent ops’ responsibilities can overlap and align with your recruiting in general.
Ultimately, every company wants ROI on people, processes and technology. But of course, it’s one thing to have the tools, and another to make sure it syncs, with consistent, company-wide hiring processes that reflect the values of the organisation.
How can you build a strong and consistent talent operation? Here are just some of the pearls of wisdom from our discussion with Yanilda:
Some final food for thought – it’s worth remembering some of the lessons from the Hypergrowth Playbook, authored by Dipti Salopek, VP of People at Synk. Dipti argues that companies should look to “model the inhouse recruiting team on a typical sales team”. Under this theory, such a “workforce plan” means assembling the following:
Do we want our hiring teams to resemble a lean and efficient sales function, or is sales a little too ‘spammy’ for the way a hiring team operates? There’s no right or wrong answer, so we’ll let you be the judge.
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