Transitioning to In-House Recruitment Role from An Agency
AlphaSights’ Lateral Recruiting team works with different business functions across the firm to hire experienced professionals into the company. The team partners with global stakeholders to better understand the talent market in areas like Marketing, Product, Legal, and others to drive growth at AlphaSights.
We interviewed Chaimaa Driouech, Senior Recruiting Associate, and Anna Wajda, Recruiting Associate, who joined AlphaSights in 2019 to our London and New York offices respectively. They both had prior experience as technical recruiters at agencies, and transitioned to in-house recruitment when they joined AlphaSights. Read on to hear what they have to say about their experience:
Why did you decide to move into an in-house recruiting role?
Chaimaa: I wanted more exposure to the end-to-end recruitment process while making a direct impact on recruitment strategy. I was excited about the opportunity to collaborate directly with hiring managers and see the impact our work has on the larger business.
Anna: My day-to-day work in agency recruitment was always the same, so I was looking for a more dynamic role to further my career. I was also aware that an in-house recruitment position would offer me more exposure and a wider business context, which would be beneficial for my career in the long run.
What’s the major difference between in-house and agency recruitment?
Chaimaa: An in-house role is much more strategic as you’re responsible for coming up with creative initiatives to ensure you hit your targets. It’s also much more varied because you work on building pipelines and also collaborate with hiring managers to tailor the Employee Value Proposition (EV) and branding to attract high-caliber talent. This leads to interesting cross-functional collaboration in various strategic projects.
Anna: The biggest difference is how strategic and dynamic internal recruitment is compared to process-oriented and volume-heavy agency recruitment. Performance is also measured in a different way as there is more flexibility to showcase one’s skills and be a strong partner to the broader business.
What’s been the biggest challenge about an in-house recruitment role?
Chaimaa: Multitasking across different pipelines, projects, and initiatives, and prioritizing to deliver the most impactful outcome for the firm.
Anna: With in-house recruitment, if you struggle to fill a position, you can’t just deprioritize and move on to another client. You need to think outside the box and come up with creative strategies to get results.
Do you have any advice for anyone considering transitioning into an in-house recruitment role?
Chaimaa: Transitioning to in-house recruitment is a good path if you’re looking to influence strategies within your company rather than working with external clients. Embrace ownership as you’ll be responsible for various facets of the end-to-end recruitment process. Focus on collaboration as an in-house role is much more geared towards partnerships whether it’s with team-members, hiring managers, or cross-functional teams.
Anna: Be prepared for more ambiguity in your day-to-day. Don’t be afraid to get creative and always remember building strong relationships with your hiring managers is key.