"In my current job, you'll notice one of the bullets states I am responsible for sourcing candidates for leadership positions. When I was first promoted into the role, one of the openings was for a CIO. The company had gone through three CIOs in the previous four years so there was a lot of pressure to find the right person who would stay with the company for the long haul. While 'time to fill' is a metric we track and try to keep minimized, this position had already been open for more than 100 days when I took it over. I had the opportunity to collaborate with both the CEO and an outside headhunter to try and find strong candidates to fly in for interviews. We would find a candidate, bring them in for an interview, and then reconvene to adjust the job posting and our search criteria based on what the CEO had or had not liked about the candidate. In the end, it took us more than a year and seven interviews with candidates from around the country before we found the right person for the job. It was a challenging situation but it also gave me the opportunity to dive deep with the CEO and to learn from a headhunter with more than 30 years of experience."
