Our journey has prepared us for your project

Being engaged to provide options for your company’s manager to executive positions is a responsibility we welcome. It is an opportunity to demonstration our ability to uniquely make your company, function, and/or department – better. We accomplish this by bringing people qualified, on your terms, that want to do the work of your position – 1st. Before they know your company. Our candidates are screened on your criteria and presented in a way that creates a level playing field for all candidates. This process is aligned with most companies DEI initiatives. Work/Life Recruiting’s sourcing, screening, and submission processes make identifying the high performers easier and faster for hiring teams.

The Story of Work/Life Recruiting

Before starting Work/Life Recruiting, the founder, Kyle Largent was selling capital equipment. First, computers and application software – before the PC, then medical instruments to hospital laboratories.

It started with capital equipment sales

Kyle was recruited several times. These were frustrating experiences. The lack of communication, no follow up, no closure even if he went to multiple interviews.

In Kyle’s last corporate sales position, the recruiter overstated the commission program by 100%. Kyle didn’t discover this until the evening of his first day on the job. It was a difficult conversation with his boss the 2nd day on the job. The earning potential expectation created by the recruiter was not accurate.

Kyle never forgot his treatment as a candidate. Work/Life Recruiting is committed to giving candidates courteous service, accurate information, and closure.

The Transition

Kyle contemplated the transition from an outside sales rep to recruiter for months. Who gives up a remote corporate sales position, with a salary, commissions, benefits, and company car?

Kyle committed to treating candidates the way he wished he had been treated. Returning phone calls, returning emails & texts, and providing closure. Common courtesy! Kyle was committed to delivering quality candidate experiences before the phrase candidate experience became common.

The 1st Placement

Shortly after making the decision to go into recruiting, but before quitting his corporate sales position, a recruiter contacted Kyle about a Director of Sales position with a small manufacturer serving OEMs of medical instruments.

The interviews went on for 6 weeks, longer than necessary. One day Kyle called the hiring manager to inform them he was dropping out and asked for the search “because he knew exactly what they wanted.” Six weeks later Kyle’s first placement was hired, which stayed with the company 18 years. The start of a career in recruiting.

The relationship with that client continues too today. During that time Kyle placed over 100 people with the organization. Over 50 executives (VPs and Presidents) and over 50 director-level and down positions. It has been a terrific relationship. This relationship has referred Kyle to 2 Private Equity firms that he works with today.

Work/Life Recruiting continually searches for ways to make their recruiting services more valuable to hiring teams.

Finding new ways to bring value to our clients

When Kyle observed the number of candidates being eliminated due to the client’s assessment tests, he worked with the client to administer the assessments before submitting candidates to the hiring manager. This saved the client:

Considerable executive time spent on interviewing unqualified candidates
Considerable money on interviewing unqualified candidates
Reduced the time to hire by 2-3 weeks
Hiring managers love knowing they are considering candidates after they have completed the assessments

Bringing consistency to the recruiting process

Another challenge for hiring managers is that the process frequently stretches over weeks. This prompted the addition of screening questions on critical requirements developed with the hiring manager. This was an innovative approach in the early 2000s. This approach creates a level playing field for all candidates, making vetting and selection easier and more effective for hiring teams.

The business environment

Having worked through the dot.com bubble bust, 9/11, 3 recessions, and COVID has required constant adjustment to changing expectations by both candidates and hiring managers. Throughout that time, into today. Kyle has maintained:

Taking care of candidates is good business!

Candidates that are well placed, are happier, typically leading to better performance, which makes hiring managers happy. Happy hiring managers are more likely to engage us again. The search continues for innovative ways to bring more value to clients.