Ryan Eakin

Networking is crucial after a layoff and should be treated as a part-time job. Reconnect with your network, expand it through professional groups, and leverage LinkedIn. Never say no to a coffee, virtual or in-person, and don’t hesitate to ask for introductions. No shame in the game! Offer value by sharing knowledge and helping others. Conduct informational interviews and stay positive and persistent, using a multi-channel approach. I have always found that people love to help, so lean into your networks!

Prioritizing daily tasks is key to making the most out of your day. As a fan of the Franklin Covey method, I start every morning with three lists: one for work, one for personal tasks, and one for home organization and schedules for the family. For work, I mark three things that HAVE TO BE DONE each day and tackle those first. I also incorporate the “eat the frog” approach, ensuring I start my day with at least one challenging task. By identifying the most critical activities that contribute to successful placements and addressing them first, I align my daily tasks with my recruitment goals, ensuring my efforts focus on what truly moves the needle. This structured approach keeps me organized and productive.

Networking is a cornerstone of successful recruiting and has been pivotal in my career. Building and nurturing relationships with potential candidates, even without an immediate opening, has consistently paid off. From attending industry events to engaging on professional social platforms and keeping in touch with past applicants, I’ve learned that a strong network is invaluable. Every day, I prioritize developing and maintaining these connections, ensuring I have a pool of pre-vetted talent ready for the right role. This proactive approach not only makes my job easier but also strengthens the community of professionals I work with, making it seamless to find the perfect match when opportunities arise.

Lifelong learning is a passion that should be developed and nurtured. I started as an engineering recruiter but was soon asked to pivot into product and design recruiting. With no prior experience, I reached out to the Head of Design and VPs of Product at my company for 1:1 lessons on identifying top talent. I took online UX/UI courses to learn the basics and leaned on my network of design recruiters to understand what makes a great portfolio. I asked countless questions, always seeking to distinguish exceptional talent from good talent. This approach expanded my skills and led to my promotion to Manager, overseeing all hiring for Product and Design.

The most important thing is that you have to be a storyteller. My biggest advice is to hone your stories. YOU—your skills, past impact, and potential impact on your new organization. To do this successfully, research, research, research. Learn the company's goals, read the past 1-2 years of financial reporting, and tailor your story to the company's story. Be thoughtful in your questions to interviewers. Research them on LinkedIn before the interviews. Ask your Recruiter for the names of each interviewer. Follow up immediately. Many times, the person who sent follow-up thoughts, questions, and thank-you notes was the one hired over others. This will help you considerably.

When I began my HR journey, I quickly learned that success is built on strong relationships. Connecting with colleagues at all levels opened my eyes to diverse perspectives and aligned our HR strategies with broader business goals. The most transformative relationships were with mentors. I identified senior leaders I admired within and outside my organization and nervously asked a seasoned HR director for a coffee chat. She agreed, sparking many insightful conversations that deepened my understanding of HR roles and expanded my network. Staying curious and adaptable, especially with new technologies, kept me ahead. These experiences taught me that nurturing relationships and continuous learning are key to successfully navigating HR.