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In a world of instant gratification, AI and automation, the cold call isn’t dead, in fact it’s more alive than ever. A thoughtful, well-timed cold call can cut through the noise in a way emails and LinkedIn messages simply can’t. It’s more genuine, more human and more personal; this often ignites a meaningful, professional relationship that can last. We sat down with several of our recruiters to discuss the art of the cold call, why it still matters, why it’s not going away and why it’s one of the most valuable tools in our toolkit.

What’s the first thing you try to accomplish in the first 30 seconds of the call?

• “It’s about earning the right to have the conversation. I’m trying to sound like a real person, not a recruiter reading a script. If I can build credibility and lower their guard early, the rest of the conversation becomes much easier.” –Jeff Killian, Executive Director, Accounting and Finance

• “I think tone of voice matters – not getting too excited or too robotic, maintaining a calm demeanor. I also like to get to the point.  You’re not making the impression that you’re about to sell them on something. Compliment them too, bring up something personalized, find some common ground in the least salesy tone of voice.” –Emma Barrett, Associate Director, Corporate Services

• “The start of the call is all about the hook. If you give a whole spiel about who you are and what you do, people are just going to hang up on you. The first 30 seconds are the most important part of the call. I jump right into the name of the client I’m recruiting for, the position…I don’t even ask if they have a second. I just go right into it. I think that’s the key. Probably 90% of people will ask to schedule a call, 50% of that 90% probably won’t get back to you to schedule that call.” –Gavin Buda, Associate Director, Investment Operations & Client Services

Why is cold-calling never going away? How does it differentiate itself from LinkedIn or email out reach?

• “Recruiting is so saturated. When I started recruiting, all I did was cold call. You can’t make a connection with someone over a LinkedIn message; they’re getting thousands of messages. But if you pick up the phone, which is the old school way of doing it, you get someone live on the phone, they’re going to respect you.” –Jodi Wechsler, Executive Director, Accounting and Finance

• “On a phone call you can build rapport, hear tone, answer questions in real time, and uncover things that would never come out over text. The best opportunities often come from conversations, not messages.” –Jeff Killian, Executive Director, Accounting and Finance

• “I think people are impressed by cold calling because of how easy it is to get someone’s social media, email, LinkedIn nowadays. It’s an opportunity to get something out of it like referrals – it will always work.” –Emma Barrett, Associate Director, Corporate Services

What’s the biggest lesson you’ve learned from a cold-calling mistake?

• “Speak with one mouth and listen with two ears.” –Jodi Wechsler, Executive Director, Accounting and Finance

• “You want to stay concise, to the point, you don’t want to waste anyone’s time. If you go too much into your background and go off on tangents, people get bored and stop listening very quickly.” -Gavin Buda, Associate Director, Investment Operations & Client Services

• “Don’t make a big deal about flubbing a word or misspeaking. Jeff trained me well to not harp on the mistakes.” –Connor Coppola, Associate on Accounting and Finance

What’s the most memorable cold call you ever made? What made it stand out and how did it end?

• “The first candidate I ever called and sent out internally within Arrow, I ended up placing. It was great timing and I had excellent coaching from Jeff. When it comes to cold calling, he said to fall flat on my face because there’s no better medicine than picking up the phone to go again.” –Connor Coppola, Associate on Accounting and Finance

• “I cold called a woman at just the right time. She came in to meet with me, and I ended up placing her. We still keep in touch today, and she has referred countless people to me. It all started with a Friday afternoon cold call to someone at PwC. I spoke with her six months ago, and she is still with the same company where I placed her.” –Jodi Wechsler, Executive Director, Accounting and Finance

If you had one piece of advice for new recruiters who are nervous about cold-calling, what would it be?

• “This is the best advice I’ve ever gotten probably. When you smile, your voice smiles with you. When you’re smiling, you’re focused on the positivity. It can’t go wrong if you are being positive and in the right mindset.” –Emma Barrett, Associate Director, Corporate Services

• “No one knows you’re nervous on the other side. Call and call until you get yourself comfortable. Treat it like any other ordinary call.” –Jodi Wechsler, Executive Director, Accounting and Finance

• “Stop worrying about saying the perfect thing. Confidence comes from making calls, not waiting until you feel ready.” – Jeff Killian, Executive Director, Accounting and Finance team

Imagine you’re the candidate receiving a call. What makes you stay on the line and what makes you want to hang up? 

• “During a cold call, I am very thorough in my prep and people tend to reciprocate. Offer unsolicited advice. Let me just offer you some advice about your resume…people love this. If you offer up some thoughts, they will ask you follow up questions. Don’t be super salesy in your approach. People can tell if this is the 18^th call you’ve made today. You never want them to feel like you’re meeting a metric.”-Emma Barrett, Associate Director, Corporate Services

• “I would stay on the line if the recruiter tried to connect with me and was different. For example, if they went to Indiana, they would most likely accept a message discussing my recent trip to Indiana’ s campus with my brother and how great the championship game was, other than talking about audit. I would hang up on someone if they didn’t stop talking for 30 seconds and didn’t let the other person speak at all.” –Connor Coppola, Associate on Accounting and Finance

What’s the biggest misconception people have about cold calling?

• “Don’t take things so personally. The biggest misconception is that rejection is personal.” –Gavin Buda, Associate Director, Investment Operations & Client Services

• “People think cold calling is about convincing someone to say “yes” on the first call. In reality, it’s about creating enough interest and trust to earn the next conversation. Relationships are built over time, not in a single phone call.” –Jeff Killian, Executive Director, Accounting and Finance team

• “Your idea of it doesn’t have to be how other people do it. You can do it your own way. Treat it like you’re not trying to place them. Keep it simple.” –Emma Barrett, Associate Director, Corporate Services

Complete the sentence: ‘The phone is still powerful because…..

• “…people still do business with people they trust, and trust is built much faster through a real conversation than through a message on a screen.”- Jeff Killian, Executive Director, Accounting and Finance team

• “…you are getting a direct line to a real person who has motivations, insecurities, open-mindedness and another group of people that they know.” –Emma Barrett, Associate Director, Corporate Services

• “….it is harder to say no over the phone. You have more control if you’re able to speak to someone.” –Connor Coppola, Associate on Accounting and Finance

“Act as if what you do makes a difference. It does.” – William James

Our clients trust us to find top talent in the accounting and finance space. We don’t simply look at experience; we consider parameters other firms miss. We ask questions our competitors don’t ask. Having this data on hand can be valuable in an interview setting. Clients will dig into your background and want specific examples; sharing concrete analytics clearly demonstrates what you value in your work. Here are the top ten metrics employers track to hire the best:

1. Accuracy & Quality: Exceptional accuracy under pressure stands out. Accounting rockstars have built-in systems where they prevent errors and stay organized by keeping checklists and review logic. They proactively catch errors before they become issues.

2. Deadline Reliability: Employers seek accountants who deliver with consistency, control, and composure. They rarely surprise their managers with delays and can handle high-pressure deadlines.

3. Volume Handled: Is this rockstar able to multitask and deliver without sacrificing quality? If a candidate can give exact numbers of accounts, entities or clients handled it makes them look more impressive. Additionally, if they can juggle ongoing projects and other ad-hoc requests, it makes them stand out.

4. Complex Problem Solving: Employers will evaluate how you can solve problems by giving clear examples in an interview. This candidate thinks, not just processes. They can work on problem solving with others and are able to reconcile any differences.

5. Software Proficiency (NetSuite, QuickBooks, SAP or Excel): Are you technically savvy, efficient and accurate? Are you able to trouble shoot? Do you have the flexibility and curiosity to learn new systems?

6. Team Support: Accounting rockstars assist during peak periods and are reliable in their team. Does this person act as a mentor to junior staff? Do they help teammates without being asked? This person only builds team morale and strengthens the overall output of the company.

7. Decision Making Confidence: Employers take note of people who can make informed decisions without constant hand-holding.  Are they able to make decisions based on data and be confident in that? They don’t need double-checking.

8. Adaptability Score: This reflects how well an accountant handles change, growth, new tools, and ever-evolving regulations. Accounting rockstars are open to feedback and have room to grow.

9. ‘Would I put you in front of Leadership?’ Test: Accounting rockstars can flourish in front of executive leadership. They are safe to represent the team and uphold their reputation. Can they stay composed during questioning? Can they explain the financials clearly?

10. Long-Term Trust: This trust is essential and reduces the managerial load. Accountants who flag issues early and handle mistakes responsibly earn increasing autonomy and access to sensitive responsibilities. When managers stop needing to check someone’s work, that sustained trust is what signals an accounting rockstar.

If you are looking for your next accounting rockstar, reach out to one of our executive recruiters today!

Networking is a crucial skill for career advancement and personal growth, but it’s often misunderstood and can be intimidating. Instead of viewing it as a means to immediate personal gain, shift your mindset to focus on building genuine, reciprocal relationships for the long term. This approach fosters trust and mutual benefit, leading to a win-win scenario for all parties involved. 

Here’s how to navigate the evolving landscape of networking and build a strong, diverse network: 

1. Start within your existing network

• Look within: begin by considering your coworkers, leaders you admire, and other individuals you already know within your organization.
• Leverage LinkedIn: Explore your 2nd and 3rd-degree connections on LinkedIn to identify potential new contacts.
• Target senior professionals and peers: Create a list of individuals who are 5 to 10 years older than you and other senior executives you’d like to connect with. Also, connect with peers who have similar years of experience to learn about their career paths. 

2. Refine your outreach strategy

• Beyond coffee: Instead of the typical “let’s connect over coffee” approach, try a quick phone call (around 15 minutes) via email or LinkedIn.
• Prioritize clarity and brevity: Clearly state your purpose for reaching out and what you hope to gain from the conversation. 

3. Expanding your network with confidence

• Research is key: Before connecting with someone you don’t know, do your homework and learn about their professional background and interests.
• Ask insightful questions: Focus on asking thought-provoking questions and be genuinely curious about their experiences and career path.
• Embrace active listening: Pay close attention to what the other person is saying, understand their perspective, and engage in a way that demonstrates empathy.
• Remember the details: After meeting someone, update your contact list with details you learned about them, including career goals, development skills, or even personal interests mentioned during the conversation. 

4. Nurture and maintain your network

• Follow up strategically: Send a thank-you message after your meeting, referencing specific points of discussion and expressing your interest in staying in touch.
• Connect on social media: Consider sending a personalized connection request on LinkedIn, referencing where you met or how you came across their profile.
• Provide value: Look for ways to help your connections, whether through offering expertise, making introductions, or sharing relevant resources.
• Stay in touch: Set reminders to reconnect with your network every few months, perhaps sharing relevant articles or inviting them to relevant events. 

5. Master the 4 Ps of networking success

• Patience: Building a strong network takes time and effort. Don’t expect immediate results.
• Persistence: Follow up with your connections and continue nurturing those relationships.
• Positivity: Maintain a positive attitude and approach every interaction with enthusiasm.
• Professionalism: Always present yourself professionally and respect others’ time and efforts. 

By adopting these strategies, you can transform networking from a daunting task into a rewarding journey of building meaningful relationships and expanding your professional opportunities

Feeling nervous about getting started? If you’re ready to dip your toes into networking, reach out to one of our recruiters—they’re here to help you take the first step!

You’ve made it to the final interview – nice work! You’ve already impressed the company, and you’re super close to landing the opportunity. In this month’s blog, we’re going to focus on how to crush that final interview. If you’re not sure if it’s the final one, don’t worry – you’re probably getting close. Either way, these tips will help you out. Before the big day, make sure you dress to impress (professional attire is always recommended for any interview even if the company appears to dress more casually) and get yourself prepared with the tips below.

Reinforce your fit for this role: Think about your skill set, work experiences, and accomplishments that will align with this job. You should emphasize how well your skills align with the job opportunity, and if there are any gaps, show how eager and ready you are to learn anything you don’t know and take on new challenges.

Show enthusiasm for the future: Express excitement regarding your future with the company. Make sure they know that you see yourself with them long-term and are somebody that wants to be in an organization for the foreseeable future.

Discuss high-level topics in the interview: Ask broader questions about the company’s business plan, strategic goals, and vision for the future. Research from the company’s website and online and raise any key takeaways from your homework. Take some time to reflect on any final thoughts you have about the role, the company culture, and the organization.

Be ready for technical, behavioral or situational questions: Have thoughtful, prepared responses to these types of question with examples. Sharing real instances from your professional or personal history highlights your seriousness and attention to detail.

Ask the right questions: If you need a refresher, see our blog about thoughtful questions to ask.

Be prepared for compensation: There’s no need to dive into the details of salary and benefits -your recruiter will handle this piece. If you’re asked, simply respond with a prepared answer like “The right position is paramount for me, it’s not all about compensation.” If pressed then you can respond with something along the lines of “I’m looking for a competitive market offer” and then shift the focus back to the value you can bring to the company’s success.

Show confidence without arrogance: Maintain strong eye contact and emphasize your enthusiasm and readiness for the role. Be confident, but stay humble.

As we enter the summer months, the job market is continuing to stay hot. We’re over halfway into 2024. Have you been considering a career change for quite some time? Are you feeling stagnant in your current role or gravitating towards a new role?  

There are many factors that go into a job search to make the candidate successful, but one of those factors tends to be overlooked or not even considered especially when working with a recruiter and that is to be the perfect candidate. To prepare for your job search, we like to instill the qualities below. We value candidates who are transparent, serious about their next move and have the trust in us to get them there.

1. Transparency – the perfect candidate is honest about their resume and their experience. They are open-minded about their job search
2. Preparedness – the perfect candidate is overprepared for their interviews, has done ample research about the company and has questions at the ready
3. Enthusiasm – the perfect candidate is excited about their next role and about the company we put in front of the candidate. They bring eagerness to their search and during their interview process
4. Confidence – the perfect candidate can bet on themselves. They are proud of their skills and know their potential. They put their best self forward in an interview setting
5. Perseverance – the perfect candidate trusts the process and is resolute with their opportunities. Candidates need to allow our recruiters to have faith in them and sometimes play the long game
6. Seriousness – the perfect candidate gives high priority and dedication to their search. The perfect candidate is devoted and not easily influenced by outside commentary
7. Communication / being available – the perfect candidate overcommunicates and keeps the recruiter aware of other activity and interview feedback. The perfect candidate dedicates time to their search and makes time for the recruiter. They follow-up with their recruiter just as the recruiter does with them
8. Professionalism– the perfect candidate is put together in their appearance and in their interview setting. They know how to deliver answers properly and in an intelligent, respectful manner.

Want to finally get your search off the ground? Discuss these qualities with one of our recruiters and please reach out to us with your resume info@arrowsearchpartners.com

At Arrow Search Partners, we pride ourselves on doing things differently, and our Analyst program is just that. It is a program targeted towards recent graduates or anyone just starting out in the sales/recruiting space. We interviewed some of our recruiters to gain insight and learn more about their experience, along with David Gaber, who is one of our Managing Partners and Co-Founders, who oversees the program.

I. What is the Arrow Analyst program?

DG: The Analyst program at Arrow is designed to teach recent college graduates the ins and outs of executive recruitment. The program generally lasts between six months to a year and after the program is complete, the Analyst gets promoted to an Associate. At this point they are running their own recruitment desk and embarking on their personal recruiting journey.

II. What is the purpose of this program?

DG: The purpose of the program is to teach the Analyst how to be a successful executive recruiter. Within this program you will learn about our clients, the roles we recruit for, how to effectively source qualified candidates, how to work a candidate through interviews and offer stages, and finally become an expert with our database and other tools we use every day. Our office is an open-floor plan, which means on a day-to-day basis, you will learn first-hand from our in-house experts who are always on the phone and willing to share their wisdom.

III. Why should a college graduate apply to our Analyst program?

DG: The Analyst program is a great introduction into the world of sales and recruiting. If you are a driven individual who is interested in a rewarding career path with uncapped financial upside, feel free to reach out to learn more.  

We touched base with Keira Mills who recently graduated from the Analyst program. She is diving headfirst into her new role as an Associate and running a candidate-based desk. Between her friendly personality and tenacious work ethic, we know Keira is going to continue to be successful in her new role.   

I. You recently graduated from Arrow’s Analyst program. Congrats! How does it feel?

KEM: I am thrilled to have graduated from the Analyst program, it feels great, and I am very grateful for all the guidance I received along the way! I feel like I’ve built a strong foundation from being a sponge and soaking up everything over the last 10 months of being an Analyst. I am excited to be running my own desk and working my own candidates.

II. What did the program teach you?

KEM: Two things the program taught me are resilience and patience. We work in an industry that is unpredictable, and this program has taught me to push through the challenges and letdowns while remaining optimistic. I think one of the most important things, aside from working hard, is to maintain a positive attitude and mindset for the future. The only thing you can control is your effort, and the rest will fall into place. The program has also taught me patience. Job searches can be super quick or take a few months to find the best fit for your candidate, so having patience with the process is key. I feel it is also important to remind myself that we are working with other humans that have a lot going on in their lives, and making a job move can be stressful and overwhelming at times, so it is important to stay empathetic while helping educate candidates to make the best decision for their career.

III. What is one key takeaway from being an Analyst?

KEM: Ask all the questions. Both when working with Directors internally and speaking to candidates. The more information you can get the better. When working with Directors internally, it was especially important for me to ask every question I had, especially in the beginning as I was entering the accounting and finance industry that I had no prior experience with. I also learned that in order to never miss anything, it is especially important to ask candidates as many questions as possible and be extra thorough in getting to know them and what they are looking for in terms of their job search.

IV. Tell us about a highlight of the program that you experienced.

KEM: The highlight of the program for me was getting to work closely with each of the Directors and Executive Directors to learn their best practices and how to deal with different situations. Each Director runs their desk a bit differently, so it was helpful to see the different processes and ways of doing things to figure out what works best. I have also loved getting to know everyone at the firm – we have an amazing culture at Arrow, and I am lucky to be a part of a really great team!

Rana Gulen started with us as an Analyst in March. She has been learning a ton and proving herself ever since!

I. Tell us about the Analyst program and what you have learned thus far.

RG: The Analyst program is great. I really enjoy getting to do hands-on recruiting work while also receiving mentorship and coaching from professionals who’ve been doing this for years. I’m learning a lot about accounting and the alternative investment space. My public speaking and sales skills are already improving a lot. Through this program, I feel a lot more confident interacting with candidates. Slowly but surely, I’m learning to be less sensitive to rejections during cold calls.

II. What has been the most rewarding part of the program so far? Who has helped mentor you during the program?

RG: I enjoy working closely with candidates and helping them reach their career goals. It felt great to close a deal, and I loved seeing the joy it brought the candidate. It was really rewarding to know I had a positive impact on their lives. My primary mentor is Executive Director Pat Lupfer—he’s great. Pat is kind and encouraging, but he still pushes me to be better. I really enjoy working candidates with him. Keira Mills has also been a mentor to me. I really look up to her and can turn to her when I have questions or concerns about anything. She’s been so open about her tips and tricks for succeeding in this field, and I really appreciate it.

Interested in applying for our Analyst program? Please send us your information and resume: info@arrowsearchpartners.com

Arguably the most vital part of every company’s organization is technology. The technology industry is ever-changing and evolving and is a constant source of hiring for all of Arrow’s clients. With that in mind, we decided to interview the Directors and leaders of Arrow’s technology team, Annie Canfield and Alex Romano, to gain more insight into this area, share helpful interview tips and to learn more about the team!

What are the main core buckets of technology recruiting?

• Infrastructure
• Application Development (also referred to as Software Engineering)
• Data Science / Data Engineering
• Digital Transformation
• Quantitative Development
• Project Management
• Business Analytics

What tips would you have for a hopeful technology professional who is just starting out?

AR: Make sure to get your name out there! Reach out to agency recruiters (like Arrow) to work with them in the hope of finding a new job. Be open. Specifically for an entry-level role, start applying proactively for jobs, reach out, and follow-up!

AC: Following up with HR or the interviewer makes you memorable. As a recruiter myself, I am more inclined to reach out to someone who applies for a job and then messages me on LinkedIn. I know they are serious about their search. Your profile is the biggest way for recruiters to look at you. The bullets listed on your resume should mirror the description on your LinkedIn profile. We search your profile for key words to see what roles you would be best for and learn more about you.

What would you say to a more seasoned professional interviewing for a new role?

AR & AC: Preparation is key! Research the company, be ready for technical questions, understand why the firm may be interested in you and your background. The hiring managers want to know that you are serious about the role and making a job move and that you are dialed in on educating them about your experience. Do not get stuck on the little things in your background – it’s important to look at the big picture and what you have accomplished as well as what you can bring to the table.

What are some improvements you would make when looking over an IT resume?

AC: It is vital to have clean formatting of your resume, complete with bullet points. Tailor your resume to reflect what job you are applying for. Candidates often forget to take this step and take time on their resume. When applying for different jobs, add technical components that align with the role you are applying for. Don’t keep the interviewers guessing, list all the pertinent information on your resume.

AR: To improve your resume, remember to add any necessary licenses and skills to your resume. It is crucial to list specific projects you’ve worked on, including these adds experience and relevance to what you have done.

Why should IT professionals work with Arrow when seeking a new role? What sets Arrow apart?

AR: At Arrow, we really take the time to sit down with our candidates and prep them over video before an interview. By taking that extra time, we are able to give you the tools required to be successful in the interview. We not only have close relationships with our clients, but we pride ourselves on being just as close to our candidates. Candidate trust is so important to us.

AC: We want to work with you for the long term, not just to fill the job today. We want to build relationships and give insight into the current market over the duration of your career. At Arrow, we are not transactional; we want to build trust and longevity. We ask questions to better understand who you are and what you want. We then are able to advocate for you in the best way possible.

What is the best part of your day?

AC & AR: The best part is extending a job offer to a candidate. It’s a win, win, win scenario. We help a client fill a role, we change the candidate’s life, and we get to make an impact.

To work with Alex or Annie, please visit their profiles or email info@arrowsearchpartners.com.

With the holiday season approaching, many of us will go on vacation, travel, and spend time with loved ones. While taking this time is important, it is also a valuable opportunity to think seriously about your career and despite what many may think, the job market does not slow down during the holidays.

Our goal in this month’s blog is to explain why you shouldn’t hold off on looking for a new job; if anything, it is a great chance to reach out to recruiters and keep your eye on new opportunities especially as we head into the next calendar year. You never know what kind of exciting role could be waiting for you.

We spoke with one of our Executive Directors at Arrow Search, Billy Ayers, to discuss the importance of “keeping your foot on the gas” if you are considering a job change. Billy brings over a decade of recruiting experience to the firm and is one of our most trusted leaders at Arrow. He lives by the saying, “if everyone is going left, it may be smart to go right.” He brings this mantra into his day-to-day routine.

“During the holiday season, there is limited competition from a candidate perspective. You might find something opportunistic due to individuals holding off on their job search,” Ayers noted. “From a client perspective, companies have often staffed their teams with key people by year-end but there are some major exceptions during the final months of the year; these employers prioritize filling the missing gaps on their team before moving into the first quarter. Hiring doesn’t always go as planned, and it is in the candidates’ best interest to pounce should something great be available. You may be able to find that golden opportunity when least expected.”

At Arrow we have seen the job market change in ways we never knew possible and next year will be no different. “An opportunity could be there today and not necessarily be there tomorrow. You should always listen to your trusted advisors and work with recruiters who know what is happening in the marketplace more than anybody else. Keep your eyes and ears on the ever-changing hiring landscape, and a career-defining opportunity might be around the corner for you.” Ayers surmised. 

“The greatest success comes to those who are bold,” Ayers concludes. “Do not slow down your search over the holiday season”.

If you or anybody in your network is looking for a new opportunity or simply wants to talk through the options open to you do not hesitate in reaching out to an Arrow recruiter today.

“Do you have any questions for me?” In an interview setting, you will most likely hear this question. Before an interview, you not only must research the company, employees, and job description, but you want to have thoughtful, inquisitive questions prepared.

It is extremely important to be prepared with 5-8 questions to ask your interviewer. It will show your eagerness and preparedness. Asking questions allows you to learn more about the company and see if you can envision yourself there. Similarly, it educates you on the daily functions and culture of the firm. If your interviewer doesn’t ask “Do you have any questions for me?” during the interview, you still want to ask questions. It will show your genuine interest in the firm and role. You want to ask specific, clear questions. Do not ask surface levels ones or talk badly about your previous role. Steer clear of any questions regarding salary or benefits.

We interviewed Executive Director of Accounting and Finance, JT Kirk, to gain his insight.

What are some great questions to ask in an interview?

As a candidate interviewing for a role, the main questions you want to focus on should revolve around the company culture, the role/responsibilities, and the people at the firm. You always want to ask yourself, “What is the hiring manager looking for in this hire?” as it can help shape your questions.

What is a question you should never ask?

Never ask what the hours are.  Rather, you should say “What is a typical day like?”

Never ask about compensation and benefits either.  Save that question for your recruiter, they will make sure you have all the proper information so you can make a well-informed decision.

Why is it crucial to ask questions in an interview?

Questions are a vital part of an interview for a few different reasons.  Firstly, it shows you care and have a strong interest in the opportunity you are interviewing for.  If a candidate does not show an interest in the role, then most likely the interviewer will not move them forward to the next round. Secondly, as someone interviewing for a role you want to make sure you have the proper information necessary to make a decision. I would recommend asking four or five questions to each person you meet in an interview. 

Lastly, you should never answer a question with a yes or no response.  A good interview has a strong back and forth dialogue with the candidate and the hiring manager.  Make sure you do your research on the company and the hiring manager and are prepared to ask questions to have a successful interview. 

We interviewed our Associate Director of Internal Operations, Kat Benedetto, to get her thoughts as she interviews many of our internal hires here at Arrow.

One of the biggest things I notice when interviewing candidates is whether their questions make sense for what they are interviewing for or not. This gives me an insight into whether they have spent time studying the job description, they understand the role they are interviewing for, and the type of company they are interviewing with. I also find that you can tell if the candidate has done their due diligence on researching the company and the person they are interviewing with. Some of my best conversations have been with these types of candidates.

What are some great questions to ask in an interview?

I always like it when candidates ask about previous projects a person in the current role has worked on – this gives them insight into the type of work that goes on and if that work is of interest to them, outside of the daily tasks assigned to them.

What is a memorable question someone has asked you in an interview?

I once had a candidate ask me to describe Arrow in three words – this is usually one that the interviewee asks, and I think by having the candidate ask they can align their values with the company. It is a two-way street and both the candidate and the company need to make sure there is a fit there to be successful.  

When a candidate says, “I have no questions”, what does it make you think?

My initial reaction is that they are not interested, or they are not fully prepared and are not understanding the role enough to ask questions.

As spring semester approaches its end for seniors, many find themselves in the internal struggle of what life after college will look like. Finding an entry-level role, one that will hopefully start after graduation may be something you are looking for. A job in the recruiting space can provide you with instant career progression and give you the ability to learn about a number of business lines such as Accounting, Finance, Human Resources and Information Technology. Working in recruitment allows you to be collaborative with your peers and challenges you to help people find their dream jobs, which is very rewarding. If you like working with people and thrive in a fast-paced environment, recruiting is a great career to consider after college.

We interviewed some of our recent graduates at Arrow, Jenna Vasilakopoulos and Conor Fenton to gain their insight.

How did you get your start in recruiting?

“I was first introduced to recruiting in college when one of our partners, David Gaber, who is an alumnus at SUNY Oneonta, spoke to my business class about the recruiting space. After hearing about it in my junior year, I became interested in the industry as it was a profession I could see myself succeeding in. David spoke about all the benefits of a career in recruiting and that my outgoing personality would be a great fit, so I decided to give it a shot and am so glad I did.” – Jenna, Associate Director, Accounting and Finance

 “A friend of my fellow colleague Jon Swartz recommended that I check out Arrow. Being open to any client-facing role in NYC, after the interview process with Arrow I was sold on everything about the opportunity, the people, the culture and the organization as a whole.” – Conor, Analyst, Accounting and Finance  

What advice would you give upcoming college graduates about a career in recruiting? How do they know it’s right for them?

“Never be afraid to step out of your comfort zone. The quicker you become comfortable being uncomfortable, the better you will be at anything you do. You never know something is right for you unless you give it a shot, and sometimes all you need is a shot. Bet on yourself.” – Conor, Analyst, Accounting and Finance  

“I would give the advice that if you are driven, motivated, and money-hungry recruiting is a great industry to be in. It is a very faced-paced environment where you are constantly challenged. Alternatively, it is a very rewarding and satisfying profession as well. If you enjoy challenging yourself, working hard, and reaping the benefits of your hard work, recruiting is a good direction to go in.” – Jenna, Associate Director, Accounting and Finance

How has Arrow Search Partners helped train and mentor you?

“Arrow Search has given me tremendous support and valuable mentorship lessons that go beyond the recruiting industry. The best part about work is that I am working day in and day out with people who want to see me succeed and be the best version of myself.” Conor, Analyst, Accounting and Finance  

“Arrow has taught me everything I know! As my first job and knowing very little about the accounting/finance space as well as recruiting space, they taught me everything. In addition to teaching me the fundamentals and basics, as mentors, they have helped guide me in every avenue. Arrow has become family to me as I not only look up to the senior-level team for assistance in the workplace but on a personal level as well. They really take you under their wing, guide, mentor, and help you flourish.” – Jenna, Associate Director, Accounting and Finance

What have you learned about yourself in your early years in recruitment?

“I have learned a lot about myself professionally and personally. I have learned to push myself outside my comfort zone, to be hungry, and to always come in with a motivated attitude. As a result, I was super successful in my first year of recruitment. With the positives, I also learned that sometimes scenarios occur that are outside of your control, and you will make mistakes but rather than get down on yourself, use every situation as a learning lesson that will make you that much better.” – Jenna, Associate Director, Accounting and Finance

What is your favorite story about helping out a candidate so far?

“There are a lot, as my favorite part of this job is meeting new people, developing new relationships, and helping each candidate in a unique manner that is special to them. However, my favorite story was when I helped a candidate gain a very large increase in salary. My candidate was 24 years old and young in their career. Being close in age, throughout the entire process, my candidate and I had a lot in common and related to each other in multiple manners. When I presented the offer details, the candidate said “Jenna, you just changed my life.” The response of my candidate put into perspective for me that recruiters really do positively impact the lives of our candidates. Of course, the commission I earned from closing the deal felt nice, but what felt even more rewarding was the gratitude, thankfulness, and excitement that my candidate expressed.” – Jenna, Associate Director, Accounting and Finance