Rhona Barnett-Pierce

RHONA PIERCE

phone with photo of Amy Miller, a white woman, and the words: Episode 3 Hiring Manager Partnerships with guest Amy Miller. Watch now

Mastering Recruiter / Hiring Manager Partnerships

Love or hate them, Hiring Managers are an important part of any hiring process. Partnering with them is not only smart but also necessary if you want to succeed.

In the latest episode of Throw Out The Playbook, I sit down with Amy Miller, a Senior Recruiter at Amazon with over 25 years of experience hiring in Tech. Amy shared her insights on building strong partnerships between recruiters and hiring managers.

🎧 Listen now

If you’re struggling to collaborate effectively with your hiring managers or find yourself misaligned in your hiring efforts, this episode is packed with actionable advice to help you turn things around. Here are some of the key takeaways:

1. Speak the hiring manager’s language:

Understand what’s important to your hiring manager and how they measure success. For example, a sales manager may focus on revenue and cold-calling rates, while an engineering manager may prioritize technical skills and problem-solving abilities. Tailor your communication style and use relevant data and metrics to demonstrate how your recruiting efforts contribute to their goals. By speaking their language, you’ll build trust and credibility as a strategic partner in the hiring process.

2. Understand the Business Problem:

During intake calls, focus on understanding the business problem to be solved before diving into the details of the role. This will help you identify the right solution and set realistic expectations.

3. Use data to calibrate expectations:

When faced with unrealistic candidate profiles, leverage market data to help hiring managers understand the talent landscape and make informed decisions.

4. Maintain clear communication:

Implement a prioritization matrix with clear expectations and SLAs to keep everyone aligned throughout the search process. Hold both parties accountable for their commitments.

5. Build relationships at all levels:

Foster strong partnerships by building relationships not just with your direct hiring manager but also with leaders at the highest possible level. This can help you navigate challenges and stay aligned with broader business goals.

But don’t just take my word for it – tune in to the episode to hear Amy’s stories and examples of how these strategies have worked in her own career.

phone with photo of Amy Miller, a white woman, and the words: Episode 3 Hiring Manager Partnerships with guest Amy Miller. Watch now

Here are some next steps you can take after listening to the episode:

  • Reflect on your current hiring manager relationships. Where are the gaps in communication or alignment? What steps can you take to bridge those gaps?
  • In your next intake call, start by asking about the business context and the problem to be solved. Notice how this shifts the conversation and helps you align on the right solution.
  • Choose one metric or data point you can track and share with your hiring managers to help calibrate expectations and make informed decisions. Commit to updating them regularly on this metric.

By implementing these strategies and making small changes in your approach, you can start building stronger, more effective partnerships with your hiring managers, ultimately driving better hiring outcomes for your organization.

If you found this episode helpful, please share it with your fellow TA professionals who could benefit from Amy’s wisdom. And if you really liked the episode, I would appreciate it if you could leave a 5-star review. ❤️ Reviews help listeners find the podcast.

Talk to you next week,

P.S. What’s your biggest challenge when it comes to working with hiring managers? Hit reply and let me know – I’d love to hear from you!

☎️ Work with me 1:1​ | 👩🏾‍🏫 Hire Me to Train Your Team

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