Pitch Me Flashcards
How would you pitch a passive project manager candidate a perm (150K) Dow Jones B2C Project Manager position whos motivators are career progression, stability and compensation?
“The opportunity that I have is with Dow Jones on the B2C side. It’s working with all the major consumer products like Wall Street Journal and Barrons. You’ll oversee multiple project work streams and have the ability to make an impact with C level executives and grow into a Program Director. I know that you were looking for stability which this role is full time and the base salary is in line for what you’re targeting”
What would you say to Trey in the following scenario after a debrief to drive urgency:
-Candidate (Jon) just finished his second round interview and the meeting went well
-We don’t know how many more rounds of interviews are left until an offer
-Our position is the candidates top choice
-The candidate has a final interview with another company tomorrow morning and he let you know that he is taking the first offer that he gets because he’s been out of work for a month
“Trey, I just finished Jon debrief and he thought the conversation went really well. The position is his top choice but he has a final tomorrow morning and he let me know that if he get’s an offer he’s going to take it. He let me know that he’s taking the first offer that he gets. Can you let the manager know about his final and to see if they are willing to make him an offer by the end of the week? He’s not going to be around for another round of interviews. Let’s see if the manager would hate to lose him to a competitor”
What do you say to an A candidate that isn’t telling you their current compensation in a Prescreen.
“The reason why I’m asking you that question is to know exactly what compensation makes sense for you based on a position that aligns for what you’re looking for. Our hiring managers will ask us where candidates are with compensation just to understand what’s going on in the market so they can be competitive, and I want to make sure that we are on the same page regarding compensation. Can you tell me what you W2 last year or what your current hourly rate is?”
How would you pitch Judy’s background in a resume review when she only has 1.5 years of experience when the client said they need a minimum 3 years. note: Judy has 1.5 years of all 3 of the hard requirements (SQL queries, PowerBi and running adhoc reports) and she works for Tesla
“I wanted to make one quick call out about Judy background, she only has 1.5 years of experience. The reason why I submitted her was she’s doing exactly what you are looking for in her current role at Telsa. She is running large amounts of sql queries, working with PowerBi from a reporting perspective and she is doing alot of adhoc reports on a weekly basis. I was concerned about the years of experience before I got on the phone with her but after talking to her she has the skills needed for the role and can hit the ground running”
What do you say to a candidate that needs to reschedule a CONFIRMED first round interview the day before because they are busy at work
“No problem on rescheduling the interview but before I do, I want to make sure this position hits on all your motivators and that you’re excited about the position. Don’t want to waist your time or my clients time if you aren’t that interested….give me some windows of availability that work for you and I’ll get it rescheduled when you’re available”
What do you say to your candidate that wants to pull themselves from process (before resume review) after reading a glassdoor review about how the company we submitted them to doesn’t value employees. note: our hiring manager has a great reputation and the position aligns with the candidates motivators
“I understand why you would want to pull yourself from process but this position hits on all of your motivators and the manager has an amazing reputation and really values culture. Let me share your background in our resume review and push to get you set up for a meeting. I want you to talk with them before coming to that conclusion and passing on the position’
How you communicate risk to Murphy after you just internally submitted Terry who’s an A+ candidate but he isn’t sold on a 6 month contract to hire because they need PTO and great family benefits. They meet all the hard/preferred requirements and are in comp.
note: the second resume review is tomorrow and we only have 2 candidates that have done a first round interview
“Murphy, I just submitted Terry who is the best candidate I’ve talked to, and hits on everything the manager is looking for, but the issue is that they aren’t 100% sold on the contract to hire piece. They need PTO and great benefits up front. I still want to pitch in tomorrows resume review and see if they would be willing to go straight perm or get more detail on conversion timeline”
