Angel Alexander: From Therapist to Workforce Architect SUMMARY: What happens when a mental health therapist pivots into talent acquisition? You get someone who sees recruiting as relationship architecture, not transaction management. Angel Alexander managed 36 recruiters, negotiated over 10,000 offers (up to 30 per week), and built diversity pipelines that actually worked because she focused on outcomes, not policies. Her secret? Understanding that all business is personal, meeting people where they are, and asking what candidates need instead of assuming what impresses them. In this episode we talk about the uncomfortable truths most TA leaders avoid. Angel breaks down why community outreach beats corporate strategy every time, how she convinced people to take $50,000 pay cuts, and why your hiring managers need to stop weeding candidates out and start weeding them in. We get into the psychology of salary negotiations, the 15+ hiring biases killing your pipeline, and why that candidate in flip-flops might be your next top performer. Plus, Angel shares her Unplugged Connect card game that forces deeper conversations than your standard screening call ever could. KEY TAKEAWAYS: Angel negotiated 10,000+ offers, averaging 30 per week, and regularly convinced candidates to accept $15K-$50K pay cuts by focusing on total value beyond salary She managed 36 recruiters by starting with Crystal Knowles personality assessments for each team member to understand how they communicate and operate Grassroots community outreach is massively underestimated by TA leaders, but it builds trust faster and creates longer pipelines than broad corporate strategies There are 15+ hiring biases most managers don't even know they have. The candidate in flip-flops might not have money for shoes, not lack professionalism Benefits like full-ride education ($30K+ value), IVF coverage ($30K), therapy sessions, and virtual training options close deals when salary can't compete Asking "What do you want a company to provide to you?" early in conversations reveals what candidates actually value and arms you for negotiation Revolving loan fund model: Meet people where they are with what they need, not what you assume impresses them (coffee at 8am > fancy lunch that disrupts their day) CHAPTERS: 00:00 – Intro and Welcome 02:47 – From Therapist to Talent Architect 06:27 – The Unplugged Connect Card Game 11:36 – Managing 36 Recruiters Without Losing Your Mind 16:01 – All Business Is Personal 18:04 – DEI: Policy vs. Practice 26:00 – Community Outreach vs. Corporate Strategy 32:36 – Meeting People Where They Are 40:53 – Interview-In, Not Interview-Out 46:51 – Salary Negotiations: Beyond the Paycheck 56:03 – Next Guest Recommendations SOUND BITES: "Interview-in, not interview-out. Look at their strengths and weaknesses. Weigh them out. See what can be coached and then assess in the next year what has increased." "When you're more authentic, when you're more people-led driven, you're going to get diversity. Because they see the truth. They feel like they can be seen. They feel they can be heard." "I had people take a $50,000 pay cut because of the type of internal benefits that we have. It's not just about weeding in their qualifications. I want to know what's not on your resume." GUEST INFO: Name: Angel AlexanderLinkedIn: linkedin.com/in/angeldbaExpertise: Founder of Unplugged Connect | Diversity Pipeline Strategist | Former Therapist Turned TA Leader Who Negotiated 10,000+ Offers
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