-: So my name is Deanna Walker,
and I'm a technical recruiter.
I place IT professionals.
So on a basic level a recruiter takes roles
from clients and fills them with IT professionals.
So what I actually do is spend my day talking
to you know developers, project managers,
just people in various roles in IT
figuring out what it is that they want to do
so that when a position opens up, I have you know,
people to go to to kind of match with this role.
So I work with SMCI or Software Management Consultants
and they're not full desk so I just recruit for candidates.
There's a sales team that goes out
to companies and goes to our clients
and works with hiring managers to get roles.
So once you know a sales person comes back
and says I have three developers I need filled,
then they go to the recruiting team.
There are other companies that are full desk
which means one person is doing the recruiting
and the sales work and so in that case
you just kind of, it's all up to you.
You go find your hiring managers and fill the roles.
I do mostly contract work which is a little bit different
from when you are filling a permanent role,
so for contract roles, you know a position will come out
usually the project has already started with this client,
you know they're looking for, let's actually just say
a developer, so you know project's in motion,
a project manager would go to the sales person
and say hey, this is the project we're working on,
we need somebody with these skill sets,
they come back to us, you usually want to present
two or three candidates for any role
just because you never know what's going to fit
with the team, different things,
so the candidate comes, they interview with us,
we meet everyone in person,
because you just never know what you're getting
till you meet someone face to face,
submit them over to the client,
and that's where you have that sometimes terrible,
sometimes lovely wait time of them reviewing resumes
and figuring out who they want to meet,
and then I just kind of facilitate from there
and you know make sure I'm scheduling the interview,
prepping candidates so they know how to best present
themselves when they go in,
providing feedback as often as we have it,
and then ideally presenting the offer
and you know just taking them through that transition.