Building the Briteland: Episode 3 — The Talent Pipeline Manager

Kathleen Kiang
Sep 22, 2015 · 3 min read

In this series, I’ll be documenting our journey as we try and shake up the transactional nature of recruiting. I’ll be writing about how to build the recruiting structure to support our work, how we can successfully scale thousands of personal relationships with prospects and candidates, and how we can get the entire company actively helping to recruit and continue to grow this incredible culture we’ve built here at Eventbrite.

I had never heard of a “Talent Pipeline Manager” before stumbling on Eventbrite’s Careers page. I was only accustomed to the 5 usual recruiting profiles out in the market — Recruiter, Recruiting Coordinator, Sourcer, and the occasional Recruiting Operations or University Programs positions. After trying to classify this role and rereading the job description about six times, I decided to throw my hat in the ring and learn what Eventbrite’s Recruiting team was up to.

A few days later I was invited into the Eventbrite office to have coffee with Mike (Director of Recruiting) and Deniz (Experience Marketing Manager). We spent an hour talking about our frustrations with recruiting transforming into a transactional, impersonal, and reactionary system. I’ve witnessed this first hand as many of you may have as well. Instead of planning ahead and building genuine, long-term relationships with individuals, it has become an assembly line of sourcers shooting out InMails, coordinators scheduling interviews, and recruiters rapidly pushing candidates through the process. It has become a mechanized and inefficient process where authenticity and creativity is entirely lost in the shuffle.

Mike wants to disrupt the way a company thinks about hiring (read more here for Part 1 and 2). Let’s make recruiting human again and put the focus on fostering relationships with individuals and spending the time to understand their interests and needs, regardless if they have the skills today or if they are looking to interview. As a return, these relationships will lead to better quality candidates, shorter hiring cycles, and higher close rates.

After three rounds of interviews with eight senior leaders (including Julia Hartz) and doing two collaborative exercises, I was sure of three things:

  1. The fact that Eventbrite recognized the need to dedicate a full-time person to bring this audacious vision to life is a huge step towards disrupting traditional recruiting.
  2. Regardless of all the preparing and researching, I realized there’s no right, nor easy, way of building this program. It just hasn’t been done before, and we’re going to have to take risks. Pretty exciting and terrifying at the same time.
  3. I want this role!

Fast forward to today — I’m entering my fourth month here in the Briteland, and it’s been incredible to see the transformation already, from building our content marketing strategy to reorganizing our large database of candidates. In this series, I’ll share the challenges and road bumps (there sure are a lot!) as well as the learnings we’ve made as we’re building this powerful and human engine from scratch.

I’d love to hear your thoughts and experiences. Don’t hesitate to reach out to me directly if you have any questions or ever want to exchange ideas. I love connecting with people who are doing interesting things and building relationships (hence why I’m so excited about this role and what we’re doing at Eventbrite!!)

Kathleen Kiang

Written by

Head of Recruiting @Color. Come join us: http://color.com/careers. 👋🏼 Previously @ChanZuckerberg @Eventbrite @Box .

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