Josh is the Manager of National Talent Acquisition at PFL, a Montana based marketing technology company that “provides sales enablement and marketing automation solutions.” Josh’s role in talent acquisition is to fill all vacancies assigned by the company’s executives in their quarterly meetings. Whether he’s working the phones or shaking hands at conferences, Josh strives to bring the best possible candidates to the table.
Transcript
My name is Josh Jones and I am the National Talent Acquisition Manager for a company called PFL and our company is a marketing technology company that actually plugs into sales force and then some of the marketing automation platforms, such as Marketo, Eloqua, Sales Force Marketing Cloud. It enables marketers to send things physically in what's now today, is a very digital marketing world. So my job is to make sure that we're hiring good, smart, talented people, that can continue to drive our business forward. So I go out into different areas, college campuses as well as just the technology community and actively reach out to people that look like would be good potential fits as well as filter through everybody that applies to our company, both in Montana and Indianapolis. So we kinda know what our priorities are for that next quarter in terms of what we need to go out and find. From there, we take the different jobs and we get them posted on our company websites, on the different job boards out there, so Indeed's a big one we utilize, TechPoint in Indianapolis has been really good for us and then once we post those jobs, we tend to get a really good flow of applications coming in, so our team kinda divides and conquers. We each are working on specific roles, just depending on where the business needs are. But then, we get them posted, we start filtering through the applicants that are coming in, simultaneously, when we have time, we're doing some more passive, where we just reach out to folks that we may know from our networks, or from referrals so that's kinda where it all gets going and how we typically find the folks that we're gonna be hiring. So yeah, once it's filled, I especially with our team, we try to stay in constant communication until they start and even after they start. We had nine people start for our company in Montana last week. It's one of the reasons I was out there, so over the next few weeks our team will be continuing to reach out to the people that we hired and making sure that they're having a good onboarding experience but a lot of times there is a bit of a handoff to their direct manager, who leads their onboarding through getting them up to speed in their roles.
Download transcript