Kelly Moncada is more than a Talent Acquisition Manager. She is an integral part in changing how this job is done. Long gone are the days of just placing people for the sake of placing them. Candidates are savvier than ever before; they want more and they are not afraid to ask for it. Some are searching for more of a cultural fit while others are longing for a career that they can dive into and make a lasting impact within their industry. Whatever their motivation, she makes it her job to listen and be thoughtful in marrying the best candidate with the best company. Kelly puts everything she has into her job, because it is her passion and what she was born to do.

Q: Can you give us a little background on yourself and what lead you to working in this industry, and ultimately with ZipRecruiter?

My background really illustrates the hustle and bustle that is recruiting and talent acquisition.

I started early on working for my parent’s business, when I was only 14; they obviously did not care about labor laws back then. LOL! I was their sales rep, working the phones to land accounts. One of the highlights from that early period was a cold-call that I made to Fry’s, which landed me my largest account. We created over 1 million loyalty cards for them, and to this day is a feeling I will never forget. I was hooked.

Later on, I moved to Arizona and started working for Kelly Services–super annoying when your name is Kelly. This is where I fell in love with staffing, and about ten years ago, made the decision to go into corporate recruiting.

While working at other companies, I started using the ZipRecruiter product and loved the ease it provided for finding great talent. A little over two years ago fate stepped in, when I saw that ZipRecruiter had a call center in Tempe, and they were posting for a Senior Sales Recruiter position. I believe that timing is everything, because I accepted my new role just as I was about to be laid off.

I have been here ever since and am loving every minute of it.

Q: What “fills your cup” on a daily basis and how do you bring that into the recruiting work you do?

My passion is helping people. The absolute best moments of my job are when I am able to help someone find their ”career.” I love the unique process of watching someone you have had the pleasure of working with, grow and climb their way up through various departments and roles within an organization.

Q: You have been in and around this industry for some time. How have you seen hiring and job placement evolve into what it is in 2020? How has the past few months changed how you do your job?

One of the greatest and most desirable changes I have seen in job placement over the years, has been the drive in offering amazing benefit packages. There are so many technology companies especially, that have enriched the lives of their employees by adding perks (free food, free benefits, no dress code, etc…) I remember when a company perk was a free cup of coffee.

In regards to how my job has changed over the past few months, the truth is that not much has changed. It’s harder to sell a candidate on a company right now, so my questions have changed to adjust to the climate the candidates are now navigating. Listening is key to this job. So many people have been affected by COVID-19 in so many ways, and I am finding that they just want to be heard. It’s a tough market right now, so compassion and care is essential.

Q: What would be your best piece of advice to companies and leaders looking to grow and stay on task during this “new normal?” How can they wade through the chaos and navigate their business to stay afloat, while keeping their leaders and teams inspired?

Analyze your burn rate. What are you spending your money on? Having a purpose tied to the spend is important now more than ever. Also, getting to know your employees is so valuable not only as a company, but as a leader. When you have your finger on the pulse of the floor and your team, it goes a long way in ensuring your success and their happiness. My last piece of advice is to keep open communication–Transparency with your people is better than an employee having to guess on a daily basis, what is happening with the business, their job, etc.