Attendees tell us they appreciate our broad experiences as corporate recruiting leaders, as it makes the sessions (loaded with hands-on, scenario-based small group exercises) much more real-world than other conferences or training sessions they’ve attended.
John Vlastelica has led large corporate recruiting teams as Head of Global Recruiting for Expedia and a Recruiting Director with Amazon.com.
As the Managing Director of Recruiting Toolbox, he’s consulted with all kinds of companies on recruiting strategy, process improvement, and recruiting team management. He’s also been a top-rated speaker at US and international conferences, a popular author on all things recruitment, and a conference producer (Talent42 – The National Tech Recruiting Conference). Learn more about John Vlastelica here.
While we believe strongly that vendors and suppliers (RPO, services firms, agencies, consultants, etc.) can be critical to the success of a corporate recruiting leader, this particular event is for 20 corporate recruiting managers/directors only. All of the content is built around an in-house, corporate recruiting leader’s challenges, and all of the attendees – who want to grow their networks with corporate peers – expect the people sitting next to them to be in similar roles.
We have nothing against the vendors/suppliers/partners in our community; this just isn’t the right event for them.
If you have questions about your eligibility to attend, please contact us.
US: Alumni for our US sessions include recruiting managers and directors from companies across industries, across North America, including eBay, Nike, Amazon, Target, Nestle, Electronic Arts, Facebook, Yahoo!, Microsoft, PNC Bank, KinderCare, KPMG, Netflix, OpenTable, NBC, Coca Cola, IKEA, Starbucks, GoDaddy, Groupon, Hilton, Activision, Visa, TripAdvisor, Square, LinkedIn, Uber, REI, and SAP.
Europe: Alumni for our EMEA sessions include recruiting managers and directors from companies across industries, across Europe, including PepsiCo, Amazon, Logitech, Booking, Deutsche Bahn, Deloitte, Twitter, Bloomberg, Expedia, Dell, EA Games, and Zalando.
Titles matter less than roles. To get the most out of this, you should be in a role where you need to regularly build business cases to justify investments, create, communicate and gain buy-in for recruiting strategies from the business and your team, measure and drive recruiter productivity, scale processes, manage and lead teams, influence executives and hiring managers, and problem- solve difficult team and business-facing issues. Past attendees have included supervisors to directors, but all have been responsible for managing some or all of the recruiting function in their organization. You MUST directly manage corporate recruiters to attend.
Note: When we’ve had more senior leaders attend – people who manage other recruiting managers or directors – they tend to find exercises more suited for their direct reports. The sweet spot for this workshop is hands-on recruiting leaders, who are directly managing a team of recruiters and work directly with some or all of the business executives for their functional focus area.
Absolutely! We will give you a workbook loaded with content from the two days, and soft-copy templates to help you succeed as a recruiting leader. Our labs are very practical, so participants tell us they’re often able to use the tools and templates literally the week after the lab.
Absolutely, yes. You’ll learn new skills, develop key competencies, grow confidence around your role as a leader, and expand your network of peers, who can share lessons learned during and after the session to help you succeed (you’ll be invited to a special Slack channel networking group after the event to make it easy to share and stay connected with fellow Recruiting Leadership Lab alumni).
We’ve had VPs of Talent Acquisition describe noticeable improvements in influencing skills, planning, team management, and confidence after sending their recruiting managers to our labs.
We’ve also had several alumni tell us they were able to successfully interview and get hired into a bigger role by leveraging some of what they’ve learned in our labs, especially when asked about how they’d approach building out a new recruiting strategy, driving adoption of new strategies and processes, engage and influence challenging executives or HR partners, and coach underperforming recruiters.
Workshops have identical formats – scenario-based work in small groups, with peer recruitment managers, led by John Vlastelica – but different focus areas. You do not need to attend Lab 1 to attend Lab 2, and Lab 5 is not more advanced than Lab 3. They simply have different topics.
Sure, to get on to our notification emails, please fill out the form here. That’ll put you into our system as someone who is interested in the Labs, and then – when a new lab is available – we’ll email you with details.
Sorry, we don’t. We’ve never had to discount this premium program – we sell out, at full price, and don’t offer any kind of discounts. People tell us it’s an excellent value, so I hope you can still join us.