Six Degrees: Tell us of your home world.
Andrew: I currently live in the Historic Core of downtown Los Angeles with my girlfriend Terri. Terri works in post-production for WB’s “Gossip Girl.” We’re pet free, .. For now.
I’m a rarity in Los Angeles in the fact that I don’t own a car. I take the Metro to and from work daily. In our spare time, both Terri and I are involved with the LA Derby Dolls roller derby league and are also part-time foodies and cineastes. My project for 2009 is a downtown LA food blog. I also produce/direct one to two stage plays a year.
Six Degrees: How many years have you been in the staffing industry?
Andrew: I’ve been in recruiting, in one form or another, for approximately eight years.
Six Degrees: How did you get started in the staffing industry?
Andrew: I initially began in staffing, providing contract labor for American Honda Motor’s national headquarters in Torrance, CA. There were as many as 300 contractors at any one time ranging from administrative and customer service contractors to technology and automotive professionals. I moved on to run a full-cycle third-party search desk. I worked primarily with automotive component manufacturers. Next, I contracted with Mattel toys providing international logistics, technology, administrative and security professionals, both domestically and abroad.
I was introduced to Sourcing at Toyota Financial Services and provided Talent Acquisition for Finance, Operations and Field positions. At TFS, I had the opportunity to re-work field recruiting processes, experience new tools, and learn the value of sourcing to a recruiting process.
I’m currently at Parsons Corporation which is a global engineering and construction management firm. I manage our sourcing function that assists with executive level searches, strategic hires for business development, highly specialized technical roles, and large-scale staff augmentation
Six Degrees: What single event had the most impact on your sourcing/recruiting career?
Andrew: I don’t know that there has been a single event that has had a specific impact on my career, but there have certainly been several people along the way that have refined my outlook on how I do my job.
Do you have mentor(s) or people who have otherwise made a direct impact on your overall outlook on recruitment, capabilities, and/or model your career after?
Andrew: First and foremost, I’d credit LaTasha Folk from Toyota Financial Services for helping me define and perfect the role of the sourcer in the recruiting process. One of my current business partners at Parsons, Joe Piotrowski has been invaluable in refining my outlook and commitment to process. I’ve also benefitted heavily from my current team; Holly Klotz, Lisa Kearney, Joyce Ly and Ibrahim Zaghw for continually challenging my outlook on approach and communication. I’d also like to thank my sourcing foil, Annette Herrera, for her longtime friendship and advice.
Conceptually, there, of course, is El Dave, for introducing the concept of open networking. Shally Steckerl for continuing to push the viability of a sourcing function in the marketplace. And 97% of the blogosphere, which I steal from on a regular basis to make myself look smarter. I’m standing on the shoulders of giants and the view is good.
Andrew: In my current role with Parsons, I manage a team of four, soon to be five, corporate sourcing professionals that assist our federal, water, commercial and transportation business units. My team provides market intelligence, marketing recommendations, and talent location/acquisition services for our in-house executive search function. We also consult with our business development groups to find key hires who may be needed to supplement our current staff in order to win new projects. Finally, we provide support on niche technical positions and large-scale hiring initiatives for project ramp-up.
Six Degrees: (A) What other companies’ recruiting operations do you admire or have heard are best-practice examples?
Andrew: There are so many companies that inspire me to change my way of thinking about recruiting and sourcing. I’d point to Google’s commitment to quantification of all parts of the recruiting process and their attention to metrics. Invitrogen’s repositioning recruiting/sourcing as a revenue generating function. Microsoft, in general, for being as committed as they have been to sourcing as a function in recruiting.
(B) In what aspects are they superior?
Andrew: Generally, I think any of the examples that I gave or could think of have strong ideas about what recruiting means to their specific environment coupled with a commitment to apply that operationally. In some ways, I think at Parsons, we’re still in the process of starting to come of age with those concepts.
Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why?
Andrew: The biggest general news story that will have an impact on my work is the election coupled with the economy. The push for economic stabilization through infrastructure construction could be a strong boon to Parsons at a time when most private industry will be re-assessing facility expansion. Secondarily, the continued attention to the environment, green construction, and alternative energy infrastructure will all be areas of growth for Parsons in the immediate future. I have to say that I feel very lucky to be working in the industry I’m in and for the company I work for, right now. The events of the past six months have been fairly portentous for our industry.
Have you ventured into the public domain with speaking events, or publications, per se, to represent your company or, more specifically, the art of sourcing?
Andrew: I tend to be fairly low-key when it comes to speaking events, awards, etc. I was able to take part in a panel discussion of Sourcing Metrics with Chris Murdoch from Yahoo and Angela Harper from Harrah’s at the 2008 Kennedy Sourcing Summit in Las Vegas. I tend to me much more likely to be an attendee than a speaker.
Six Degrees: What is your next career goal? What do you need to do to get there?
Andrew: Being only two years into the sourcing program here at Parsons, there is still a lot of work to be done around perfecting process, communication, and effectiveness. That said, in the future, I’d be interested in working internationally to set an off-shore sourcing capability, handling both domestic US and international hiring.