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Six Degrees: How many applicants at your present employer do you estimate are hired from your corporate website as compared to how many are hired through referrals?
Andrew: At Google, they would receive thousands of resumes a day. however not all the hires came from general applications. More came from sourcing, various events and referrals. Google takes recruiting very seriously and will use these methods to find the best talent.
Six Degrees: What is the source of the “Most Hires” collected from at your present employer? (In terms of Quantity #)
Andrew: The source of most hires would have to be through proactive sourcing and employee Referrals.
Six Degrees: What is the source of your “LOWEST COST OF HIRES” – (least amount of invested resources for the easiest hires, regardless of quality) at your present employer?
Andrew: The source of lowest cost of hire would be through general application. Google has created a great environment in which top talent proactively apply. It is truly amazing the talent that works at the company.
Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review?
Andrew: Through out the last 4 years I have focused on various software engineering professionals (back and front end software engineers, web developers, flash developers, product management, and system operations,). Also I have a niche for hard to find roles specifically language specific for instance korean and Japanese speaking engineers.
Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of?
Andrew: I feel very lucky to have worked for some great corporations here in the Silicon Valley who make a great investment in the training of their staffing professionals. I have been able to take advantage of online, seminar, and video conference training. I always strive to continue and develop my skills.
Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit?
Andrew: In house ATS and the internet (Blogs, Linkedin, Twitter, Facebook, boolean searches, job boards, patent searches, alumni groups etc.) Some of the tools we use here in the U.S. do not translate to finding great talent directly as with other parts of the world. For example with a more private sensitive country like Japan, it is harder to do a Linkedin search to source good talent. Many people are very reluctant to put their information on the web. It is more about the referral process and face to face interaction which takes more time. Although the up and coming engineering talent often will have their own blogs or web site. They are more keen to engage in this but one will have to be able to at times understand Japanese as it may not be in English.
Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career?
Andrew: When I first started recruiting, I used a Japanese phone book and in house database at the agency I worked for in Japan. The first three months I worked at the company, I was cold calling (cold calling was still going on strong in that market at the time) 8 hours a day then spending the rest of my day meeting candidates at coffee shops and at the office. The tools were very limited and I also attended many conferences to meet candidates and various hang out locations. Since in Japanese culture many people go out to drink after work with co-workers, I often would go to a local bar or club to meet potential candidates. In fact, some of the people I met at these local hang outs I placed into different companies.
Six Degrees: How did your expectations of being a recruiter compare to the actual, first time you got on the phone or in the cubicle? In your opinion, how do people’s assumptions about our vocation differ from reality?
Andrew: The only expectation of being a recruiter was from my sister who first started in the business when I was in college. However at the time I didn’t pay attention to her line of work and just remember her always doing research for her company. I didn’t find it exciting at the time and before joining the agency in Japan and was a little hesitate but had no other job option.
Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience?
Andrew: My biggest mistake when I first began recruiting was my pre-qualifying skills. It was so tough in the Japanese market to bring someone in from a cold call that I remember often times not doing a good job pre-qualifying. I learned right away how to be smarter with my efforts versus working harder.
Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career?
Andrew: One of my strengths is my customer service and relationship building skills. I believe one of the best practices I tried to leave with each opportunity is treating each candidate as if they are the only person I am dealing with. I have been commented on this often and have conducted many informal training on my style. Although very busy I always try to make each person feel specifically special trying to at least leave them with the good image of the company even if they didn’t get the job.
“I have known Andrew for many years. He takes great pride in matching people with the right job and takes a personal interest in their continued success and career development. I have seen many people walk up and thank Andrew for helping them years earlier.” March 18, 2009
Paul Peissner, Alliance Manager – Business Development Specialist, BMC Software
“Andrew has contributed enormously for building the engineering team for Google. He has realized great trust among line managers as a Recruiter who can actually deliver. Andrew has a very challenging assignment to hire world’s top notch engineers with Japanese language qualification. Regardless of the challenge, with the three years that Andrew has worked for Google, Andrew has achieved to build a great engineering team in which the team he built is making enormous contribution to the core product development. Andrew is greatly experienced Recruiter where he can manage the entire recruiting life cycle. He has great sustainability in the way he manages candidate and client relation. He also has great interpersonal skills in the way he knows how to gain and maintain trust with candidates. I have worked very closely with Andrew at Google for two years and I highly recommend him as professional recruiter.” September 2, 2008
Tim Hayashi, Recruiter at Google Inc.
“Andrew is such a pleasure to work with. He is a sincere, genuine, hard worker who will go above and beyond what the job entails. I enjoyed working with Andrew on my team. He’s one of the most polite people I have ever met and has a kind, gentle heart. Andrew is a superstar performer and I’m glad that we were able to work together.” February 11, 2008
Gina Pak (firstname.lastname@example.org), Recruiter/Coordinator, Google
“It was great working with Andrew. He always has a positive attitude and develops a great rapport with his work colleagues. Andrews works hard to get things done in time. I highly recommend him to anyone!” February 11, 2008
Dennis Ho, Recruiter at Google
“Andrew is an excellent recruiter who knows how to close the deal. He finds the candidate, gets them through the process, and gets them to accept the offer in an efficient and timely manner. He understands the importance of making the sale.” February 11, 2008
Christopher Cheung, Internet Sourcer, GOOGLE
“Andrew is an amazing recruiter. He is soft spoken but articulate. I’ve worked with Andrew at Google in different groups but we often worked together to source/recruit Japanese professionals for both Mountain View and Tokyo Google offices. Andrew gave me some great tips and resources on finding Japanese candidates. We often shared ideas and brainstormed on ways to find the Japanese Google talent. He is very smart, resourceful, responsive and friendly. I had a great time working with him and he is one of the successful recruiters that I know of at Google. You can never go wrong hiring Andrew!” February 10, 2008
Ritu Singh, Partner Solutions Organization Sourcer, Google
“Andrew is a friendly and passionate recruiter. He speaks Japanese and has good skill to recruit software engineers internationally. He works hard to hire good software engineers in Japan as well as those in U.S. who would like to work for products targeted at Japanese market.” February 9, 2008
Junji Takagi, Software Engineer, Google
“Andrew is hiring lots of Japanese software engineers in US and in Japan. He works with a certain amount of teamwork and helps me often.” January 31, 2008
Jun Inada, Engineering Recruiter in Tokyo, Google Japan