Every successful recruitment strategy is driven by the people behind the scenes who ensure the right talent meets the right opportunities. At Another Source, our Talent Strategists play a pivotal role in connecting clients with exceptional candidates. Today, we’re excited to spotlight Dayna Brown, a Senior Talent Strategist, to learn more about her work style, preferences, and what drives her passion for recruitment.
Q: What does a typical morning look like for you as a Senior Talent Strategist? Do you have any routines that help set the tone for your day?
A: Mornings as a Senior Talent Strategist are all about focus and setting a strong foundation for the day. I start by tackling communications—emails, LinkedIn messages, voicemails—making sure every client, candidate, or prospect gets a timely response within 24 hours. If someone is interested in learning more about a role, I prioritize getting those conversations scheduled quickly.
Next, I turn my attention to client updates. I let hiring managers know exactly where things stand—current candidate pools, outreach progress, and where we’re focusing our efforts. If there’s important market feedback or any potential challenges, I address those proactively to keep everything on track and to meet their needs.
Collaboration is a big part of my routine. My podmate and I meet daily to review each role, strategize next steps, and make sure we’re fully aligned. It’s all about staying organized and providing seamless service to both clients and candidates.
Of course, no morning is complete without my essentials: water, caffeine, and a clean, organized desk. Once I’ve got those in place and my to-do list in front of me, I’m ready to take on the day with confidence and purpose.
Q: What’s the most rewarding part of your role as a Senior Talent Strategist?
A: I’m driven by the opportunity to make an impact, whether it’s on the client or candidate side. Every interaction is intentional, meaningful, and has the potential to make a difference, no matter how small. Helping someone find the next step in their career—one that aligns with their values and goals—is incredibly fulfilling. Being a part of that journey, even in a small way, and presenting opportunities thoughtfully and authentically is something I truly value.
It’s especially rewarding when a candidate I’ve worked with grows into a hiring manager who then partners with us in the future. Seeing how they’ve flourished in their role and career is a testament to the work we do. Even when a candidate and role aren’t the right match, the relationship we build is important. My goal is to make sure every interaction leaves a positive and memorable impression—and helps them be successful in whatever that future may look like, whether it’s landing their dream role, gaining clarity on their career path, or feeling supported and valued throughout the process. I also take pride in providing real-time feedback to help candidates improve their interview skills, refine their resumes, or simply build more confidence in their job search.
On the client side, it’s just as rewarding to help hiring teams build their dream team. Acting as a true partner allows them to focus on their priorities while we handle the nuances of talent strategy. Providing real-time feedback, addressing market challenges, and collaborating on creative solutions to meet their needs is an aspect of the job that I really enjoy. It’s all about creating meaningful partnerships that deliver results.
Q: Recruitment is fast-paced and demanding. What are barriers that you are overcoming on a daily basis when building talent pools for your clients?
A: In recruitment, there are always a few barriers that require constant attention and creativity. One of the main challenges I tackle daily is managing the ever-shifting talent market. The availability of top candidates can fluctuate, and it’s a matter of being proactive, agile, and creative in sourcing and building strong talent pools that align with client needs. I focus on staying ahead of trends and anticipating shifts in demand, whether it’s identifying new platforms to reach passive candidates or adapting strategies for roles that are more difficult to fill.
Another challenge is ensuring we’re attracting the right value add—not just in terms of qualifications but also organizational culture. Sometimes the best candidate on paper doesn’t always align with the team dynamics or values of the company, so it’s crucial to assess beyond the resume and dig into what truly drives each candidate.
I also spend a significant amount of time opening hiring managers’ minds to the value of transferable skills, especially when considering candidates from non-traditional career paths or industries. It’s important to help them see how skills from different sectors can bring a fresh perspective and new approach to the role. I work to demonstrate how these candidates can not only meet the job requirements but also bring unique strengths to the team.
Lastly, communication is key in overcoming barriers. With many candidates juggling multiple opportunities, it’s important to maintain transparent, timely communication to ensure we’re aligned and moving quickly, while also managing client expectations and timelines. In the end, it’s about keeping a balance between thoroughness and speed, making sure we’re delivering the best possible results under pressure.
Q: What’s your favorite part about working at Another Source? How does the team culture contribute to your success?
A: My favorite part about working at Another Source is definitely the camaraderie within the team. We have a fantastic mix of personalities, and everyone brings something unique to the table. The way we play off each other’s strengths makes us not just a team, but a well-oiled machine. It’s like we’ve mastered the art of balancing hard work and a good dose of sarcasm—seriously, I can’t imagine getting through a day without a little friendly banter.
The culture here really contributes to my success because it encourages collaboration and openness. If I’m stuck on something, I know I can reach out to a teammate who has a different perspective or expertise, and they’ll have my back. It’s also a space where you’re encouraged to be yourself, which is refreshing. Having a team that genuinely enjoys working together and doesn’t take itself too seriously makes even the most challenging days feel a little lighter. We know how to push each other to do our best, but we also know how to have fun along the way.
Q: When working with clients, how do you approach understanding their unique hiring needs and organizational culture?
A: When working with clients, my approach to understanding their unique hiring needs and organizational culture starts with deep listening. I take the time to really understand not just the specifics of the role but also the values, priorities, and dynamics of the team. I ask thoughtful questions to uncover what makes their culture unique and how the ideal candidate would align with it. This could include things like their leadership style, communication preferences, or how the team collaborates.
I also make it a point to have ongoing conversations with the client throughout the hiring process. This helps me stay aligned with any shifts in priorities or new insights about the role, ensuring I’m always in sync with their evolving needs.
By combining this thorough understanding with market insights and industry knowledge, I’m able to present candidates who not only meet the technical requirements but also mesh well with the client’s organizational culture. Ultimately, I want to ensure that every candidate I introduce is a strong value add for both the role and the overall team dynamics, creating long-term success for both the client and the new hire.
Q: Can you share a memorable story of matching a candidate with a role and the impact it had on both the candidate and the client?
A: One memorable story that stands out is a candidate we worked with three times before they finally received an offer. They had been rejected twice by different companies, but throughout the entire process, we had built such a strong relationship and trust that they were open to continuing the conversation with us. Even after those setbacks, they trusted us to explore other opportunities that might come available.
The third time was the charm – we found the right fit, and the candidate received the offer. Since then, they’ve continued to thrive and grow within the organization. It was incredibly rewarding to see how persistence, trust, and a deep commitment to their success ultimately paid off. Not only did this have a positive impact on the candidate, but it also strengthened our relationship with the client, who appreciated our dedication to finding the right match despite previous challenges. It’s a great reminder that sometimes, the journey to success takes a little longer, but with the right partnership, it’s worth the wait.
Another memorable story involves an internal candidate who was hoping for a promotional opportunity to an executive level within their current organization. When they didn’t receive the promotion, it really made them reflect on what their next step might be if it wasn’t with that institution. We had some great, candid conversations about career progression, and what it could look like leaving higher education. We explored alternative paths, and I connected them with industry professionals for exploratory conversations to help them understand what other career options might be available.
A few months later, I received a note from the candidate sharing that they had taken a huge step and decided to leave higher education altogether. They had accepted an offer in a completely different industry, where they could leverage their 20+ years of experience in a new, meaningful way. It was such a proud moment for me to see how those conversations and connections helped them pivot their career in a direction that truly aligned with their goals and aspirations. Sometimes, a shift in perspective and a willingness to explore new options can open up incredible opportunities!
Q: What do you think is the key to building strong, lasting relationships with clients?
A: I believe the key to building strong, lasting relationships with clients is trust and communication. Trust is at the foundation of everything – it’s about being honest, transparent, and always doing what you say you’re going to do. Clients need to know that they can rely on you to have their best interests in mind and that you’ll provide them with the right guidance, even when it’s not the easiest path.
Communication plays a huge role, too. It’s not just about keeping clients updated – it’s about understanding their evolving needs, being proactive, and truly listening to their feedback. The more you engage in meaningful conversations with your clients, the more you can anticipate their needs and adjust your approach to match their expectations. This creates a sense of partnership, where clients know they’re being supported at every stage, not just when there’s a need for immediate help.
And of course, we don’t always get it right the first time. It’s about learning from ourselves and our mistakes, being open to feedback, and readjusting our communication style and approach based on how our clients like to receive information. By continuously refining and improving, we not only strengthen the relationship but also reinforce trust. Through this process, we show that we’re committed to their success and growth, even when we need to pivot along the way.
Closing
We’re grateful to Dayna for sharing her insights and experiences. At Another Source, it’s the passion and dedication of our team that allows us to make a difference for our clients and candidates every day.
If you’re interested in learning more about how we connect organizations with top talent, visit Another Source.
