Q: What words do you live by?

A: Be yourself. I recruit for the creative space, so the candidates I work with aren’t necessarily confined to a narrow skill set or a templated job description. Instead, we’re recruiting for a culture fit that works for both the candidate and the client. I can’t discern if the two will be compatible if they aren’t being true to themselves, so remember to always be authentic.

 

Q: Best place for lunch in LA?

A: I would say Cuvée, because it has a location right down the street from our office. They have really good food, and their salads are great. I also like the atmosphere at Cuvée because it’s perfect for networking. I frequently run into candidates and clients I’ve worked with in the past, and often have the opportunity to make new connections.

 

Q: What do you think makes you a good recruiter?

A: I’d like to think that I’m disarming and I think that’s really important. Candidates can be nervous to meet with a recruiter because there’s a reputation that recruiters don’t really care about individual candidates, and think of them as just a number. That is not my approach. Since recruiting is a partnership, I am in it to build and sustain long-lasting relationships.

 

Q: What’s a fun fact people may not know about you?

A: I’m trilingual. I speak Hebrew, Spanish, and English. Spanish was my first language, as my dad is Venezuelan and my mom was born in LA but is fluent in Spanish. For the first three years of my life, my mom would ask me questions and I would answer them in Spanish.

 

Q: Cover letter or no cover letter and why?

A: No cover letter! I cannot be more emphatic. No one reads it. Especially when you’re partnering with a recruiter. I think candidates also make the mistake of using one universal cover letter and make slight tweaks for the client they’re applying for, and will sometimes only change the company name. If you’re going to write a cover letter, at least write an original version for each and every submission. But, in general, I think it’s a waste of time.

I also tell candidates to go on LinkedIn, look at the company they’re targeting, and see who the hiring managers are. Then, using their best judgement, they should find the correct people within the company to add to their network. For example, if you’re a marketing coordinator, I would look at who is on the marketing team and pop them a note on LinkedIn saying, “Hey, I just applied for this role, and I wanted to personalize my submission by reaching out to you.” Sending a quick message could make all the difference.