Jamie McCann » recruiter

Andrew Clarke

Jamie McCann — Thu, 12 Mar 2009 19:02:23 +0000

I worked with Jamie as a candidate on a senior-level search. He’s the guy you want to have in your corner: “on the ball” sums him up. He’s also aware that there has to be a balance between the needs of the candidate and the employer, something that’s rare and makes me look forward to working with him to recruit other people. He’s proactive and always making suggestions to improve the process, close the deal and open up opportunities. In short, a great experience that I would thoroughly recommend.

Kimberly Wischnowski

Jamie McCann — Thu, 12 Mar 2009 18:58:15 +0000

As one of many recruiters with whom I’ve worked, Jamie has been the most personable, involved and attentive. He is a hard worker and is truly dedicated to both the companies he represents and the professionals who he positions within those companies. He is a great person with a charismatic personality. It has been a pleasure to work with him.

Andrea Heilmann

Jamie McCann — Tue, 10 Mar 2009 13:45:18 +0000

In building a partnership with Jamie McCann, Leo Burnett found a true partner to support our recruiting efforts. He offers additional channels of communication to key candidates and represents us as a spokesperson on the front lines of recruiting. Given a challenge, Jamie always responds efficiently and effectively.

Andrea Heilmann
former Director of Human Resources

1. Work With an Expert

Jamie McCann — Mon, 09 Mar 2009 19:44:21 +0000

If you don’t take anything else away from this article, remember: work with a recruiter who is an expert in your industry. Every successful recruiter is just that, successful, because they focus all their energy in one niche. It doesn’t make sense to work with one who “brags” about working in advertising and accounting and construction and I-T. Why would you want to work with one who isn’t a specialist? You don’t call your plumber when your cable TV goes out, do you? And, if you find a recruiter that is dedicated and works exclusively in your area of expertise, you’ll be much, much better off. For example, I solely recruit for and with the strategic development minds, not the creative departments. Think of it this way—when you’re re-doing your kitchen, you want the cabinet maker to build cabinets not install the sink. Sure, both are kitchen-related projects but…you get the picture. Now let’s take it one step further: if you can find a headhunter who has had personal experience in the area you’re looking for yourself, you’re golden. Reason being, they have been in your shoes. They have either been the one hiring or the one looking for a job, so they should “get it”.

6. Don’t Play Hard to Get

Jamie McCann — Tue, 10 Mar 2009 04:39:54 +0000

When we discuss an opportunity that is of interest to you, tell me. Don’t play hard to get. Believe it or not, ad agencies are paying more for candidates that show a genuine interest in their company. If you think by playing the “well, if the money is right, I’ll take the job” game is the way to entice them to pay you more, you’re sadly mistaken, my friend. Also, if you plan on accepting a counter-offer to stay at your current company, here’s a word of advice. Don’t. Don’t do it. It won’t be in your best interest. Sure, you may get a few extra dollars today. But, the next time a lay-off hits your company, the first people they will cut, are those who have shown any disloyalty. So, here’s what you do: if you truly feel you deserve a raise, just go to your boss and demand a raise. Seriously. If you get one, congratulations! Note, most raises are around between 4 and 5% these days. If you don’t get one, you’ll know it’s probably time to start looking around. By the way, most salary increases for changing jobs these days is around 10%–don’t be expecting to get 25% or more. Those rarely happen. Just pay your dues, and your rewards will come.

JUST THE FACTS, MA’AM

Jamie McCann — Mon, 09 Mar 2009 14:12:03 +0000

⟹ Achieved one million dollars in billings faster than any recruiter in Lucas history
⟹ Top billing executive nationwide in Lucas Group’s search division in 1998
⟹ Youngest Executive Senior Partner in Lucas Group history
⟹ One of only two Lucas Group search recruiters honored with Sterling Club recognition in 1998 and 1999
⟹ Highest billing by a rookie headhunter in Lucas Group for more than 30 years
⟹ 1997 rookie recruiter of the year for Lucas Group
⟹ Named Senior Partner by Lucas Group peers after two years

⟹ Promoted to Senior Associate after just six months at Lucas Group
⟹ One of the selected recipients of the Dom Perignon award in 1997, 1998, 1999, 2000, 2001, 2003, 2004
⟹ Recognized as a President’s Club member each year since 1997
⟹ Recepient of Lucas Group’s Platinum Elite in 2007 and 2008
⟹ Recepient of Lucas Group’s Mentor of the Year in 2008