A Day In The Life of a Senior Talent Acquisition Recruiter at Team One Advertising

Tyler Williams
Senior Talent Acquisition Recruiter, Team One Advertising

Tyler is responsible for full life cycle recruiting on entry, mid and senior-level roles in Account, Media, Technology, Marketing, Experiential, PR, Strategy, Analytics, Production, Project Management, Broadcast, Finance, Office Services and HR (Talent) departments.

These responsibilities also include:

  • Sourcing, interviewing, negotiating and closing candidates.
  • Creating job offer letters and offering to candidates & processing reference checks.
  • Managing new-hire onboarding and assisting in new-hire orientation.
  • Manage junior Talent Acquisition Recruiter and Talent Acquisition Coordinator.
  • Represent Team One at career fairs, Publicis networking events and at SXSW and creating and maintaining relationships with colleges/universities.
  • Develop corporate and campus recruiting materials.
  • Driver of our large scale Summer Internship Program and LMU Apprenticeship Program, including sourcing candidates through on-campus interviews and networking sessions, selection of candidates, managing start and end dates, organizing large scale events and internship relations.
  • Partner with Executive Talent Director on HR & business-related issues regarding strategic and operational levels related to staffing and/or other HR-related initiatives.

Tyler is the first person that candidates meet with and he follows that process through to their very first day.



6:30 AM

Tyler always begins his day with a coffee before taking a look over any emails that seem urgent. An urgent email could be anything from a candidate reaching out to reschedule their inperson interview to a candidate who is traditionally passive messaging him back.

When asked, Tyler said that the busiest times of year are always hard to predict. But, if he has anywhere between 7-15 candidates at a time, he is able to dedicate the proper amount of time to each role. These candidates are always split amongst his team of four, who recruit out of Team One offices across the country.


8:15 AM

It takes Tyler about 40 minutes to get to the office in his electric car – and Team One even offers free electric car charging stations! Tyler recently made the switch to an electric car to avoid the outrageous gas prices in LA. Some other great employee benefits Tyler enjoys are community service initiatives, a dog-friendly office space, and weekly massages.

Tyler Williams Tesla

8:50 AM

Tyler works in a building called the Reserve, a place he describes as “awesome.The building was previously a post office and the section where all the desks are located was where the mail used to be sorted. Therefore, the area is big and open with tons of natural light. All of the desks are open cubicle style with a beautiful wood design.

Team One-Tyler Williams-workplace
Tyler’s desk

9:00 AM

When Tyler arrived at the office, he took another look at his calendar and emails. This is the point when he would respond to any of the emails that he bypassed from earlier. Usually, these messages are filled with candidates’ responses, hiring managers’ questions, and updates from his recruiting colleagues

While he always tries to get the most urgent emails out of the way first, Tyler’s job requires him to always be on top of his inbox. He’ll regularly switch between checking his email and sourcing candidates throughout the day if he’s not in a meeting or on the phone.

Even though his job relies heavily on a WiFi connection and some type of screen, throughout the day, Tyler likes takes the opportunity to use the standing-desk feature and walk around the office to keep his blood flowing! He enjoys using these walks as his daily dose of social time, saying hi to the office dogs and keeping in touch with his coworkers. After all, he’s a people person in a people-centric role—face-to-face connection is necessary!

TYLER WILLIAMS standing desk

10:00 AM

Tyler had his weekly recruiting meeting where he and his team of three went over open roles in the company. Normally, this is when they would discuss any struggles anyone was having with a particular role and gain some insight on how to move forward from the team.

Some of these pain points discussed in these meetings could stem from hiring managers having tough expectations in skills and/or salary to a lack of prospective candidates for a position. This type of meeting, however, isn’t always all bad! The recruiters could take this time also to share their updates on the hiring process and share their triumphs.

Tyler truly enjoys this part of the week and believes that it’s a great opportunity for his team to connect and help each other.

11:00 AM

At this point in his day, Tyler had a few phone screens that he had set up previously in the week. The purpose of these phone screenings is usually just to chat about the open role and get to know the candidate a bit better. Generally, Tyler likes to keep these phone calls open and flexible rather than super structured—he rarely sticks to the same list of interview questions.

For him, this is a time to get to know the person behind the phone. By the end of the conversation, he believes that they both should have a better idea as to whether or not the position is a great fit. If the interview goes well, Tyler generally ends the call with any next steps for the candidate. However, if Tyler immediately recognizes that the candidate will not be a great match for the position, he always tries to be straightforward and transparent.

He wants to ensure that everyone who comes into contact with Team One has a positive experience. Consequently, even though this person may not have been a great fit for this specific role, he leaves the conversation with a suggestion to reconnect for future opportunities. 

Since Tyler fills roles all up-and-down the Team One totem pole, that means he’s speaking to candidates at all different experience levels. We wanted to know which roles he thought were more challenging to fill than others.  He interestingly shared that entry-level positions are usually the trickiest to recruit, as the individuals lack the proof of history and experience that senior-level candidates possess.

Oh, and also, Team One is a dog-friendly office, so he stopped what he was doing briefly to say hi to a pup that came by for a visit. (Naturally!)

12:00 PM

Lunchtime! On this day, Tyler ate at his usual lunch spot, a restaurant called MRKT. However, on most days, Tyler’s position requires him to be available when candidates are available, and this generally means working through his lunch hour. “Recruiting power hours are during lunchtime,” Tyler noted, and since this is a time that many candidates are checking their emails, he likes to utilize this time to reach out. 


1:00 PM

After lunch, Tyler had a few more phone screenings. An important aspect of these phone screenings is ensuring that the candidate matches Team One’s culture. The company follows an established set of “CORE” values: 

  • Collaborative
  • Optimistic 
  • Results-oriented
  • Entrepreneurial 

Tyler described Team One as a very fun, creative, and collaborative environment, and the best company culture he’s been a part of. Therefore, when Tyler is interviewing candidates, he’s not just looking to fill a role. Rather, he wants to find someone that matches the agency’s vibe and exudes enthusiasm.

2:00 PM

Whenever Tyler is not conducting phone screens, he occupies most of his time sourcing candidates for his open roles on LinkedIn. That means approaching active candidates—people who are looking for roles—and passive candidates—people who are not considering new opportunities, at least publically. It’s easy to know which is which on LinkedIn because Tyler has a version of the platform special to Recruiters where this information is available. 

Tyler’s sourcing strategy generally entails sending out personalized messages to about 15-20 candidates at a time, switching every 30 minutes or so between positions. He finds that generally, 50% of individuals respond, at which point he would continue to narrow down candidates through phone screenings.  

To consider someone qualified for a position, Tyler would cross-check the candidate’s qualifications with the desired skill set from the job description. A couple of years ago, Team One set forth an initiative to create up-to-date job descriptions for every role in the agency. Now, Tyler is able to tailor these descriptions depending on a hiring manager’s specific requests.

3:30 PM

Then, it was time for Tyler’s “Day of Good” meeting with Rainbow Services.

Every year Team One has a holiday party—this is a day where no one at Team One works and all the employees go out and volunteer in their community with the non-profit of their choice. With about 12 different organizations to choose from, individuals can volunteer for activities like beach clean-up and tree planting to participating in gift wrapping and food drives for the homeless.

Tyler chose to collaborate with an organization called Rainbow Services, a non-profit shelter for abused victims. This year, Team One donated $3,500 to purchase products for the foundation, so Tyler and his team spent the holiday party shopping for these services. On this particular day, however, they had a speaker from the organization come out and speak to all of Team One’s Rainbow volunteers to share what items are needed most.  

To learn more about Rainbow Services and what you can do to help, click here. 

4:30 PM

Tyler wrapped up his workday with more recruiting. This entailed responding to emails, phone screening, and sourcing candidates until he was ready to leave for the day. Tyler headed home on this day at around 5-5:30 PM, which isn’t out of the ordinary.

Tyler’s performance within his company is evaluated on a 360-review system. He explained that throughout the year, he would set goals for himself on things he wants to accomplish. And at the end of the year, he is reviewed by his boss, immediate coworkers, and clients on how successful he was at achieving those goals.

The industry of recruiting has different metrics of success depending on business models and commission structures. There are recruiting agencies that firms hire to provide candidates for their open roles. In agencies like those, the compensation for recruiters is based on their performances—if the candidate they pitch gets hired, then they get paid.

That means it’s more of a numbers game being played in terms of sourcing, vetting and interviewing. The more candidates they offer their clients, the more likely one of them would be hired, which means the more likely a percentage of the candidate’s salary is paid out to the agency. That’s not always the case for in-house recruiters.

For example, at Team One, Tyler receives a base salary for his work as a recruiter rather than a commission. He thinks that this payment structure is better suited to finding great candidates. Rather than being motivated to fill a role for a commission, his motivation stems from wanting to see that individual thrive at Team One.

10:00 PM

When Tyler got home, he made dinner before heading to the gym. Since his type of work requires him to always be “on,” Tyler usually checks his emails to respond to candidates before going to bed. Nonetheless, he described his work-life balance as great.

“You know you’ve found a good job when working doesn’t feel like work.”


When Tyler went to school, he was one of those kids who didn’t have a clue what he wanted to do. A “highest-paying-degree-in-business” Google search and a conversation with his high school career advisor led him to pursue a degree in business economics at Georgia State. At the time, he didn’t love the major—he thought it was mostly just “a lot of numbers.”

Consequently, when he graduated, he went to work back in something he knew well: retail. Tyler had worked in retail throughout high school and collegehe loved the industry. He really enjoyed working with people and the instant gratification he received when he helped a consumer find exactly what they were looking for.

Fast-forward a few years, he received a Linkedin message from a recruiter at Team One regarding a job opportunity to recruit. Despite the fact that Tyler didn’t know much about advertising, the hiring, communication, and leadership skills he picked up on during his time in retail translated nicely. In combination with the wonderful environment and people at Team One, Tyler was hooked.

What is your advice those who aspire to be like you?

Tyler recommends that you first take a look inward and see if your personality meshes with the job description of a recruiter. “Do you like people? Are you a social person? Do you like to get stuff done? Are you a go-getter? Do you like to check stuff off your list?” If those qualities sound like a match, then Tyler thinks that being a recruiter could be a good fit!

What’s your favorite part about your job?

Tyler loves the feeling of “energy and happiness” he experiences after he places the right person for the right role. Their first day is full of excitement and enthusiasm, not only for the new hires, but for Tyler too. He knows he’s done his job to the best of his ability when that excitement and enthusiasm continues beyond the first day. Specifically, Tyler reminisced about a Team One company function when three new hires approached and thanked him for giving them a chance.

“You’re not just hiring someone to fill a role—you could potentially be changing someone’s life.”

Which job do you want to experience next?

Jobs like Tyler‘s

About the Author
Kristen Willmer

Kristen Willmer

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Advertising, Agency, Los Angeles, Recruiting, Talent Acquisition, Team One, recruiter