Recruiting is often viewed as a numbers game. Job posted. Applications received. Interviews scheduled. Offer made. Done.
But behind the scenes, the role of a recruiter—especially one who genuinely cares—is so much more nuanced, emotional, and deeply human.
At Choozle, we believe in the human lens of recruiting. And as someone who sits in this seat, I wanted to share what that really looks and feels like.
The Emotional Side of the Search
There’s a unique emotional toll in being a recruiter. You’re the face of the company for candidates, and the advocate for candidates inside the company. You’re balancing people’s hopes with company needs. You’re often the first to deliver good news—and the first to deliver the kind that stings.
And those moments? They stay with you.
You feel the weight when someone doesn’t move forward, especially when they’ve opened up to you about what this role means to them. You feel responsible when a new hire doesn’t work out—like you’ve let down both the company and the candidate. And on the flip side, when a hire hits the ground running, scales quickly, and makes waves? That moment is magic, but the recruiter’s role in making it happen is often overlooked or quietly fades into the background.
High Volume, High Heart
In a typical search, we might get hundreds of applications within a 48-hour window. They come in rapid fire, and it would be easy to slip into automation or shortcuts. But that’s not who we are.
We work hard to ensure that every single person—regardless of the outcome—feels seen. Whether it’s the exciting “you’re moving forward” message or the tough “we won’t be progressing” note, our goal is to leave each candidate with respect, clarity, and a sense of appreciation for their time. According to Larissa Domingues, “Candidates who receive timely feedback are 4 times more likely to consider future job opportunities with that employer.”
Because for us, recruiting isn’t just about filling a seat. It’s about building a relationship, one conversation at a time.
The Pressure Behind the Process
There’s a constant push-and-pull in recruiting: the internal pressure to move fast and land top-tier talent—especially in competitive spaces—while also navigating the very real challenge of engaging others in the process.
Sometimes, we’re expected to deliver high-impact candidates yesterday. At the same time, we may be reluctant to invest in interviews or a talent pipeline if there isn’t a current open role or confirmed headcount. It’s a reactive rhythm that many recruiters know all too well.
But great hiring doesn’t just happen when a role opens. It happens through proactive relationship-building, thoughtful forecasting, and staying ahead of the curve. And that takes buy-in—from everyone involved.
When we’re able to work as a team and treat recruiting as a long game instead of a last-minute dash, the process becomes smoother, smarter, and more successful for everyone.
Built on Transparency, Consistency, and Inclusivity
At Choozle, we know that job searching can be overwhelming, so we’ve taken steps to clarify and support the process.
According to recruiter flow, “About 78% of candidates who have a positive experience will tell others about your company.” At Choozle every candidate receives a transparent outline of what to expect: the number of interview stages, the types of questions we ask, and how decisions are made. We provide interview prep resources upfront, so candidates can feel confident and informed before their conversations begin.
We also share free upskilling tools—like access to certifications and learning resources relevant to the adtech and programmatic space—to help candidates grow professionally, whether they move forward with us or not. Inclusivity isn’t just about who we hire. It’s about making sure everyone has access to the knowledge and opportunity to put their best foot forward.
The Balancing Act
Recruiting is not a light switch you flip on and get a perfect-fit candidate the next day. It takes time. It takes nurturing. It takes effort from everyone involved—interviewers, hiring managers, the talent team—to make it work.
There are hours poured into researching trends and compensation benchmarks, preparing for new laws and regulations, reviewing competitor strategies, and constantly refining our process. Then there’s scheduling, feedback collection, follow-up emails, reconnection messages, sharing notes quickly, training interview teams, and more.
It’s sales. It’s marketing. It’s networking. It’s strategy. It’s empathy.
Wearing Many Hats
As a recruiter, I sometimes feel like the most loved person in the process—and other times, the most resented. But regardless of how I’m perceived in the moment, my goal never changes: to make a lasting, positive impression and ensure that everyone involved walks away feeling respected, heard, and humanized.
Recruiters wear a lot of hats, often all at once. We’re:
- A representative for the candidate, the company, and the hiring team
- A keeper of pace, pushing the process forward while respecting timelines and bandwidth
- A communicator of updates, good or bad
- A steward of experience, guiding people through from first interaction to final decision
- A subject matter expert on roles, market trends, and the nuances of what makes a great fit
- A data analyzer, helping inform decisions with insights and metrics
- An educator for candidates and interview teams alike
- A process improver, always looking for what we can do better next time
- A suggestion maker, constantly sharing ideas to evolve how we engage, attract, and retain talent
- A connector, bridging departments and individuals toward a common goal
We’re there at the beginning, the end, and often long after—to help with transitions, re-engagement, or hiring lessons learned.
Every “no” is still a chance to leave the door open for a future “yes.” And every interaction, no matter the outcome, is one we approach with care, consistency, and intention.
The End Goal
Our aim is simple—but far from easy: to create an experience that leaves people—both internal and external—feeling informed, respected, seen, and supported. An experience where every voice matters, every candidate feels represented, and every interaction reflects the care and consistency we bring to the process.
For us at Choozle, every interaction is a chance to learn, adapt, and improve. We don’t just recruit to fill jobs. We recruit to build meaningful connections, lasting impressions, and a company culture that truly reflects the care we put into every step of the journey.
Because when recruiting is done right, it’s not just about hiring. It’s about humanity.
Christine Jones
Christine Jones is a seasoned People Operations professional with more than 15 years of diverse experience in the field. Serving as the Senior People Operations Generalist at Choozle, Christine leads all aspects of People Operations functions, playing a critical role in shaping the company’s organizational culture and enhancing employee engagement. Christine’s expertise encompasses talent acquisition, performance management, employee relations, training and development, benefits administration, key initiatives, and compliance. Committed to fostering inclusive workplaces, Christine strives to ensure every employee feels valued, respected, and empowered to thrive.
