There’s an executive recruiter who’s been calling me for a few months. Every time we talk and we like each other less and less. She asks a lot of questions, never listens to my very honest answers, and then is annoyed that I’m not interested in the jobs she’s trying to staff (which are in direct contradiction to all of the answers I’ve given to her never-ending list of questions.)
I don’t understand why she keeps calling me, on my office phone number no less. And then on Thursday afternoon, I finally realized that I needed to explain to her exactly why she’s having trouble getting people like me (and everyone I know) to take these postings seriously: they don’t pass the BS test.
She was totally annoyed by my advice. I found a more professional way to explain the BS test but the general sentiment is the same – don’t give me some high-brow job description filled with jargon. Tell me what’s amazing about the company and the team and why I want to be part of it. Don’t try to dazzle me with buzz words like “high-level strategy”, “high-visibility”, “senior-level exposure”. Tell me what a day in my life could be like there and what I’m going to learn. And please don’t tell me what my skills can do for a company. I already know that. Instead, relate to what I care so deeply and passionately about – developing products and services that make people’s lives better.
Corporate HR and executive recruiters need to really push their clients, meaning the hiring leaders. Really push them to accurately represent the jobs they’re looking to fill and exactly what those job descriptions are in plain English. Then they need to tap into their other customer base, the people they’re trying to recruit, and listen, really listen, to exactly what it is those candidates want to do and why. Any other path is just an extraordinary waste of time – for recruiters, for companies, and would-be team members.
IN BRIEF
Author, journalist, digital product manager, and licensed New York City tour guide. Creator and host of NYC's Secrets and Lies. Alumna of the University of Pennsylvania (BA), the Darden School of Business at the University of Virginia (MBA), Arizona State University (Biomimicry), and the University of Cambridge (MSt in Sustainability Leadership).
I build digital media platforms, report on urban climate resilience and biodiversity, and produce live narrative experiences that connect communities to history, nature, and place.
THE DEEP DIVE
My work centers on a single thread: building systems and stories that foster deep connection to our shared world. Across digital streaming, environmental reporting, and live civic storytelling, I design experiences that help people understand complex ideas and the environments around them.
DIGITAL PRODUCT STRATEGY & MEDIA LEADERSHIP
At Carnegie Hall, I serve as Digital Product Manager, leading product strategy, operations, and technical delivery for the video streaming platform Carnegie Hall+. I translate artistic mission into scalable, high-performance streaming architecture that reaches audiences globally. Previously, I led agile product and delivery teams across operations and compliance at American Express, managed Broadway theatrical productions and national tours, and guided strategic initiatives across cultural institutions.
ENVIRONMENTAL JOURNALISM & AUTHORSHIP
As a freelance journalist, I investigate how living systems, urban infrastructure, and human culture intersect. My reported features on urban decarbonization, biodiversity, coastal resilience, and biomimicry appear in publications including Smithsonian Magazine, The Washington Post, Mongabay, Natural History Magazine, and Foreign Policy Magazine. In fiction, I write the Emerson Page young adult novel series, alongside upcoming historical fiction and nonfiction works on New York history, mythology, and human resilience. I also write Togetherhood, a LinkedIn newsletter focused on urban ecology and community restoration, and co-host the podcast Frameworks in the Wild.
LIVE EXPERIENCE & CIVIC STORYTELLING
As a licensed New York City tour guide and live event producer, I transform urban landscapes into shared narrative encounters. I created, produce, and host NYC's Secrets and Lies, an interactive live storytelling series staged across cultural landmarks including the New York Transit Museum, the South Street Seaport Museum, and the historic tall ship Wavertree. I also design and lead site-specific walking tours exploring coastal ecology, food history, and neighborhood evolution, often with partners at Climate Week NYC and the Natural Areas Conservancy.
DOUBLE OR NOTHING MEDIA
Through my independent production studio, Double or Nothing Media, I develop ventures across media, ecology, and public history:
Digital Products & Strategy: Architecting scalable digital platforms, streaming experiences, and operational models for mission-driven institutions.
Environmental Reporting & Publications: Delivering long-form reporting, books, and newsletters grounded in climate resilience and regenerative design.
Site-Specific Live Storytelling: Producing immersive live shows and educational walking tours that engage public audiences in community history.
CONNECT
Website & Production Hub: doubleornothingmedia.com and christaavampato.com
Newsletter: Togetherhood on LinkedIn - linkedin.com/newsletters/togetherhood-7273771832221089792/
Instagram & Threads: @christarosenyc
Emerson Page Novels: emersonpagebook.wordpress.com/
View all posts by Christa Avampato
5 thoughts on “Leap: Corporate Recruiting, We Have a Problem”
Obviously she hadn’t done any research on you – a quick google would have found your blog and given her ways to talk with you if she didn’t “get” that you were leaping. Ah well. Obviously many improvements can be made.
So true, MJ. I find most of them aren’t good researchers. The ones that are the exceptions and really do their research are so valuable. I’m working with another one from Dave Partners, a firm that specializes in start-up staffing and they have been wonderful. Nice to find the ones doing it right!
Sadly, most recruiters seem to follow a numbers game approach to recruiting: if they serve up the non-specific, garbage description to enough people, someone is bound to bite. The best recruiters however are those that, like you say, take the time to get to know their candidates and thoughtfully match jobs to their wants. I’ve come across 2 of those in my career and I actively stay in touch with them every 6 months because of the quality of their approach.
Excellent point
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Obviously she hadn’t done any research on you – a quick google would have found your blog and given her ways to talk with you if she didn’t “get” that you were leaping. Ah well. Obviously many improvements can be made.
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So true, MJ. I find most of them aren’t good researchers. The ones that are the exceptions and really do their research are so valuable. I’m working with another one from Dave Partners, a firm that specializes in start-up staffing and they have been wonderful. Nice to find the ones doing it right!
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Sadly, most recruiters seem to follow a numbers game approach to recruiting: if they serve up the non-specific, garbage description to enough people, someone is bound to bite. The best recruiters however are those that, like you say, take the time to get to know their candidates and thoughtfully match jobs to their wants. I’ve come across 2 of those in my career and I actively stay in touch with them every 6 months because of the quality of their approach.
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We need more recruiters like the ones you work with Jeff!
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