Abbey Saddler

Talent Executive

Zack Slovina

James Sullinger

Senior Account Executive

Katherine Ortiz

Jen Antill

Senior Talent Executive

Maria LaTour

Marketing Manager

Susie Isphording

Strategic Talent Executive

Ryan Van Echo

Chief Operating Officer

Ryan Smith

Managing Director

Olivia Skaates

Strategic Account Executive, Emerging Markets

Morgan Toney

Account Coordinator

Lauren McCuen

People Operations Coordinator

Kyle Benton

Managing Director, South

Angela Wayner

Strategic Account Executive

Ariel Smith

Deborah Andrews

Director of People Operations

Deborah Day

Tony Haislar

Alan Kutasy

CEO + Founder

Rob Moyer

President + Co-Founder

Whether you're in school and seeking your first job in the real world or looking to embark on a new career path, attending a career or job fair is a smart step for marketing yourself to potential employers. On top of the unavoidable anxiety that comes with job seeking, how can you stand out among other attendees and make a memorable first impression with potential employers? Follow these 5 tips to make the most of your next career fair.

Before going into a career fair, it’s incredibly beneficial to know what companies you plan to connect with to optimize your time (after all, you’re likely attending to get face time with company reps). Once you determine which companies you’d like to network with, review their websites to understand what they do, their core values, community involvement, and any social media channels to understand their culture. Ultimately, can you see yourself working with this company? 

After researching the companies, you can craft a more tailored and personal introduction. This is the perfect opportunity to: 

Hi, I’m John Smith, and I’m currently interning as a social media marketing intern at ABC Marketing here in Columbus. I noticed that your team recently completed a massive project with a healthcare client and increased organic traffic by 20% YoY by implementing the right mix of media, awareness building, and acquisition. One of my passions is connecting data to creative content and testing out messaging based on desired target audiences to drive conversions. I’d love to hear more about your team’s project and what you do at ABC!

Approaching the company booths with intention and understanding who they are and what they do will help set you apart from other attendees – it’s a win-win! 

While it may feel “out of date,” bringing hard copies of your resume to a career fair shows your interest, drive, and professionalism. Make sure your resume is up to date 

Don’t have a printer at home? No sweat. Your local library is an excellent resource for more than just books, and they can help you print copies for less than $0.50 per copy. We recommend researching how many company booths you’d like to visit (see #1 above), then double that number for how many copies to bring with you.  

This is simply an answer you give to the most asked “So… tell me about yourself?” question. This is your chance to show off who you are and your accomplishments in 30-seconds or less. Our Talent Executive, 

 or, in this case, as an intro to a potential employer. 

Like after a job interview, follow up with the individuals at the company booths you networked with and are interested in pursuing a career. While at the career fair, jot down notes such as big takeaways from your time with the organizations. This will help keep you organized once you leave the career fair. 

We recommend adding the individuals you networked with on 

 and sending them a quick note about your time with them. This will help you stand out among all the attendees they talked with and leave a great impression! If you discussed a specific role with the company, you can use this as an opportunity to ask about next steps. 

Along with networking with the companies, take advantage of other benefits of attending a career fair. For example, the organizers may offer attendees professional headshots or a resume review station. 

Who doesn’t want a free professional headshot to update their LinkedIn or Handshake profiles when job seeking? 

This information will be included on the career fair’s webpage if it’s being offered. 

These ad-hoc opportunities can help build your professionalism and help you understand how you can best stand out among the crowd! 

 with you to the career fair! This is what shines through when you meet people (aka potential employers), and the above will help build that key confidence. These tips will undoubtedly set you up for personal and professional success when preparing to attend a career fair – you got this! 

So, you’re getting ready to attend a career fair 

Over the past 5 years of my career, I have had conversations, daily, with people who are either actively going through a career change or are thinking of pursuing new opportunities. I always ask people about their current role, prior experiences, and what they’re looking for in the next steps. One thing that has come up in conversations with job seekers is their strong tie to their job title.  

I have had several people tell me that they either want to keep the same job title or won’t consider a move unless it comes with a “Senior”, “Lead”, “Manager”, “Director” title, etc. It’s important to remember that every company uses different titles in their organization. A “Director” at a smaller company may be overseeing smaller budgets and managing a smaller staff than a “Manager” at a larger company. In my personal opinion, someone’s job title isn’t as relevant as the accomplishments they’ve had in their previous roles.  

To me, it’s more important to focus on the work we’re doing, the value we’re providing to the community, and the impact we’re having on the company. Most people also mention compensation as a top reason for making a career change.  I have worked with several individuals that were able to ditch the “Lead” or “Senior” title, but were able to find themselves a new workplace that was a better fit for them, and compensated at a more “Senior Level” than their previous roles. 

If you’re being compensated well, working with a collaborative team that is accomplishing great things, and your role is well defined, the title should be the last thing that matters. If and when the time comes to interview with another company, they will be far more focused on the role you were in, the value you brought to that organization, and the accomplishments you achieved during your time there. 

The importance of a job title

  is crucial to being an effective manager, but it certainly isn’t the only trait. Don’t get me wrong; I don’t think there is some secret recipe, life hack, or formula that adds up to being an effective manager. Still, from my experience of more than ten years in a management role, there are certain traits and qualities a great manager possesses.

From my vantage point, the essential trait is 

. At the young age of 18, I worked as a closing night manager at Taco Bell. I was striving to do what was best for my teammates and their passions. At that stage of my life, I wasn’t nearly as focused or passionate about the growth and development of my team, but I was always sensitive to their needs and wants. Not only was that important as a manager, but it was important to me and who I am on the inside.

Regardless of the mission or end goal, if you’re leading a team towards the finish line, they need to know you care about them and their contributions. Caring about their aspirations, goals, development, and emotional wellbeing has always been part of my DNA. I believe that my   

passion for people and personal development 

 led me to various leadership roles, increased levels of responsibility, and people management. My path ultimately landed me in my current and most personally rewarding role to date as the Managing Director at  

 manager, there is no one-way path to succeeding. For some, this means being an effective coach that focuses on input and output. For others, this could mean leading with positivity and visualizing company goals. For me, it's always been my passion for people. That's my secret sauce. What's yours?

What’s the secret sauce to being a great manager?

, meaning that most interviewees are not searching for employment because they are out of work, but instead because they are looking to make a change due to something lacking in their current company. Just as the company is interviewing candidates to find the best candidate to fill their open role, you, too, should be interviewing the company to ensure this is the right role and fit for you. Below are 7 quick tips on how to make sure you are making the most of the interview process, and keeping the interview process a two-way street.

– Conduct research not only on the company but the individuals you will be meeting with. Rather than asking the interviewers “why do I want to work here?”, it is more impactful to ask a question along the lines of “I see you’ve worked here for 10 years. Why do you consider this company home?” When researching the company itself, take negative reviews with a grain of salt, especially for larger companies. A big portion of public reviews only come from people who are upset, and more likely to leave negative reviews. Additionally, that negative review may have nothing to do with the department you’re in or the people you’d be working with.

Rather than giving general or vague answers, you should be able to tell a short story that describes the situation that occurred, how you reacted, and what the outcome was. A great way to prepare for these types of questions is to have stories/examples ready to go. Review your resume and think of stories you can use to answer questions in more detail. Situational Interview Questions are commonly known as “SBO” (Situation, Behavior, Outcome) or the STAR Method (Situation, Task, Action, Result).

 – When looking at the professional background of the interviewers, look for commonalities in your backgrounds. Maybe you attended the same college, worked for the same company, or worked in the same industry. Anything that can create a common ground and connection to the interviewer will help you build that connection with the team.

This is just as important when interviewing virtually, as it is interviewing in-person. Smile, make eye contact (with your camera), and be aware of the background in your virtual office. You also want to make sure your login name is professional.

. Having questions prepared shows that you have done your research and have an interest in the position and company. Common feedback from hiring managers is that if candidates do not have any questions, they feel the candidate was not interested in the role. Additionally, if you are looking to make a change from your current roles for reasons A and B, but love C and D, how do those compare to the new role/company? At the end of the interview, you will likely have a chance to ask any questions you want. You should have all questions answered in case they do want to make you an offer.

 – Do not lie about your experience. Some candidates list additional responsibilities or technical experiences on their resumes but struggle to speak intelligently when questioned during an interview.

If it’s on your resume, be prepared to talk about it.

 – a great way to close the interview is by asking “based on my resume, and our conversation today, is there anything that makes you think I would not be the top candidate for this position?” Their answer should give you a great understanding of where things stand. If they say “no” then you can ask what steps look like, or when you can start. If they do have reasons for why you are not their top selection, that gives you another chance to address those hesitations.

Close the interview by addressing any concerns and reaffirming your interest in the role, as well as why you think you’d make a great addition to the team.

Looking for additional insight into the interview process? Agility Partners takes pride in helping the candidates prepare for their interviews. If you’re interested in connecting with a Talent Executive at Agility Partners, you can apply to any of our 125+ openings at 

. You can also refer friends, family members, or individuals in your professional network. Our referral rewards range from $500-$3,000.

Interviewing: A two-way street

Everyone knows Joe Green, right? Co-founder of Facebook? Groundbreaking entrepreneur? You know, him. He is among the 100 wealthiest and most influential people in the world. Joe Green is a household name.  

Except for he's not. Instead, he's known (or not) as the guy who turned down a meeting with Mark Zuckerberg about a website called TheFacebook.com. LinkedInfluencers often share posts about this story, concluding that the men who did show up are now all billionaires.   

That's not exactly what happened, though.

Joe Green was Mark Zuckerberg's friend in college. The two actually worked together to create Facemash, Zuckerberg's first website that allowed students at Harvard to compare and rate students based on their attractiveness. It was pretty unsavory. So much so that they faced expulsion from the university. Because of the reputation this earned, Green's father urged against him collaborating further with Zuckerberg, and consequently, he turned down initial shares in Facebook. Shares that he still owned in 2010 would have earned him billions.   

What can we learn from this story? There are two lessons here: one from the fable and one from the facts. The lesson from the fable is that you have to take advantage of every opportunity that comes your way. When a student at Harvard that already has a reputation for being a computer science prodigy tells you that he has an idea and he wants you to be a part of it, you show up to that meeting. You get there on time, take notes, exchange contact information, and conclude with "What's next?"   

That's easier said than done, however. Hindsight is 2020. No one in that room could have known how big social media would be. Opportunities aren't always that easy to spot at the moment. Sometimes, being cautious can be as lucrative as taking a leap of faith. So, while there isn't a perfect science to how to invest your time and money in business, one thing that even my grandmother knows to be true is: Treat people with respect. Send that response. 

. Return the call. Even if your answer is "not right now, but thank you," you'll be better off than the person who ghosted. 

Now, what can we learn from the facts? It turns out Joe Green ended up being pretty successful. He worked on John Kerry's 2004 presidential campaign, has created several philanthropic fundraising sites, and works as an investor in Silicon Valley. He didn't feel comfortable working with Zuckerberg, so he made his own path. He worked with Sean Parker, who famously and ironically co-founded Facebook. So, while there are missed opportunities, there are also 

 opportunities in the future, so long as you're not closed-minded and unresponsive.    

Have you taken advantage of recent career or professional opportunities? Remember, you don't have to get a slam dunk every time. A rebound is still worth 2 points. 

Rebounds are still worth 2 points

By now most people have directly or indirectly felt the impact of the great resignation. Restaurant, retail, manufacturing, healthcare, logistics, and just about every type of business has seen firsthand the challenges in attracting and retaining talent.

The industry that has been impacted the most? Tech. In fact, according to an article published by HBR 

tech resignations increased by more than 4.5% compared to last year

 with employees ranging from age 30-45 making up the bulk of resignations.

So, the question everyone wants the answer to: 

If you had an employee quit your organization to take a better paying role elsewhere, it’s easy to believe that higher compensation is the leading cause. While it’s certainly a factor, exploring other metrics such as time between promotions, size of pay increases, tenure, performance, and training opportunities can help to identify trends and blind spots within your organization.

: If your company is stuck only promoting during mid or annual reviews, with 3-5% increases you’re probably feeling and will continue to feel the negative effects of attrition. Pay your top employees what they’re worth 

. Don’t wait for mid or annual year reviews, tech professionals receive an average of 54 solicitations a week from recruiters vying for 15 minutes of their time to discuss new and exciting opportunities with innovative organizations. Connect with industry experts to understand current market compensation levels and address them as soon as possible.

Recognize the contributions of your team members publicly and often. focus on building a culture that supports and allows for a healthy work-life balance. The last 12 months have been challenging for everyone and employee burnout is very real, keep a pulse on the workload of your team and eliminate employee burnout.

Give your high potential team members the opportunity to grow, lead, and take on more responsibility whenever possible. Give them complex problems to solve and exposure to interact with senior-level leadership. More often than not, a change in title without an adjusted set of responsibilities and exposure results in dissatisfied and disengaged employees. Creating opportunities for them to take on new challenges and further develop new skills is an investment that could yield tenfold for your organization.

Navigating the competitive tech employment landscape is certainly no easy feat with 9 out of 10 clients surveyed stating they find it difficult filling critical openings. With a greater emphasis on retention, I believe you’ll be empowered to attract top talent, reduce turnover costs, and ultimately build a more engaged and effective workforce.

The great (tech) resignation

"Ryan, there's a package at the front desk for you," our Office Administrator said. Usually, our mail consists of bills, HR magazines, or standard junk mail. When Ryan, our Managing Director, returned to our desks with a box he wasn't expecting; it got all of our attention. It was a small shoebox, and inside was one yellow Converse sneaker with a note. 

"I just wanted to get a foot in the door." 

It was a bold move and one that played a huge part in offering Olivia Skaates the job as our first-ever 

 Associate. She had no previous staffing experience, was fresh out of college, and had no technical background. It probably would not have gone far if she had only sent a resume. Had she just relied on her connection to one of our colleagues, she may have gotten an interview, but we wouldn't have a lot to gauge her abilities on. We were at the very beginning of looking for a new hire for a new role and hadn't figured out the criteria yet, but when we saw this singular yellow shoe, we suddenly knew exactly what we wanted. After one in-person interview, the offer was made. 

The market has changed. Before "Shelter in Place" began earlier this year, unemployment rates in Columbus were nearly at an all-time low. Then, seemingly overnight, everything changed. Now, candidates that once fielded several job offers at a time find themselves actively searching without a response. How can you stand out in the application process during such a competitive market? Here are a few tips out of Olivia's playbook: 

Look, it's a tough time out there. Most unemployed people feel that looking for a job is a full-time job. But before you get frustrated with One-Click applying to jobs online that never offer feedback, ask yourself what more you can do to differentiate yourself. Going above and beyond might make you a shoe-in. 

Agility Partners is here to help! If you're in between jobs or looking for a change, 

and I’ll connect you with a talent executive. 

The importance of a job title

What’s the secret sauce to being a great manager?

Interviewing: A two-way street

Rebounds are still worth 2 points

The great (tech) resignation

Be a “shoe”-in