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Altisource Careers Transcript Josh: Today I am joined by Brad Wilkins, Vice President of Human Resources at Altisource, which is an integrated service provider and marketplace for the real estate and mortgage industries. Before we get started, a few things to know about Brad, he was named in the Top 25 HR Executives under 40 by Workforce Magazine, and the 1 corporate recruiter in America by theladders.
So, I am really excited to have Brad on the podcast today. I appreciate the shout out there. So, I guess real quickly I gave you a little bit of an intro, but maybe you could introduce yourself a little bit more.
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Talk about your current role, your current company, and what you guys are up to. So Altisource is in a really neat juxtaposition as a VP of HR, although by the time you listen to this we may have launched out our rebranding. As well as a lot of the mid-market originators in the loan space.
And then on our Real Estate side, we have a number of initiatives that are growth initiatives. One of those being owners. We just hired a new president about 6 months ago. So both of those are at completely different juxtapositions than the mature businesses.
We have a mature, big, global, 6, employees in India, almost a thousand in the Philippines, 2, in the United States, and then spread out through Luxembourg, Uruguay, Romania, etc. Global, fast-growing, but also stabilized, mature, businesses in a very, very interesting industry at this time in the world right now.
Versus a huge, global organization. In fact, one of the interesting challenges and the reason they brought me on with my background is they were going through massive hypergrowth. And during that type of growth, frankly, there are a lot of things in the HR function that had been patchworked or pieces put together that we wanted to flesh out and build out into world-class systems, processes, and opportunities.
The clarification on my role. My role has a unique twist to it. How many are you guys at?
But, yeah, a little under 7, currently. And how big is your team? Whew, uh, right now? Counting Uruguay and the Philippines are a little smaller. So what is the structure of that team like? You need these people focused on specific functions within the whole recruitment lifecycle.
That by far is our biggest team. Then sending them up to the Regional Lead who is obviously doing much more of an organizational development-style behavioral interview, assessing them and then getting them over to a hiring manager, the managing broker, and pushing them through that way.
Instead of just relying on the recruiter and the hiring manager, continuing that data loop all the way through the entire process. You typically have a recruiter, whose job it is to hire people.
We have actually inserted organizational development in the middle of the interview process.Publication Date: June 01, Only a few weeks ago, Greg McNally, the CEO of software start-up DataClear, had called an off-site in Montana to celebrate his company's success in racking up $5.
enhancing sustainability of operations and global value chains Working with others, we aspire to reshape the way we work to achieve significant and lasting improvement in environmental and social outcomes, in a way that also improves our business.
People come and go, there are no long-term careers anymore. So you need to make sure that you work on yourself to be a director, whether or not it’s a director in your company, whether or not you get your boss’s job, all you need to do is make sure that you are director-level.
Working with Kelton, a leading global insights firm, we conducted an online survey of more than 2, full-time American employees across various industries, asking them about everything from how many careers they think they will have in a lifetime to what they believe is the most important benefit an employer can offer.
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