Our Recruiting on Demand (RoD) model is flexible to the changing needs of our clients and often involves our most senior recruiters. Typically, our RoD engagements last a few months and conclude with our team hiring their in-house counterparts. There are exceptions however—and Esther Park and Troy Heronimus are exceptional exceptions. Esther and Troy both recently wrapped up projects that lasted over two and two-and-a-half years, respectively.

I asked Esther and Troy about their experiences working on these long-term engagements.

Q: Can you tell us about the client you worked with and what excited you about the project?

Esther: "I worked with FEV Tutor, a B2B company providing live tutoring platforms targeting schools and underserved communities. Their mission—to close education equity gaps—really resonated with me as a parent. It felt rewarding to contribute to a company focused on making quality tutoring accessible to everyone."

Troy: "I worked with Yohana, now Panasonic Well, a concierge service company under Panasonic. Their goal is to free up people's time to focus on their families. I was initially brought on to hire for leadership roles, such as the Head of Legal and VP of Finance, and later expanded to engineering and product positions. It was exciting to contribute to building the foundation of a growing company, especially one transitioning to AI and machine learning technologies."

Q: What were the biggest challenges you faced, and how did you overcome them?

Esther: "One major challenge was the lack of alignment among stakeholders about hiring priorities. Everyone had different ideas about what an ideal candidate looked like, which led to a disjointed process. I focused on understanding each stakeholder's needs, streamlining the process, and ensuring everyone was on the same page. Weekly meetings became an invaluable tool to establish clarity and structure."

Troy: "Frequent changes in hiring priorities were a constant hurdle. What we focused on one week often shifted the next. I embraced these changes by maintaining a flexible mindset and focusing on supporting the client's evolving needs. Additionally, when filling in for their Head of HR during a leave of absence, I identified gaps in documentation and processes, such as compensation structures, and worked to implement improvements."

Q: How did your client's needs evolve over time, and how did you adapt?

Esther: "FEV Tutor's initial needs were centered on building their core team, but as they grew, their focus shifted to leadership roles. I adapted by leveraging relationships with previous hires who had been promoted internally, which made the transition smoother."

Troy: "When Yohana transitioned into Panasonic's IoT and AI initiatives, the required skill sets changed significantly. I took the time to learn about AI and machine learning—areas I wasn't initially familiar with—so I could better identify top candidates. Partnering with senior directors who provided guidance was key to adapting."

Q: What are you most proud of accomplishing during this project?

Esther: "Building trust with stakeholders was a turning point for me. Initially, there was skepticism about my impact, but over time, as I delivered strong candidates, I earned their confidence. Seeing the candidates I placed thrive and grow into leadership roles was incredibly rewarding."

Troy: "I'm proud of how integrated I became with the client. By the end of the project, many team members thought I was a full-time employee, which speaks to the relationships I built. Being able to influence processes and see the tangible impact of my work was fulfilling."

Q: What advice would you give to other recruiters on long-term projects?

Esther: "Understand the client's needs as quickly as possible, and don't be afraid to stand by your recommendations. Confidence and clear communication build trust, which is critical for long-term success."

Troy: "Stay curious and proactive. Ask questions, join meetings, and immerse yourself in the client's world. Even if you're remote, making the effort to build relationships will make a big difference."

It's clear to me from my conversations why Esther and Troy remained on their respective projects for so long—their flexibility, ability to build strong relationships, and commitment to understanding their client's needs made them invaluable recruiting partners.

If you think your team could benefit from an invested, embedded talent partner, we would love to connect.