Meet the Consultant…with Allyson Kurian

Meet the Consultant…with Allyson Kurian

On our next ‘Meet The Consultant’ spotlight blog we speak with Allyson Kurian, Consultant at Hanson Search. Allyson is a recent transplant to London from New York City, where she previously worked in recruitment within financial and professional services. Now specialising in corporate communications, Allyson shares her journey into recruitment, insights and trends in the corporate communications market and gives advice to both employers and candidates.

How did you get into Executive Search?

My path to Executive Search was anything but straightforward! I began my career as a professional opera singer, working temp/odd jobs by day in order to support myself. Dissatisfied and exhausted from the constant hustle-for-my-worth, I decided to get my real estate license and joined a successful team in Brooklyn, New York. Once I had my son in 2019, minus a little pandemic-related career break, I knew I wanted a career with predictable hours to maximise family time, so I took my people-skills and pivoted into recruiting.

Can you tell us a little about your current role?

I work on the Corporate Communications team, working on mid-to-senior level roles both in agency as well as in-house. I take my title as a “consultant” pretty seriously, and always aim to add value to any conversation I have with candidates and clients alike, by sharing market intel or advice on how to find a new role (hint: speak with a recruiter in your industry!).

What talent challenges/trends in the corporate communications industry are you currently seeing?

I’m seeing lots of interest from candidates wanting to move into more purpose-led work, especially in the form of sustainability or social impact. Luckily, there’s also a huge movement from our clients in growing these offerings, so people who can position themselves as leaders in this space are in high-demand.

Another refrain I hear frequently is the desire to move from agency to an in-house role. There’s a real interest in becoming an expert in one client or industry, and being a true specialist in that field.

As the war on talent continues, what techniques have you seen businesses operating in corporate communications use to attract and retain talent?

Especially for the younger generation of employees in the first part of their careers, it’s important for them to know that the companies they join actually care about their progression and well-being. It’s no longer enough to understand the monetary rewards on offer, they also want to know how often you get to meet with your line manager, how often salary and title reviews happen, what KPIs are in place to make it to the next level. They’re not willing to compromise on these items, so companies have been forced to step up in that department in order to attract the best talent.

What one piece of advice would you give to hirers within corporate communications?

Make the interview and hiring process as quick as it can be while also being thorough. Making candidates wait ages between rounds is a great way to sour a relationship before it’s even started, and your candidate is likely to be snapped up by someone who’s able to move faster.

How can companies within corporate communications benefit from working with a recruiter for their talent hiring process? 

There are myriad benefits to working with a recruiter, but one benefit that stands out is that we’re speaking to the market all day, every day, and will be able to identify trends and insights in real time. If you work with a recruiter, think of the relationship like a partnership – keep them updated on movements from your side, and use their expertise in the market to help inform your decisions.

Another key benefit is the facilitation of the hiring process. We are in a unique position of knowing what’s going on both with the candidate and with the client, and can make sure to keep both informed for a transparent and fair hiring process.

Where do you recommend candidates look for opportunities in light of a potential economic downturn – inhouse v agency?

There is no right answer to this question, because ultimately it comes down to the work that suits an individual person. There are pros and cons to both, like anything, and ultimately only you can decide where you’ll thrive. So make the choice that suits your skillset, supports your career and life goals, and allows you to do your best work.

As someone who took a career change into Executive Search, what advice would you give someone looking to explore recruitment?

My best advice is to speak to someone who works in recruitment, in a sector that interests you, and ask them to share the highlights AND challenges of working in the industry. When making a career pivot, it’s best to go in with eyes wide open that there will be a learning curve, but also tremendous rewards if you’re successful.