Amanda Landrum

About

Full-lifecycle recruiter who recently led the end-to-end search for newly created Internal Executive Guide roles at Pathways (leadership development), partnering closely with an executive team. Strong in executive alignment and process design—interviewed leaders individually to unify the role vision, coached interview frameworks, managed offers/references, and onboarded the final hire.

Key Strengths

• owned end-to-end executive recruiting lifecycle from intake through onboarding
• aligned an executive team on a newly created role by interviewing leaders 1:1 and reconciling inconsistencies
• coached executives on interview approach and framework to improve consistency and decision-making
• unblocked stalled searches by proactively proposing solutions tailored to busy executive schedules
• structured prioritization using a signals-vs-noise framework with periodic checkpoints

Reference Highlights

• professional and driven in managing client relationships
• effective navigating challenging client relationships
• strong at keeping candidates engaged over long timelines
• proactive and persistent in preventing stalled searches
• very responsive with hiring managers after interviews
• handles high-pressure, fast-changing environments well
• speaks up to clarify priorities with leadership
• ridiculously well organized
• high standards for candidate quality control
• likely to improve existing workflows
• structured approach to follow-ups
• Strong full-cycle recruiting performance
• Balances client and candidate needs effectively
• Clear, consistent communication
• Clarifies role requirements well
• Sets realistic expectations early
• Provides regular pipeline updates
• Attentive and keeps candidates engaged
• Effective on hard-to-fill/niche roles
• Creative/out-of-the-box approach to building pipelines
• Strong ability to drive decisions and push for timely feedback
• Good balance of consultative and assertive
• Proactive in preventing searches from stalling
• Adapts communication style to hiring manager preferences
• Transparent and supportive with candidates during delays
• Handles pressure and competing requisitions with organization and quality
• Tenacious follow-through
• High rigor in candidate quality control
• Well-organized workflows and consistent tracking
• Thoughtful judgment on long-term/holistic fit
• Catches mismatches early and recalibrates with client

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