Diary of a High Volume Recruiter Series: Kathleen Steffey of Naviga Recruiting & Executive Search

This series is dedicated to sharing the expertise of high-volume recruiters. We’re talking to some of the hardest-working people in the industry, and asking how they are getting hiring right at scale. Complete with anecdotes and advice for the next generation of high-volume recruiters, here is the third instalment of our series. 

Meet Kathleen Steffey, the Founder and CEO of Naviga Recruiting & Executive Search. Kathleen has been recruiting for more than twenty years. With experience leading talent acquisition for publicly traded companies, having worked overseas, and today building a 5-star recruiting firm that serves organizations across the US, Kathleen has a ton of wisdom to share with the industry. Read the full interview below.

1. How has the practice of recruitment changed since you began your career? Any memorable moments?

Fundamentally, the practice of recruitment hasn’t changed. We still source, solicit, sell, screen, and prep candidates for interviews. We still recap conversations, coach for offer acceptance, and guide people through onboarding. Those core activities remain the same.

What has changed are the tools that support the work. Software, automation, and AI have dramatically increased efficiency and the speed of delivery. One of the biggest contrasts I remember is going from storing printed resumes in alphabetized filing cabinets to managing candidates through ATS statuses with a few clicks. The process evolved from hands-on, manual labor to a streamlined, technology-driven workflow.

2. What does a good day look like? 

A good day looks like a high volume of candidates responding to a position solicited with interest (anything above 25%). 

3. What systems and processes make it work?

The systems that make my life easier as a high-volume recruiting leader include a strong ATS, a well-organized CRM, AI-driven data tools, business social platforms, and modern, sophisticated job boards. These tools allow us to quickly tap into our network, source efficiently, and streamline everything from outreach and qualifying to submitting candidates for our clients’ open recs.

4. How are the challenges of high-volume recruitment different?

The challenge with high-volume recruiting is that you have to move faster than ever, quickly assess candidate behavior, and develop thicker skin for the inevitable fall-off. As a result of moving faster, you get people who are disingenuous and just trying to put their name in a hat for something they don’t know much about. 

5. What advice would you give someone considering this career?

They can do it, and it can be very lucrative if they are someone who likes a good challenge, can move quickly, and has strong decision-making skills.

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HiringBranch would like to extend a sincere thank you to Kathleen Steffey of Naviga Recruiting and Executive Search for participating in this important series. For the previous article in the series, click here, and stay tuned for our next installment coming next month.

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Image Credits

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