Trey Ibarra

Trey Ibarra

Senior Executive Recruiter,
Morgan 20/20


A Day In The Life of a Senior Executive Recruiter

Bio

Trey operates a full recruitment desk. He handles business development, account management, marketing, and recruitment for the firm.

Monthly, Trey sources talent for 10-20 roles at a time; 15 being the sweet spot. This usually consists of roughly three per week. He recruits for challenging openings of senior leveled positions; CEOs, COOs and Directors to name a few.

While working independently, Trey also takes on overseeing two other recruiters that report directly to him and handle sourcing talent for roles such as production supervisors and maintenance mechanics.

ADITL

Monday

4:00 AM

To kick off the day, Trey took his dogs out, went to the gym to spend an hour in the iron paradise with some blood-pumping tunes (Avenged Sevenfold or Drake) and headed home to shower.

Afterwards, Trey took his son to school and ventured onward in his commute to work. Once arriving at the office, Trey set up his desk for the day and reviewed his activities which had been mapped out the previous day, a habitual process he learned from his company.

Trey quickly adapted a daily structure that he and his colleagues refer to as the “Morgan Methodology,” which means business development in the mornings, recruitment in the afternoons with interviews, client meetings and networking events placed intermittently in between. Trey finds it imperative to organize the events of each day, stating,

“There has to be a method to the madness.”

Prioritizing and mapping out tasks or responsibilities in an order of importance streamlines the workload although remaining flexible to impromptu interviews or client meetings is necessary, as well.

Trey Ibarra-YMCA


7:00 AM

During his commute, Trey drove to his kid’s school across town and then sat in a conga line with the rest of the San Antonio commuters.

Although sometimes frustrated by traffic, Trey keeps his cool and controls the controllable. He normally keeps the music off in the car. He has established an ability to transition from gym-mode to daddy-duties to then his game face for work. He prepares for these various transitions by focusing his mind, centering himself in the present and gearing up for the responsibilities that are in front of him.


7:45 AM

Trey describes his office as a no-frills, four-white-walled room with some whiteboards. His laptop, landline phone and his cell phone sit directly next to each other while a water cooler and snacks lurk in the next room… covering all basic necessities for survival.


8:00 AM

Trey spent time producing marketing posts for his company where he speaks to his audience through LinkedIn and Facebook to discuss relevant, important and intriguing content for his clients.

His strategy around marketing posts relies on planning and consistency, often designing out his posting schedule a month in advance. For example, on Mondays, Trey will regularly post content that feels motivational to his audience. Or if his colleagues and company attend an event hosted by a partner, he will advocate for that through pictures and messages from the scene. He tags individuals and creates a wider name for himself as an expert and an embedded component of his organization, which in result positively impacts his company.

The primary objective here is to incorporate various messages that both drive the story of an individual while simultaneously enhancing the image of the brand as a whole. To do so, Trey posts on LinkedIn, his personal Facebook and through admin. abilities on the company’s pages. “Essentially, people buy from people. If I build a brand around myself, people will be drawn to buy from me which in return impacts the brand as a whole,” Trey said.

Trey’s target demographic is “anybody and everybody” as he works to extend his reach to a wide group, with a goal of attracting key talent from a larger pool.


8:15 AM

Trey focused on research and marketing calls. The day before, he had selected a handful of candidates to actively market out to potential clients.

Trey cultivates the top talent he recruited for specific roles with all the details ready to present to the companies needing to fill openings. Trey will prepare the passions, skill sets, goals and experience of each of his talent selections at the forefront of his mind to negotiate and display for the company. Trey makes calls to a vast array of companies, to better his chance of landing a spot for one of his candidates. 

He will also contact people based on their prior level of interest in working together. Meaning, if he had reached out to them in the past (with or without a role in hand) and they did not explicitly tell him, “no,” he’s more than likely back on the phone with them for another try.

Trey checks in with his candidates routinely to monitor status of efforts and maintain relationships. It’s easy to lose track of everyone while handling such a large group of people during one time frame. To combat this, Trey said simply maintaining connections on social media can make all the difference while fostering healthy partnerships. 


9:15 AM

Trey operated a strategy call, which he conducts on a weekly basis.

Strategy calls are scheduled by both Trey and by his candidates and consist of conversations with clients or potential clients, hiring leaders or basic leaders of organizations that need guidance with recruiting and retaining their own people.

These calls offer strategic solutions towards questions such as, “what are you doing now to attain talent,” to “what exactly are you expecting from this (insert job title)?” After the topics are divulged, the individuals in the discussion narrow down resources and how to engage them to overcome the challenge.

Phone - Trey Ibarra


11:00 AM

Trey took a resource conference call. Countless recruitment tools enter the market and its important to utilize only the most efficient ones to remain ahead of the game, business-wise. Trey had a call with the founder of a new CRM (customer relationship management) tool devoted to full desk recruiters. This specific tool will help with outreach and improving business development strategies through incredibly detailed, customized sequences and uploading contact information. 


12:00 PM

During this time, Trey conducted interviews with passive candidates, allowing them to speak freely during their lunch hour. Trey asked questions that honed in on the innermost thoughts of where these candidates wanted to be in their career and how he can be a resource to moving them closer towards that end goal. Trey also dissected their responsibilities in percentages of time spent on different duties to establish a strong sense of what they have been responsible for, what they have accomplished and how they can potentially impact a future company. This process in totality takes up the entire hour if not more.


1:30 PM

Trey joined an exploratory meeting where he met with a potential client about their needs while learning more about their particular organization. This time typically consists of a plant tour, probing to gain clarity as to who the organization is, to what degree are they hiring and what their talent acquisition processes look like.

This ended with a discussion about a potential partnership but recognized it to be an unsuitable match. The turnover for this organization was above 50% and they had been using five staffing companies. When a few people try to do many things, it simply isn’t sustainable for a healthy partnership. 

Trey is responsible for landing clients and he eludes to gaining about five clients for every 100 calls he makes.


3:00 PM

Trey focused on the most time-consuming task… recruitment.

Although he has an automated recruitment system that works consistently—without disclosing full details of the particular system, Trey can collect the information of between 100-200 candidates per day after connection leading to about a 20% return with responses back from candidates—this is the time where he can focus on building relationships and actively engage in recruitment activities.

This includes sourcing for candidates online to calling companies and getting their organization chart to pinpoint who he intends to target for any open roles he is working on. Then, Trey moves forward to schedule interviews for the coming days.

While reaching out to acquire potential candidates, Trey focuses on the act of giving consistently. He vocalizes and fosters an open line of communication to possibly attract clients to become engaged in conversation for potential open roles. Through this process, roughly two interviews per day are scheduled by Trey for the present day or shortly thereafter.


4:30 PM

Trey was on the road again, engulfed in the 30-minute commute to his kid’s school before stopping to get a few things to make dinner. Once the family arrived home, they cooked and took out the dogs.


6:00 PM

Trey went right back to work recruiting and followed up with his current and potential clients. He continued his research, reviewed his work and sent out follow-up messages. He also responded to people he had been in contact with earlier in the day, sourced different talent, planned out the next day, reviewed news articles or interesting tidbits and researched target companies.

Trey ended the day feeling accomplished after introducing a candidate to a client that resulted in an expected offer right around the corner. Trey reflected on his day saying, “it’s a great deal of work, but I’m used to it! I like the hustle!”


10:00 PM

Between the hours of 5:00 PM to 10:00 PM, Trey’s nighttime routine involves dinner, dogs, daddy duties, bath time and settling into the night time. While admitting it may be nerdy of him, Trey’s way to relax after a long day of work and parenting is playing video games. It’s a way for him to tune out the stresses of the day and focus on himself.

Which job do you want to experience next?

Experience

Trey studied psychology and ended up in recruiting, quite frankly, by accident. He started working with a non-profit called Trey’s House and stepped into the Executive Director role with the responsibility of recruiting volunteers, members and employees to assist in the process. Once moving forward from the non-profit and after gaining various levels of unknowingly relevant experience, Trey landed a job with Expedite, a pop-up style agency, recruiting for oil and gas consultants.

He was unfamiliar with the details of the industry but had established a natural talent and began to learn more. Trey was trained in selling positions to candidates and learned what good candidate looks like. He found an immediate passion in the work and with time, he groomed a reputation for himself in the field. Through a line of connections, Trey was introduced to his now current boss and offered a position with Morgan 20/20 where he has been working for the past three years.

What advice do you have for aspiring Recruiters?

Trey advises to make sure this job is something you really want to do. If you read his ADITL, you’d know Trey’s job isn’t easy. Stress, competition and speediness are involved which means you always have to be “on.” But if you love it, Trey said, it’ll never feel like work.

Trey underscored his point by saying, “Overall, you have to chase your passion. It’s all about what you are passionate about… focus on that first and money will come second. Recruitment, in general, is stressful and thrilling at the same time.”

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