Janet Bourland Sorensen is the Senior Director of Global Talent Acquisition at Protegrity, where she leads innovative strategies to attract top talent in a competitive landscape. With a strong focus on aligning recruitment efforts with organizational goals, Janet leverages her expertise to drive a proactive and data-driven approach to talent acquisition. Her commitment to fostering a diverse and inclusive workforce positions Protegrity as an employer of choice in the tech industry.
Driving Success with Cultural Insight and Adaptability
Janet attributes her success in leading global talent acquisition teams to a deep understanding and appreciation of diverse cultures, personalities, and skill sets. She emphasizes the importance of adjusting her approach to drive the team toward success. “Leveraging each team member’s unique skill set while simultaneously challenging them allows for growth in both capabilities needed on the team and those that align with personal career goals,” Janet says.
She believes that quick and accurate decision-making is essential to meet business goals and team needs. Janet emphasizes the importance of reading people and trusting one’s instincts, noting, “I’ve always approached Talent Acquisition with a growth mindset and a service-oriented mentality.”
Janet highlights that supporting a business in finding the right hire requires a strong partnership with executives and hiring managers, along with outstanding listening skills and open communication. She acknowledges the necessity of having tough but necessary conversations when needed, recognizing that people are as critical to a company’s success as the company is to theirs.
“Business opportunities are like buses; there’s always another one coming. Only a fool never changes his mind. There is no greater thing you can do with your life and your work than follow your passions – in a way that serves the world and you. It is only by being bold that you get anywhere.” – Richard Branson
Aligning Talent Acquisition Strategies to the Needs of Start-Ups and Fortune 500 Companies
Janet approaches talent acquisition with a start-up mentality, focusing on agility and a deep understanding of business needs. She emphasizes the importance of not getting too caught up in the process but rather on meeting the specific goals of each department. “Be willing to stretch yourself and become the expert in the business need, regardless if it’s your domain or not,” Janet advises, stressing that ownership is key.
She recognizes that each company, from start-ups to Fortune 500s, is unique, requiring a tailored approach rather than a one-size-fits-all strategy. Janet believes that being close to the business and understanding its strategy and direction is crucial for effective partnership with hiring managers. “Being honest about the role, challenges, pace, and culture is critical, especially within the data security space,” she notes.
Janet also emphasizes the importance of understanding candidates on a personal level. “You are affecting someone’s life, so listening to what’s important to them, where they are in their life, and what their personal career goals are is key,” she says. By being honest and open in these communications, she ensures that both the candidate and the company benefit. Janet also highlights the need for mentoring junior recruiters, helping them to see the importance of being talent advisors, which she views as essential for running a successful global talent team.
Balancing Efficiency with Human Connection in Talent Acquisition
Janet has made a significant impact at Protegrity by streamlining the hiring process while staying aligned with the company’s strategy and needs. She describes this focus as her “superpower,” enabling a closer alignment of talent acquisition with overall hiring goals.
One of her key contributions is the introduction of training programs that have elevated the talent level at Protegrity. “Bringing necessary training programs into Protegrity has resulted in more strategic hiring,” Janet says.
She has also implemented tools to boost efficiency while keeping the human element central. “Adding tools to become more efficient but continuing to recognize the human piece of this process is a value we want to keep,” Janet emphasizes, underscoring the importance of balancing technology with personal connection in talent acquisition.
Navigating Challenges in Talent Acquisition Partnerships
Janet fosters a positive partnership with Protegrity’s executive team, which values the insights of talent acquisition. Weekly discussions on hiring priorities and strategies enable a proactive approach. “This allows us to be proactive in our hiring and pivot quickly if necessary,” she explains.
A key challenge is helping executives and hiring managers understand the talent life cycle. “Bringing this awareness will allow you to move into a proactive versus reactive partnership to meet hiring goals,” she states. Janet emphasizes the need to understand strategy and develop solutions proactively.
Reflecting on her past experiences with unsupportive executive teams, she notes, “You have to prove how and why talent is different.” By focusing on data and building relationships, she overcomes these challenges. “It may take time, but I’ve always built the bridge that allowed a successful partnership,” Janet concludes.
Addressing Difficult Conversations in Talent Acquisition
When Janet first joined Protegrity, she faced the challenge of addressing a poorly performing talent team. Making tough personnel decisions was necessary to get the right team in place, but earning the trust of an organization that had experienced dysfunction for an extended period proved to be equally challenging.
“The key to the turnaround was a relentless focus on analytics,” she explains. Janet prioritized using data not only to identify areas for improvement within her team but also to share progress with the broader organization regularly.
To further enhance the team’s capabilities, she initiated a talent boot camp, elevating recruiters from basic skills to a talent advisor level. As a result, the talent team is now recognized as a valuable partner across the organization, highlighting the effectiveness of her approach.
“Don’t let the noise of other’s opinions drown out your own inner voice.” – Steve Jobs
The Importance of Employer Branding in Talent Acquisition
Janet views employer branding as essential for building successful global teams, particularly when considering cultural nuances. She emphasizes that the challenges posed by AI should inform the employer brand, allowing organizations to attract top talent worldwide. “AI brings both positive and negative implications,” Janet notes. “From a branding perspective, it’s important to be authentic and true to the organization’s values.” By aligning branding with candidates’ expectations, she develops an effective talent strategy.
While it may not be possible to address every candidate’s need, Janet believes that clear communication about progress helps attract the right individuals. Protegrity’s status as a global, remote-first organization that emphasizes a strong work-life balance aligns with today’s market demands. Additionally, the company prioritizes Diversity, Equity, and Inclusion (DEI). “It’s important to walk the walk, not just talk the talk,” she asserts, highlighting that these values are actively lived and supported by Protegrity’s executive team.
Balancing Work and Personal Life in a Demanding Role
Janet acknowledges the challenges of balancing work and personal life while managing a global team in a fast-paced, highly confidential environment. To navigate these demands, she structures her day to incorporate appropriate breaks, such as walks with her dog or lunches with her husband, while accommodating early morning and late evening meetings.
“Strong organizational skills are essential,” she notes. Regular meetings with key stakeholders and a proactive, solutions-oriented approach enable her to adapt priorities as needed. This strategy helps Janet maintain balance amidst the high demands of her senior director role.
Staying Ahead of Emerging Trends in Talent Acquisition
Janet has a longstanding fascination with high-tech sectors and their potential to transform businesses and lives. She embraces a natural curiosity and a willingness to learn from various sources, including one-on-one conversations, conferences, interviews, industry publications, podcasts, and the latest articles.
This diverse approach helps her stay informed and adjust strategies as needed within Protegrity and beyond. “It’s crucial to keep up with technology and understand it to sell the company effectively,” she emphasizes. Additionally, Janet highlights the importance of keeping an eye on emerging technologies and market trends for success.
For instance, she notes that AI is a significant factor in today’s landscape, sparking mixed reactions. “Some people are for it, and some are against it,” she explains, adding that understanding the implications of AI on employee roles, collaboration, and mindset is vital for executives. This awareness is essential as organizations navigate what employees and candidates value in the modern workplace.
Building Effective Partnerships with Senior Leadership in Talent Acquisition
Janet emphasizes the importance of proactive strategic approaches in talent acquisition, particularly through regular meetings with executives to understand the company’s overall direction and hiring budgets. These discussions often extend beyond immediate hiring needs, sometimes revealing opportunities for training or internal transfers that optimize the use of existing teams.
“I routinely meet with executive technical and sales leaders to gain insights into their hiring needs and priorities,” she explains. By engaging in these conversations, Janet uncovers additional details that help refine searches for specific skill sets or personal traits. In this capacity, she sees the talent team as a vital bridge between strategy and execution, facilitating effective partnerships that drive talent acquisition initiatives and align with the company’s goals.
Ensuring the Right Hiring Decisions through Comprehensive Assessment
Janet highlights that making the “right” hiring decisions involves two key aspects: identifying the necessary skill sets and evaluating soft skills, personality traits, collaboration abilities, and career goals. “In most hires, you are helping the hiring manager to build a team, not just hiring an individual,” she notes.
She uses the metaphor of a flower’s petals, explaining how they overlap. “Helping hiring managers to think about this differently allows them to consider what’s needed on the team, what they already have, and what they might need in 6 to 12 months.” This perspective fosters a deeper understanding of the “right” person for the role.
Janet emphasizes the importance of outstanding listening skills, stating that truly hearing what is (and is not) being said is essential for any talent acquisition professional. The second part of her process involves the ability to quickly and accurately translate these conversations into assessments of whether a candidate might be a good fit. While talent tools can enhance a recruiter’s effectiveness, she asserts that they do not define a good recruiter or leader.
“I think it is possible for ordinary people to choose to be extraordinary.” – Elon Musk
Key Accomplishments Shaping a Get-Things-Done Attitude
Janet takes pride in her ability to help bring numerous start-ups to life throughout her career. Although often challenging, this work has been both interesting and rewarding. She appreciates the experience of working with tight-knit teams, where she can contribute at various levels and quickly acclimate to new environments.
This journey instills a “get-things-done” attitude in her approach to talent acquisition. “It teaches you to figure out how to solve issues quickly and effectively,” she explains. Janet emphasizes the importance of approaching discussions with solutions rather than problems, a principle that has guided her in driving successful talent acquisition initiatives.
Shaping the Future of Talent Acquisition Through Proactive Adaptation
Janet envisions a future of talent acquisition increasingly influenced by AI tools that streamline hiring processes. However, she emphasizes that companies must align these tools with their mission and values, as well as understand their strengths and weaknesses.
She believes that upskilling employees and leveraging a remote, global workforce will be critical. “Understanding what is important to your employees and the talent you are strategically hiring in different geographies will remain essential in meeting your goals,” she asserts.
As talent acquisition evolves, Janet sees the need for a proactive approach that closely monitors changing employee priorities while maintaining a focus on business objectives. She advocates for transforming talent acquisition into a “marketing machine” to enhance brand visibility and attract the right talent more efficiently, which she identifies as a key factor for success in the future.
“Train people well enough they can leave but treat them well enough, so they don’t want to.” – Richard Branson
Key Strategies for Aspiring Leaders in Talent Acquisition
Janet advises aspiring leaders in talent acquisition to prioritize understanding their market and staying informed about industry changes. “Stay curious and abreast of changes,” she emphasizes, encouraging professionals to explore various industries and adapt to constant change.
Building strong relationships at the executive level is essential, as it helps communicate challenges and impact effectively. Janet underscores the importance of being comfortable with handling confidential information while navigating the complexities of global hiring and talent management. By embracing these strategies, aspiring leaders can make a significant impact in their field.
Conclusion
In her role as Senior Director of Global Talent Acquisition at Protegrity, Janet Bourland Sorensen exemplifies the transformative impact of strategic talent acquisition on organizational success. By fostering strong partnerships with leadership, emphasizing the importance of employer branding, and embracing data-driven decision-making, she positions Protegrity to thrive in an ever-evolving landscape.
Janet’s dedication to nurturing talent and creating a positive workplace culture not only attracts top candidates but also contributes to the company’s overarching mission of innovation and excellence. Her forward-thinking approach serves as a valuable blueprint for aspiring leaders in talent acquisition, highlighting the critical role that effective recruitment plays in shaping a successful organization.
