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Angus Kennedy
SDR at cord
Professional Background
Angus Kennedy is an accomplished Sales Development Representative (SDR) at cord, a cutting-edge direct messaging tool designed to simplify the process of finding work and connecting professionals in various industries. In his role at cord, Angus leverages his communication skills and industry knowledge to enhance business development and foster meaningful connections. Cord's innovative approach to recruitment aligns with Angus's passion for utilizing technology to facilitate job searching and networking, making him a valuable asset to the team.
Before joining cord, Angus served as a KYC Analyst at iBAN Online Ltd, where he honed his analytical skills and developed a keen eye for detail. This experience provided Angus with a solid foundation in compliance, diligence, and risk management—key components that are increasingly important in today’s fast-paced business environment. His transition from financial compliance to sales development illustrates his adaptability and commitment to personal and professional growth.
Education and Achievements
Angus holds a Bachelor of Applied Science (BASc) degree in Chemistry from Cardiff University (Prifysgol Caerdydd), where he graduated with a commendable 2:1. His strong academic background in a rigorous scientific discipline showcases not only his dedication to learning but also his analytical thinking skills, which are invaluable in his current role. Angus's education has equipped him with a methodical approach to problem-solving that undoubtedly contributes to his effectiveness in sales.
Aside from his professional journey, Angus's time at Cardiff University has fostered his ability to engage in critical thinking and research—skills that are essential in navigating the complexities of both chemistry and the ever-evolving landscape of the job market today. Angus’s educational achievements reflect his dedication to applying scientific principles to real-world scenarios, particularly in his current role where understanding market trends and client needs is paramount.
Achievements
As part of the growth team at cord, Angus has played a pivotal role in the company’s expansion efforts by actively seeking out new opportunities and establishing connections with potential clients. His contributions have directly influenced the company’s outreach strategies, leading to increased visibility and a broader network of professionals looking to utilize cord for their job search needs. Understanding the importance of building relationships, Angus excels in identifying and qualifying leads, ensuring that potential clients receive tailored communication that resonates with their needs.
Given his analytical background, Angus is adept at employing data-driven strategies to forecast trends and consumer behavior, positioning cord as a frontrunner in the competitive market of recruitment tools. By utilizing metrics and analytics, he effectively contributes to refining the user experience on the platform, ensuring that cord can provide optimal services to users. This hands-on approach underlines Angus’s commitment to innovation and excellence in the technology space.
In addition to his professional endeavors, Angus’s willingness to continuously educate himself and remain current on industry trends allows him to thrive in a dynamic work environment. His journey from a more traditional role in finance to an exciting position in tech exemplifies his versatility and ability to pivot towards new opportunities. Angus Kennedy embodies the spirit of ambition and adaptability, making significant strides in the landscape of professional networking and recruitment.
Highlights
❓Why do people leave their jobs❓
Most of us spend the majority adult lives working so changing careers is more than just an update on your CV. So if it's such a big deal why do people do it?
To answer this question we asked 1,100 experienced candidates on why they're leaving their current role. The top 3 are listed below:
♻ A desire for change was the top reason given by candidates. A lack of change within a company means people will take this into their own hands and start looking for something different.
💵 The second most popular factor is salary. For many people, the most significant salary increase they receive in their careers is from moving to a new company, as internal salary increases often fall behind the market.
🏫 Third is a lack of career advancement & challenging work. Without a clear structure, employees can feel like they're treading water and look externally for the chance to learn and develop.
To see the 12 reasons why people leave companies check out the rest of the article that inspired me to write this post here:
❓Is diversity important❓
Fostering diversity within teams is crucial for promoting innovation, creativity, and balanced perspectives.
In an article for Forbes, Meir Shemla wrote “Diversity gives you access to a greater range of talent, not just the talent that belongs to a particular world-view or ethnicity or some other restricting definition. It helps provide insight into the needs and motivations of all of your client or customer base, rather than just a small part of it.”
So how are the best hiring managers building diverse teams?
🎯 Build targeted talent pipelines 🎯
If you focus purely on applications to fill your position, you likely won’t receive as many applications from women. Over the last 12 months, just 22.51% of those were applications from women.
The top 5% of companies leading in gender diversity on cord sent 61.92% of messages to women, compared with the rest of the market where women made up just 20.75%. You have to be proactive and source diverse candidates.
🌎 Create inclusive and supportive cultures 🌎
It's not just about attracting diverse talent but also about retaining them by fostering an inclusive and supportive culture within the organisation. How are companies achieving this?
Rap from Kittl said "We are hosting a Girls in Tech event in July and we hope this will help with building an employer brand that shows we are dedicated to building a diverse company.”
🔍 Transparent and inclusive job descriptions 🔍
Use gender-neutral language in job descriptions and clearly state the essential requirements for the role. Encourage candidates to apply even if they don't meet every single requirement.
In summary, be proactive by building targeted pipelines, create supportive cultures and write inclusive job descriptions.
To see how companies are proactively sourcing diverse candidates check out our diversity filters by running a search for yourself (you'll see these filters under the "show only" section): https://bit.ly/3W6D3i4
Happy hiring! 🎉
