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Melanie Hubbard, senior corporate recruiter at ECS, understands the importance of a good first impression. From ensuring a seamless interview process for new candidates to assisting with the hiring process, Melanie makes it her mission to win the talent war every day and position ECS to support the missions that matter across the government.
We sat down with Melanie to discuss her work, its impact, and how ECS stands apart in the industry as a great place to work.
Q. Let’s start with a fun one: What is your favorite part of the job?
A: There are two parts to this. First, helping candidates find jobs that truly fit what they’re looking for is incredibly fulfilling. It’s rewarding to build relationships with candidates and eventually place someone in a role that’s right for them, even if it takes multiple interactions and especially when you see that person go on to succeed in their role. Second, seeing my direct contributions to the company is very satisfying. It’s great to hear about the impact of our work and see the results of our efforts, such as winning the contracts that allow ECS to support critical government missions. It’s amazing to see the entire process, from hiring to the candidates’ contributions in their roles, and know that our work as recruiters directly impacts the company’s success.
Q. One of the issues we hear about in tech recruiting is the “talent war,” or the competition for a limited pool of industry talent. Does that affect your work?
A: Yes, the competition for a limited pool of industry talent is something we deal with regularly. From the beginning of the interview process, we try to understand what candidates’ goals and dealbreakers are throughout their job search. It’s crucial to understand what will make ECS stand out in their job search or what could push our offer over the edge. We have an ongoing conversation among our team about how ECS can remain competitive in an ever-changing market, such as highlighting the benefits that make ECS stand out, like our training and education benefits.
Especially for niche positions with specific skillsets, recruiting is a long game where we build relationships and network extensively. Even if a candidate doesn’t fit a position now, ensuring a positive candidate experience and maintaining a strong relationship can increase the chances of future applications. We also stay up to date with industry trends and emerging technology to ensure we remain relevant and competitive. Often, candidates themselves are our best source of market insights.
Q. What sets ECS apart in the industry as a desirable place to work? What do you focus on as a recruiting pitch?
A: I always emphasize that ECS offers a unique blend of a smaller company feel with the opportunities of a larger organization. There’s a real spirit of agility and innovation here, whether it’s Pitch Day (our annual Shark Tank-inspired competition where employees are encouraged to pitch ideas for solutions, services, or products) or our tremendous rate of growth.
Although I work fully remote, many employees are hybrid and there’s a sense of community through our Employee Resource Groups (ERGs) and opportunities to meet up in the office. ECS maintains the feel of a small company where there is close collaboration across departments. If you don’t know how to do something, you just have to ask. Everyone is responsive and willing to help. So, our collaborative and supportive environment is a distinguishing feature of our organization.
Our mission-based work is another aspect of ECS that resonates with candidates. We support missions that truly matter and execute impactful work, not just for the government but for our fellow citizens. There’s a real feeling of accomplishment that comes from that. Lastly, the accessibility of ECS leadership and the recognition they give to our employees, from entry-level positions on up, is unique to our culture. Hearing your contributions specifically mentioned in town hall meetings by the company president shows that your work does not go unnoticed and truly makes you feel valued.
