Hi Y***l, I’m J***e, an HR Recruiter at StrategyBrain. I came across your profile and was impressed by your recent Campus Recruiter role at D***r and your legal studies at R***y. We’re partnering with L***s to hire a Legal Talent Acquisition Specialist,someone who can build campus strategies, foster university partnerships and source top law graduates. Would you be open to a brief chat to see if this aligns with your next career step? Best regards, J***e

Hi Y***l, Great to hear back from you! Here’s a bit more about the opportunity at L***s and why I think it dovetails nicely with your background: 1. Company & Culture • Boutique legal recruitment firm with ~50 consultants, focused on matching top law talent with leading firms and in-house teams. • Collaborative, growth-oriented environment where professional development and innovative sourcing are core values. 2. Role Highlights: Legal Talent Acquisition Specialist • Develop and execute end-to-end campus recruitment strategies,leveraging your D***r experience,to attract high-potential law students and graduates. • Build and maintain relationships with universities, faculty and student associations (think R***y ties!), elevating our employer brand on campus. • Screen resumes, conduct interviews and coordinate assessment centers for entry-level legal roles. • Partner closely with hiring managers and senior recruiters to shape role requirements and build robust pipelines. • Facilitate onboarding and deliver ongoing support to ensure new hires integrate smoothly and stay engaged. 3. Growth & Support • Clear progression path toward Senior Recruiter or Team Lead roles, backed by mentorship and leadership training. • Access to best-in-class ATS/CRM tools, employer-branding resources and dedicated sourcing budgets. • Competitive salary plus performance bonus, 25 vacation days, flexible working options and an annual learning allowance. Next steps: Does this overview resonate with what you’re looking for? Are there any areas you’d like to dive into deeper? Let me know your availability for a 20-minute chat this week, and I’ll set it up. Looking forward to your thoughts! Best, J***e

Hi Y***l, Great questions,happy to dive in. 1. Campus Footprint We’ve built active partnerships with several leading Dutch law faculties, including R***y (your alma mater), U***m, L***y, U***y and E***r. Through career fairs, guest lectures and collaborations with faculty-led student associations, we’ve established a steady presence on these campuses. 2. Pipeline Challenges • Brand Differentiation: With multiple recruiters vying for the same top-tier candidates, standing out at events is key,so we’re constantly refining our on-campus messaging and candidate takeaways. • Academic Calendars: Each university operates on slightly different timelines for exams, electives and career weeks, so coordinating events to hit peak engagement windows can be tricky. • Early Engagement: We aim to start conversations as early as the second year of studies, which means cultivating relationships well before students think about internships or grads roles. Balancing that long-lead effort with immediate hiring needs keeps us on our toes. Would Wednesday at 3:00 PM CET or Thursday at 10:00 AM CET work for our 20-minute call? Let me know which suits you best, and I’ll send over a calendar invite. Looking forward to chatting! Best, J***e

Hi Y***l, Great,Thursday at 10:00 AM CET is all set. You’ll receive a calendar invite from me shortly. To your question on measuring success for campus events and early‐engagement initiatives, we typically track: • Attendance & Reach , Number of students at each event (in person or virtual) and RSVPs compared to target. • Pipeline Conversion , How many attendees submit applications, advance to screening, interviews and, ultimately, receive offers. • Quality of Hires , Percentage of event‐sourced candidates who pass probation or receive strong performance feedback in their first six months. • Engagement Metrics , Sign-ups for newsletters or talent communities, LinkedIn group growth, and repeat attendance at follow-up sessions. • ROI & Feedback , Cost per hire from each event and qualitative feedback from students and faculty on our branding and content. These KPIs help us refine messaging, timing and event formats,ensuring we build a sustainable pipeline of top legal talent long before graduation. Looking forward to diving deeper on Thursday! Best, J***e HR Recruiter, StrategyBrain (partnered with L***s)

Hi Y***l, Great parallels to your D***r process,you’ve clearly seen the value of marrying qualitative feedback with your ATS. Here’s how we do it at L***s: 1. Capturing & Actioning Insights • Integrated Surveys: We embed short post-event surveys (via S***y or our ATS’s survey module) where students and faculty can rate sessions, suggest topics, and flag follow-up interests. Responses flow directly into our CRM (A***e), where we tag and segment them by campus, event type and cohort year. • Student Advisory Panel: We maintain a small cohort of law students across our target universities who provide ongoing feedback on our messaging, event formats and branding. Their input guides tweaks in real time. • Monthly Review Cycles: Our campus team holds a monthly “Voice of Campus” meeting with hiring managers, sharing key themes, top suggestions and action plans,whether that’s adjusting content, refining outreach timing or tailoring interview prep materials. 2. Balancing Cost-Per-Hire & Quality-Of-Hire • Budget Frameworks: For each campus initiative we set a blended target (e.g. €X per hire) but also build in “quality checkpoints”,metrics like offer-acceptance rate, first-year retention and performance ratings at three and six months. • Pilot & Scale: We pilot smaller, cost-efficient tactics (virtual panels, specialized workshops) alongside marquee events. We then compare cost against quality metrics and double down on those with the best overall ROI. • Continuous Calibration: Our analytics dashboard flags any spike in cost-per-hire or dip in new-hire performance. When one metric drifts, we convene a quick cross-functional session (recruiters, marketing, TA ops) to realign spend and adjust programming. I’m looking forward to unpacking these processes,and learning more about what has worked for you,on Thursday at 10:00 AM CET. In the meantime, feel free to send any other questions my way! Best, J***e

Hi Y***l, Great questions,happy to dive in. 1. Student Advisory Panel - Recruitment: We tap into our core law faculties (R***y, U***A, L***n, etc.) by inviting high-performing second- and third-year students who’ve engaged at past events or through faculty recommendations. We also post a short application form via our student newsletters and career portals. - Long-term engagement: • Rotating projects: Panelists help pilot new event formats or content (e.g. mock assessment centers), giving them real ownership. • Regular touchpoints: We host quarterly roundtables,virtual or on-campus,so members see tangible changes based on their input. • Development perks: Access to exclusive mentoring sessions with our senior consultants, LinkedIn recommendations, small stipends or vouchers, and invitations to client networking events. 2. Pilot-and-Scale Metrics - Conversion thresholds: If a pilot tactic (e.g. virtual Q&A panels) drives a ≥15% application-from-event rate and those candidates progress to interviews at or above our historic average, we consider scaling. - Quality checkpoints: We look for a cost-per-hire at or below our budgeted target (e.g. €X per hire) combined with first-six-month retention north of 85%. - Engagement signals: Re-attendance or repeat sign-ups above 60%, plus positive feedback scores (≥4 out of 5) on content relevance, trigger expanded roll-out. Once these thresholds are met in two consecutive pilot cycles, we reallocate more resources,higher marketing spend, broader panel invitations or bigger on-campus events,to double down on what’s working. Looking forward to exploring how your D***r insights can feed into these processes on Thursday at 10:00 AM CET! Best, J***e

Hi Y***l, Great questions,here’s how we tackle both: 1. Ensuring Panel Diversity - Cohort Mix: We set quotas to include equal numbers of 2nd- and 3rd-year students. - Discipline Spread: Beyond criminal and corporate law, we recruit students from specialties like IP, compliance and human rights. - Data-Driven Rotation: Each quarter we review our CRM demographics and replace any overrepresented segment to keep fresh perspectives. - Faculty Partnerships: We work closely with student associations and professors across different law tracks to nominate under-the-radar talent. 2. Pulling Back Despite Strong Conversion We did one virtual mooting workshop that delivered an 18% application rate,but the cost-per-hire was 40% above target and those hires needed extra up-skilling, which delayed their billable readiness. In that case, we paused scaling and redirected resources toward smaller, high-impact clinics that balanced a 15%+ conversion with better time-to-competency and lower overall costs. Looking forward to unpacking more on Thursday at 10:00 AM CET. In the meantime, let me know if there’s anything specific you’d like to dive deeper into! Best, J***e