May 9, 2025
1111: Putting HUMANITY into recruiting and matching the RIGHT candidates with the right roles w/ Jacqueline De Leon
Hiring the right talent is one of the most challenging aspects of running a business, and today’s guest is here to help you master it. Jacqueline De Leon, founder of Empire Staffing Network, shares how she’s transforming the recruitment industry by prioritizing human connections, culture fit, and a strategic hiring process. From struggling to place her first candidate to building a successful boutique recruitment firm, Jacky's entrepreneurial journey is packed with lessons on resilience, relationship-building, and leveraging technology for smarter hiring.
If you’ve ever struggled with finding the right people, making hiring decisions, or ensuring long-term employee success, this episode is a must-listen!
💡 What You'll Take Away for YOUR Business
🚀 Why most business owners fail at hiring—and how to do it right
🔎 The secret to finding top talent (beyond job postings)
🤖 How AI and technology are transforming recruitment (and what tools you should be using)
💬 How to conduct interviews that predict job success (and spot red flags early)
👥 Why culture fit matters more than skills—and how to evaluate it
💡 The importance of branding when hiring top-tier employees
✅ How to set up new hires for success with structured onboarding
📝 About Jacqueline De Leon
Jacky De Leon is the founder of Empire Staffing Network, a values-driven boutique recruitment firm specializing in direct hire placements. With a passion for humanizing recruitment, Jacky leverages a personalized and empathetic approach to connect businesses with exceptional talent. As a Latina entrepreneur, she is dedicated to creating opportunities while fostering meaningful relationships that transform careers and companies alike.
🎯 Jackie’s BEST Piece of Advice for Wantrepreneurs and Entrepreneurs
“Just start. Don’t overthink the details—your business name, your LLC, or the perfect plan. Passion and commitment will take you further than perfection.”
Key Takeaways from Her Advice:
✔ Action beats analysis—start before you’re ready
✔ Be willing to pivot and learn as you go
✔ Passion fuels success—your enthusiasm attracts the right people
📢 Memorable Quotes
"Recruiting is both an art and a science. The right hire isn’t just about skills—it’s about culture, alignment, and fit." – Jacqueline De Leon
"Your business needs to be attractive to top talent. If your company doesn’t stand out, the best candidates won’t take the job." – Jacqueline De Leon
"Hiring is an investment, not an expense. The right person can transform your company, while the wrong hire will cost you time and money." – Jacqueline De Leon
💡 Actionable Takeaways
✅ Stop relying only on job boards—use proactive outreach to find top talent
✅ Invest in your company’s branding to attract high-quality candidates
✅ Develop a structured hiring process that goes beyond gut instinct
✅ Use AI tools to optimize your recruitment, but never lose the human touch
✅ Build an onboarding plan that sets new hires up for long-term success
🔗 Links & Resources
- Visit Empire Staffing Network’s Website
- Connect with Jacqueline on LinkedIn
- Follow Empire Staffing Network on LinkedIn
00:00 - The Challenge of Hiring Talent
04:19 - Modern Recruiting Strategies and Best Practices
15:52 - Humanity in Hiring
25:45 - Building Relationships and Staying Organized
30:58 - Gratitude for Guest Contributions
WEBVTT
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Hey, what is up?
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Welcome to this episode of the Wantrepreneur to Entrepreneur podcast.
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As always, I'm your host, brian LoFermento, and I'll tell you what.
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In over 16 years of being an entrepreneur, I have found that one aspect of business is even more difficult than most other aspects of it, and that aspect is hiring.
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It's so difficult to find that right talent, to know that you found the right talent to set them up for success in whatever role it is that you're filling in your business, and that's why we're all in for a treat today, because we are being joined by an incredible guest who not only is amazing at all things hiring and recruiting, but also she's one of us.
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She's a fellow entrepreneur running her own boutique recruitment firm.
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So let me introduce you to her.
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Her name is Jackie DeLeon.
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Jackie is the founder of Empire Staffing, which is a values-driven boutique recruitment firm specializing in direct hire placements.
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With a passion for humanizing recruitment, jackie leverages a personalized and empathetic approach to connect businesses with exceptional talent.
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That's what we're all looking for, isn't it?
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As a Latina entrepreneur, she is dedicated to creating opportunities while fostering meaningful relationships that transform careers and companies alike.
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We are all going to learn so much from her here today.
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And, of course, creating opportunities for people to succeed is what we're all interested in, so I'm not going to say anything else.
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Let's dive straight into my interview with Jackie DeLeon.
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All right, jackie, I am so very excited that you're here with us today.
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First things first.
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Welcome to the show.
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Thank you, excited to be here.
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Heck.
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Yes, I honestly this topic.
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I think that it is incredibly important for all of us to get right, and it's so difficult, so I love the work that you do.
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Before we get into those lines of questions, though, take us beyond the bio.
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Who's Jackie?
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How'd you start doing all these cool things?
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Yeah, most definitely so.
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I've been in recruiting for over seven years and it's funny because all the recruiters will tell you they fell into this industry and it's very much the truth.
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I mean, no one really wakes up and says you know, I want to be a recruiter, you know you just fall into the industry, but I fell in love with it.
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I started the company about three years ago and started off as a recruiter, then branched out into a branch manager role and just wasn't, just wasn't happy.
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I see so many problems within the industry of like, using people if, like, if we don't need them, then you know goodbye.
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And you know that that's just something that I wanted to change.
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I wanted to make sure that I treated with people, with compassion, as I do my clients, and you know I looked to my wife one day and was like you know, do you believe in me, do you think I can do this?
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And she said yes and from there, you know, a lot of people thought I was crazy.
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You know, branching out on my own at 26 years old, and you know it's, it was hard, it was difficult.
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You know they see a young person and they say, you know, she doesn't know what she's talking about, and so it took six months to get a placement and you know I enjoyed those six months of just learning and adjusting to having people take a chance on me and not regretting it, so it's definitely been fun.
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Yeah, I love that overview so much, Jackie, especially because right there earlier in our conversation, you talk about so many of those mindset things that we all face as entrepreneurs, and huge kudos to you for having a partner that supports you in those dreams and those ambitions and obviously that enables you to grow an incredible company.
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So let's dive right into the meat of your company, because when we're talking about recruiting, when we're talking about hiring people the right people for the right positions, it's not the easiest thing in the world to do.
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So I love the fact that you've so much experience there, Jackie.
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What's so difficult about this stuff?
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How do we start thinking about recruiting in the correct way?
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Yeah.
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So a lot of the times when you know business owners, they think recruiting as you know, I'm going to post an ad and then you know, we'll see what kind of applicants we get and I always like to tell people it's like throwing spaghetti at a wall and seeing if it sticks Like yeah, you know, you might get some good people.
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You know, in 2021, that was a thing like everyone wanted to work.
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You know, if you had two hands, two feet, you can do it.
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But now we're in this.
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It's just changed so much.
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Recruiting has changed so much over the years and you know, passive talent is definitely where it's at um.
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You know there's so much technology.
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There's just so many things out there that we use as recruiters.
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That wasn't there before.
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You know, like ai is huge and, like I said, recruiting is is an art in a science.
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So it's definitely not the same as it used to be.
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There's a lot that goes to it.
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It's definitely not the same as it used to be.
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There's a lot that goes to it.
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It's about finding the right culture, fit, not just the skill set, because if you want to hire someone, it's an investment and you don't want to have the wrong hire when it's one month down the road, six months down the road, and it's clear that they're not a good fit.
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So from the beginning, it's very, very important to acknowledge those red flags and make sure that you know exactly what fits well with your team.
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Yeah, really well said.
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And gosh, we're going to get into so many of those topics, ai, you mentioned the job posting, all of those, but where I'd really love to start with you is to understand the process from your perspective, because, jackie, I will very publicly confess to you that the way that I've traditionally hired for my businesses is to start out as the freelance route, and I've used websites like Upwork, which, you're right, it is overly simplistic, and the fact that we can write a job description, probably reuse one that a lot of companies have used before, and then post it, have people find us and apply and then, hopefully, unscientifically, weed through those candidates.
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Obviously you have a way better process.
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Walk us through how it should work.
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What are those steps?
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yeah, most definitely so.
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Whenever I have a search, you know, I always like to ask the right questions, like why is this role open and why is it important to the company?
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Like, if this role were to stay open for the next you know, god forbid like 30, 60 days what will that mean for your company?
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And really understand, okay, what does that look like?
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You know, is God forbid like 30, 60 days?
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What will that mean for your company?
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And really understand, okay, what does that look like?
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You know, is this like a very urgent, I need someone now.
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Or is this, you know, we're just looking for someone?
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You know, not really a big deal?
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So, the urgent roles, I always like to look at competitors.
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You know competitors have the talent that you need.
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So it's all about that value proposition and what we do is we gather everything we need, we build an ICP, what is we call an ideal candidate profile, and from there we take on with the search.
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We look at competitors, we look at ways to attract and we do this very aggressively.
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So once we find some candidates and they're interested, we bring them on.
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We'll say you know, hey, you know you took this call with me why.
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You know you're employed, you know why are you not happy.
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You know what is the pain point there.
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And once we understand the pain point, that's when we will say okay.
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So we know why.
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Let's pitch this role to them in a way that solves that problem, so that really yields so much results.
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Yeah, I really like hearing that, because it does sound like you give really equal focus on, I guess, three aspects of it One is the candidates themselves, two is the actual role itself and then three, the business that's looking to hire it.
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It because those are three important things that have to be aligned and obviously so much of it happens in the interview.
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I'm so fascinated by hiring interviews and the way that that works.
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Maybe it's because I've been an entrepreneur for so long so I've done so few interviews as a candidate.
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But, jackie, walk us through what these interviews look like.
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How do we make them so effective?
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It's funny having this chance to interact with you today, because a lot of times I talk about sales and people always ask about sales scripts and how scripted it should be.
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I guess the same is true in interviews how scripted should those be and what's the right way to interview a candidate?
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Yeah, most definitely, like I said, and you bring up a good point.
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So, yeah, I feel like recruiting is sales.
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You have to pitch the role and you also have to acknowledge those red flags when you see them.
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And when I talk to candidates, I like to hear what they have to say first.
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I never speak first, I always just say, hey, tell me about yourself, why did you take this call with me?
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And they'll walk me through like yeah, this really piqued my interest, like I'm really happy where I am.
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But you know, there's always something.
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There's always something either, you know, the culture is bad, change of leadership.
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They see some red flags of themselves, like themselves in their own company.
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You know, we see a lot of companies that are selling and leadership is changing.
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So many things are changing.
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So they're like, oh, you know, maybe I'm open to opportunities.
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So it starts with asking the right questions.
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It starts, you know, with culturally.
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You know, make sure that you're always, always, always looking for that culture, fit, whether it's, you know, this person has to get along with this person.
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What's that personality, what fits in your company.
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So, asking those questions, asking the skills questions as well, but, as they're answering, acknowledging that they have to be a cultural fit as well.
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So red flags, you know.
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Ask them about their previous positions.
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You know why they're looking for a new job.
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Sometimes you don't want to hear the oh, you know, I just didn't get along with this person, or it's about the money.
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You know, we want to hear like we're looking for a new opportunity, we're looking for growth, we want, we want good people.
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So that's what I see all the time.
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Or when it's about leadership, right, you know, if it's a leadership role, you know how.
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What are they?
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How are they as a leader?
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Do they fit?
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How are they with their team?
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These are things that you want to acknowledge.
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If they're going to lead a team, what's the personality of your team?
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Are they going to fit?
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Is it the right fit?
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It's always things you want to look for because, let's say, you hire this person and they're not.
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Again, it's gonna cost you money one and it's gonna cost you time because you're training this person and you're also losing the time of where you could have looked for another person.
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Yeah, really important stuff.
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I will say as a business owner that's what I've realized throughout the years is that every single hire costs us.
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It's a big investment Really I view it more that way than a cost and that investment is huge for us.
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So we obviously want that investment to pay off.
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We want to set them up for success and so, with that in mind, I wanna ask you about tying the interview answers to predicted job performance, because you mentioned so much of what this process is is both an art and a science.
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So a lot of it is.
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You just have the right ears and eyes and experience from your own personal life that you can sort of spot these things in real time.
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But how can we in those interviews know if this person's going to succeed or maybe we don't know, jackie, but how can we best tell if the things that they're telling us are going to actually set them up for success?
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Yeah, for sure.
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I think that it starts to like with when you see a resume, do your own research, just like they're probably doing a research on you.
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And okay, who are you as a company?
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You have to do your research on them.
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And who are they as a person?
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Who are they on linkedin?
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Does their resume match their linkedin profile?
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You know, I see all the time like I talk to my clients and they'll talk about some bad hires that they had and it starts with that.
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You know, I realized that.
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You know their linkedin didn't match their resume.
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Well, there you go, that's first red flag.
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That's the first red flag because we want to do our own research.
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Just like they are, they're doing their own research on the company, the culture.
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So that's always really important.
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I think that definitely not in the first interview, you'll know You'd have to see how they interact with other teammates, with other leaders.
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So I think it's really important to have an established plan to make sure that you're hiring the right people.
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Yeah, Jackie, I'll tell you what.
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I know that a lot of listeners obviously we're talking about hiring in a really broad sense here right now, but probably a lot of listeners don't realize that there are companies like yours that actually assist in the recruitment process.
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I'd love for you to talk about the model that your company uses in order to place this talent inside of companies, because we don't have to do it alone.
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It's a constant reminder for us as entrepreneurs we don't have to do every single thing alone.
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So, Jackie, talk to us about the way that your company operates.
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Yeah, most definitely.
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So one of the things that I think it's really important to bring up is you know, when you work with a headhunter recruiter, you know most of the time you don't pay anything up front, so it's actually risk-free.
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So it's not like you have to pay us up front.
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You know if you have a particular role you're struggling with.
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You know you've posted a role.
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You can't find anyone.
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So then you come and you talk to an expert.
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You're like, hey, this is what I need, but I can't find it on my own.
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So you know that's when we would take a call.
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We would say, hey, that sounds great.
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These are the questions I need to know, like what do you want in this person?
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Give me three must haves.
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What's you know the personality that you're looking for?
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What's your culture like?
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Once we understand that we build that ICP and, like I said, you don't owe us anything unless we give you the results that you're looking for so yeah, that's kind of the sum of it.
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Yeah, I love that, Jackie.
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It's a really cool business model.
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Talk to us about timelines and how you work with the clients.
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I've gone through your website.
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I love the fact that you lay it out.
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Your FAQs, by the way, are some of the best in the business, because you answer everything that I thought of, like how long does this take?
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What industries do you work with?
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How are you finding these people?
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So I've obviously seen it, Jackie, but I'd love for you to tell listeners about it.
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Yeah, most definitely so.
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Like I said, it's awesome, it's risk-free, but it's like I said, when we look for people, we look at competitors.
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We use a ton of technology.
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Right, there's only so much one person can do.
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So you know we use a lot of AI in there.
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You know we also use, like I said, various forms of technology that allows us to create these candidate profiles that match skill sets, geographic location, whatever it is that you're looking to target.
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These are the profiles we're looking to target of passive talent, and what we do is we pitch your opportunity to them, and a lot of times, companies don't feel comfortable going after their competitors' talent, so that's where we're like, hey, we'll do that for you.
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I love that, Jackie.
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Talk to us about that proactive outreach, because that's very different than kind of the approach that I joked about earlier in our conversation today of just making a job posting and hoping that the right people find you and that they reach out to you.
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Talk to me about that balance between, of course, attracting talent but I love how much you're passionate about this of proactively finding that talent you're interested in.
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Yes.
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So I think that it's also important that companies have the right branding.
00:15:11.442 --> 00:15:24.773
It's really important because if you're interested you're interested in a particular like set of skill and they're very senior and they see your company and you don't have a lot of content, you're not really out there.
00:15:24.773 --> 00:15:38.153
You know it's questionable, just like we're in that like trust recession right now with, you know, on the business development side, you know if they don't see who you are, they're not going to give you any time, you know.
00:15:38.153 --> 00:15:49.791
So it's all about putting your, your, your business out there and making sure that you are on LinkedIn, that you know you have some, some, some good stuff on there.
00:15:50.474 --> 00:15:51.197
Yeah, for sure.
00:15:51.197 --> 00:15:52.303
That's the cool thing, jackie.
00:15:52.303 --> 00:15:54.653
I'm going to call this out for listeners because I think it's important.
00:15:54.653 --> 00:16:07.361
It's so clear to me in getting to talk to you today that you actually made the analogy earlier of it being like sales in the fact that we as business owners, as people who are hiring others, we also need to sell ourselves.
00:16:07.361 --> 00:16:18.049
It's so easy to place the emphasis on the fact that we're looking for talent, but it is that two-way street and I love that you point out that they're going to look into us, they're going to look at our business website, they're going to look into our LinkedIn entities.
00:16:18.049 --> 00:16:20.434
So I think that's a really important takeaway.
00:16:20.434 --> 00:16:33.876
I want to ask you about the nature of how we onboard somebody, because hiring the right person is one thing, but setting them up for success when they come into our teams, that is an entirely different thing.
00:16:33.876 --> 00:16:35.902
You obviously love seeing people succeed.
00:16:35.902 --> 00:16:38.952
What's?
00:16:38.972 --> 00:16:39.855
your take on onboarding?
00:16:39.855 --> 00:16:40.899
Most definitely yes.
00:16:40.899 --> 00:16:56.203
So I've seen some really awesome onboarding and I've also seen onboarding that you know is an instance so great A lot of time it's outdated, so that kind of sets the tone right For this new employee to come into your business.
00:16:56.203 --> 00:17:04.428
So I think that the plan has to be very structured, like where is it that you want this person to be in the next 60, 90 days?
00:17:04.428 --> 00:17:06.375
What are the goals that they need to achieve?
00:17:06.375 --> 00:17:10.092
What do you need from them for them to know that they're being successful?
00:17:10.092 --> 00:17:13.522
I've seen that that yields the best results.
00:17:13.522 --> 00:17:16.492
You know, sometimes that's you know within that time frame is when the candidate is going to be like, yeah, this know.
00:17:16.492 --> 00:17:18.662
Sometimes that's you know within that timeframe is when the candidate is gonna be like, yeah, this is the place for me.
00:17:18.662 --> 00:17:21.336
Or you know this is definitely not the place for me.
00:17:21.336 --> 00:17:23.342
I have no direction, I don't know what to do.
00:17:23.342 --> 00:17:27.080
So a training structure is also very, very important.
00:17:27.990 --> 00:17:31.317
Yeah, and Jackie, I will say clearly you love technology.
00:17:31.317 --> 00:17:34.353
What are some of those favorite tech tools that we can have in place?
00:17:34.353 --> 00:17:41.883
Because I am very much on the AI train, I try to leverage AI for all of the things that I do behind the scenes, especially back office staff.
00:17:41.883 --> 00:17:49.079
I'll tell you, as someone who hires people quite frequently, I've noticed that everybody's cover letter these days is amazing thanks to AI.
00:17:49.079 --> 00:17:54.900
But what's your perspective on how we should be using AI, what other tech we can use to our advantage throughout this whole process?
00:17:56.509 --> 00:17:57.251
Yeah, most definitely.
00:17:57.251 --> 00:18:10.232
Well, if you're in recruiting, there's a lot of tech out there and you definitely need to get on that train because as a solo recruiter myself, it's impossible to do everything.
00:18:10.232 --> 00:18:12.337
So I use ChatGPT for everything.
00:18:12.337 --> 00:18:13.138
It's my best friend.
00:18:13.138 --> 00:18:15.820
That's where I go for everything.
00:18:15.820 --> 00:18:16.852
I can't live without it.
00:18:16.932 --> 00:18:26.942
But I think that it's also important to note that, although there's so much technology out there, you also want to be personable with the content that you put out there.
00:18:26.942 --> 00:18:30.217
You want to make sure that they know it's just not a bot.
00:18:30.217 --> 00:18:32.461
And now, if you use AI, you can spot AI.
00:18:32.461 --> 00:18:44.198
And now that so many people are using it, like they can spot those words that you know AI uses and you know they're just like okay, this is like an AI, but if it's your tone, if it's your voice, it's different.
00:18:44.198 --> 00:18:46.645
But ChatGPT is awesome.
00:18:46.746 --> 00:18:51.816
I use this really awesome tool called Rackstack AI, which totally check out.
00:18:51.816 --> 00:18:52.317
It's awesome.
00:18:52.317 --> 00:18:57.203
One of my mentors runs it, so it's a lot of cool stuff you know, on there.
00:18:57.203 --> 00:18:58.605
It's awesome.
00:18:58.605 --> 00:19:00.950
One of my mentors runs it, so it's a lot of cool stuff on there.
00:19:00.950 --> 00:19:03.914
There's a section where I can load all of my content.
00:19:03.914 --> 00:19:04.657
That's something that I'm big on.
00:19:04.657 --> 00:19:05.580
This year is just building my personal brand.
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