Green Key Resources -

Welcome back to #WeAreGreenKey, where we shine a spotlight on our powerhouse corporate teams. 

Recently, we had the opportunity to meet with Natalie DiDesidero, Senior Recruiter on our Talent Acquisition team at Green Key. With over 14 years of experience in talent acquisition, Natalie has seen the industry evolve and understands what it takes to find and place top candidates in an ever-changing job market. Her deep knowledge of recruiting strategies, relationship-building, and talent development makes her a valuable addition to our team. 

In this feature, we’ll dive into her career journey, what brought her to Green Key, and her vision for the future. 

Can you tell us a little about your background and what led you to a career in talent acquisition? 
 
Talent Acquisition and Corporate recruiting are about more than just finding the right candidate for a role – they are about shaping the future of an organization and creating meaningful opportunities for individuals.  My journey into recruiting began in 2007, when I was looking for a career that combined my competitive drive with my ability to connect with people.  I quickly realized that recruiting was not just about filling positions, but about understanding a company’s culture, identifying talent that aligns with its goals, and fostering lasting professional relationships.  With that said, in 2010 I found myself interviewing for a talent acquisition role because I wanted to share with others a company that I believed in.   

What are some of the biggest lessons you’ve learned throughout your career?  
 
Throughout my recruiting career, I’ve gained valuable insights that have shaped my approach.  One the most important lessons is that listening is far more powerful than speaking.  Recruiting isn’t just about reviewing resumes, it’s about building meaningful relationships.  By understanding a candidate’s motivations and career aspirations, I can gain their trust and help guide them towards opportunities that truly align with their skills and goals, ensuring a strong hiring decision.  Another key lesson is that cultural fit is just as important as technical skills.  While many people can recruit candidates, a successful hire requires alignment with company values and workplace culture.  If a candidate’s mindset and principles don’t complement the organization, even the most impressive qualifications won’t lead to long term success.  Lastly, employer branding plays a critical role in attracting top talent – not just for the company, but the recruiter as well.  High-quality candidates seek out organizations with strong legacies and positive reputations.  As a recruiter, we can help shape and promote that image, ensuring that our outreach resonates with the right individuals and strengthens the company’s brand overall.     

What attracted you to this opportunity, and what excites you most about joining the team?  
 
When I first considered Green Key Resources, the familiarity and trust of former connections – particularly Rich Egloff – gave me a strong sense of confidence in exploring the opportunity.  It felt reassuring to know that people from my former employer had taken the leap from another agency to Green Key.  As soon as I had my initial conversation, I was drawn to Green Key’s dynamic and strategic approach to recruiting.  The leadership style resonated with me, and I could see the significant transformation happening within the Talent Acquisition team – and this is something that I wanted to be a part of – building a department to be stronger than the way I joined it.  Visiting the team in NYC solidified my enthusiasm.  Seeing firsthand the depth of expertise, tenure, and market reputation within Green Key was inspiring.  The experience, the diverse professionals, and the company’s commitment to both business growth and valuing its people made it clear – this was a place where I could thrive and contribute.   

How has your experience prepared you for this senior recruiter role?   
 
Throughout my career in TA, I have developed the skills, insights, and mindset to thrive in a senior role.  I have managed people and helped them develop their skills, along with developing mine.  My ability to identify and attract top talent stems from years of experience in sourcing, relationship-building, and aligning candidates with business needs.  In the past, I have managed everything from talent pipeline development, creation and execution of business strategies to the full cycle recruitment process.  I understand business trends, employer branding, and workforce planning to ensure organizational success.  That said, I have strengthened my ability to be a trusted advisor to both our internal hiring managers and candidates interested in making career changes.  I am eager to leverage my recruiting knowledge, leadership skills, and vision to drive meaningful outcomes and create high-performing teams.  

What are your key priorities in your new role?  
 
As I step into this role at Green Key, my primary focus has been on understanding the business landscape and hiring needs. Over the past few weeks, I have dived into learning about the company’s goals, hiring challenges, and the unique preferences of hiring managers. Building strong relationships with key stakeholders and organizational leaders has been a priority, ensuring seamless collaboration in securing top talent. 

 
Additionally, I am committed to creating a positive candidate experience and strengthening the employer brand, making Green Key an attractive company for top talent.  By leveraging my established network and prior partnerships, I aim to engage talent who may be open to new opportunities. Sharing my firsthand experiences with Green Key allows me to authentically showcase the organization’s strengths, fostering trust and interest among potential candidates.   

What trends are you seeing in talent acquisition, and how do you plan to leverage them?  
 
Companies have shifted their focus from traditional qualifications to behavior-based interviewing, emphasizing the importance of identifying and addressing skill gaps within teams.  My goal is to pinpoint the competencies that our team may be missing and strategically build a talent pipeline to strengthen those areas.  A growing trend in talent acquisition is upskilling – organizations are actively investing in employee development and learning opportunities to maintain their workforce.  Looking ahead, I hope to contribute to this effort from the TA perspective, ensuring alignment with leadership and streamlining the hiring process for greater efficiency and effectiveness with our time.  Lastly, I’ve expressed my passion for employer branding and am actively collaborating with our marketing team to enhance recruitment materials.  By developing engaging content – such as polished job descriptions and marketing collateral – we can provide candidates with valuable insights as they explore opportunities with GKR.   

What advice would you give to someone looking to grow in their recruiting career?  
 
Building a successful career in recruiting requires strategic thinking, relationship-building, and continuous learning.  At its core, recruiting is about people – not just the process.  Investing time in meaningful connections, actively listening, and understanding candidates beyond just their resume are keys to long term placements.  In today’s evolving market, recruiters must constantly refine their approach, particularly with AI reshaping hiring practices.  Staying adaptable, exploring creative sourcing strategies, and sharpening communication skills will set strong recruiters apart.  Equally important is maintaining a selfless mindset – prioritizing the needs of candidates and clients to foster trust and long-lasting relationships. Personal branding plays a vital role in career growth, positioning yourself as a thought leader enhances credibility and creates opportunity within the industry.   

What keeps you motivated and passionate about talent acquisition?  
 
Talent acquisition excites me because it’s more than just filling roles – it’s about shaping careers, making connections, and strengthening an organization. I have watched countless people put their trust in me and take a position with my organization, which has had life-changing impacts on them and their family.  I have witnessed talent that I helped hire get promoted in the organization and be able to buy their first house, which is incredibly fulfilling to me.  Over the past 18 years in the industry, I’ve had the privilege of connecting with hundreds of incredible professionals, many of whom I keep in touch with today.  I remain committed to championing their success, supporting their journeys, and fostering relationships beyond the workplace.    

Outside of work, what do you enjoy doing in your free time? 
 
In my free time, I love spending time with my husband, our three kids, our dog, and extended family.  The grass doesn’t grow under our feet, as our lives are filled with sports and activities that bring excitement and energy.  I find joy reliving my youth through my children’s experiences.  As a multi-sport coach, I dedicate my time to guiding and encouraging them – developing both on and off the field/court.  When I do have a little extra free time, you’ll most likely find me soaking up the sun on a beach somewhere.