MRC’s new CEO, Lindsey Schultz, talks family, mining, and the future of recruiting
In early 2021, Lindsey Schultz became the Chief Executive Officer of MRC Recruiting, one of the longest standing mining-specific search firms in North America. Schultz started with the company as a teen and has now taken the reins from her father, Robert Schultz, who launched the company in 1984. We sat down with Lindsey to chat about this new role, where she sees the company’s direction, and what it’s like to work with family.
Q: How has your role in MRC Recruiting changed over time?
Growing up, my dad ran the company out of our house, I got to know our staff and the business pretty well! So, I couldn’t get away from this. When I graduated with my bachelor’s degree in human resources and organizational development, I realized very quickly that I didn’t want to be a traditional HR person. I thought I’d help my dad and the company out for a while and figure out what I really wanted to do.
I began recruiting on the HR side of our business, then by 2007 while pursuing my MBA, I started to work with our mining clients. My dad was always in teaching mode and was very practical in getting me more involved in thinking and contributing strategically. He would come to me and say, “Hey, Lindsey, what do you think about this?” Or, “Sit in on this interview and give me your perspective.” So, my role morphed from hourly help, to recruiter, and then to helping him shape the direction and focus of our company.
Q: How would you describe your working relationship with your father?
We partner really well because we think very differently. We’ve had that described in an array of fashions—whether that’s creative tension or a father-daughter thing. He is the storyteller. People call him if they have a few extra minutes or they’re on their commute. They call me after that to get things done. So, we serve very different functions in the company, but we work really well collaboratively to accomplish our goals.
Q: How do you think becoming the CEO will affect your rapport with your father?
Ultimately, nothing will change between us. Although we compete with one another, we also help one another. So, it’s a nice collaborative scenario. We also use each other as a sounding board to help think creatively/differently to solve problems or fill searches. I anticipate that that will remain the same as this change happens.
We’ve been gearing up for this for the last few years. I have taken on more of the management in terms of finances and being responsible for the company’s long-term vision and development of our online presence.
I tell him all the time that he’s not allowed to actually retire because I wouldn’t find anyone that I like working with as much.
Q: How do you think MRC’s long-standing clients and relationships will experience this change in leadership?
My dad is a great storyteller, and he’s great at networking and maintaining relationships for long periods of time. I think what we’ve seen happen in the last two to five years is that many of the individuals that he’s connected with are voluntarily retiring or stepping back. So, they’re introducing him or saying, “Hey, have Lindsey get in touch with whoever is supporting them.” I now have the introduction and the opportunity to develop and foster those relationships or referrals.
Q: What is it like being a woman leader in a male-dominated space?
The mining industry has gone through a lot of change recently, particularly in the canvas of what recruiting looks like. Until recently, I worried about how my gender and age resonated with the people I work with. But I’ve stopped thinking that. People are people, and if you treat them well, and you do good work, ultimately my gender and age are irrelevant.
Q: What do you see as MRC’s core philosophy?
Recruiting is a relationship-based business. What companies/hiring manager often forget with technology in the background of recruiting is that we are dealing with people. Ideally, these are relationships that we’re creating and fostering long-term with both clients and candidates. We have to create winning scenarios for our clients and candidates – and when they win, we win.
Q: How do you think the recruiting environment will change in a post-COVID world?
We really spend a huge amount of time analyzing what’s going on industry-wide for our clients and candidates. It’s really important to stay ahead of these curves and anticipate how recruiting will change in the face of COVID and beyond–to try and forecast what companies need to do to attract, select, develop and retain talent. How we can impact that to create long-lasting solutions is our ultimate goal.
We can coach our clients to hire a remote workforce and be able to work within those parameters. Because ultimately, we’ve been working remotely for clients for the last 30-plus years. I think we’re uniquely qualified to help our clients screen for candidates who can be effective remotely and be mindful of how they can build and keep their teams together.
Founded in 1984 by Robert Schultz to provide resource companies with experienced and high-potential candidates to build sustainable workforces, MRC Recruiting is a family run corporation with a global network of experienced recruiters focused on the global mining industry. MRC brings its expertise directly to hiring managers in a collaborative effort to achieve their recruitment goals. For more information, visit www.miningsearch.com.
If you’re looking to make a career change, MRC can help connect with us or submit your resume.