A New Era of Recruitment: Lauren De Landre and TRS Resourcing’s Recruitment Practices
In a recent episode of the TRS Resourcing podcast, Lauren De Landre sat down with Tavis Shearer, Managing Director at TRS, to unpack a bold new direction for the business, and broader recruitment practices within the industry. With a sharpened focus on permanent placements and executive search within the real estate, property development and construction…
In a recent episode of the TRS Resourcing podcast, Lauren De Landre sat down with Tavis Shearer, Managing Director at TRS, to unpack a bold new direction for the business, and broader recruitment practices within the industry. With a sharpened focus on permanent placements and executive search within the real estate, property development and construction sectors, TRS is shifting away from its traditional contract first approach and Lauren joining the company this year marks a significant turning point in this expansion.
Expanding TRS Resourcing’s Recruitment Practices Offering
Traditionally known for its strength in contract recruitment, TRS Resourcing is now actively investing in permanent recruitment practices of white-collar executive search. Tavis explains: “We’ve always been heavily involved in contract recruitment with a bit of perm on the side. But with Lauren, I wanted to bring in a stronger permanent recruitment focus and develop a more executive style offering.”
Lauren has been brought on board to lead these recruitment practices in the property development sector, which until now lacked dedicated expertise at TRS. As Tavis puts it: “You’re kind of the missing link we’ve needed. We’ve got strong desks in manufacturing and logistics, but the white-collar space, particularly in construction and property, has always been something we’ve lacked because I’ve never been a white-collar recruiter.”
This deliberate move marks progression for the business, positioning TRS as a full-spectrum recruitment firm capable of serving both blue- and white-collar markets.
The Rising Importance of a Personal Brand in Recruitment Practices
During their discussion the importance of personal branding was talked about, and Tavis highlights that Lauren’s personal brand on LinkedIn played a major role in her being hired and her recruitment career. “One of the reasons I hired you was because of your personal brand. You stood out.” Tavis says.
Lauren shares that this mutual brand alignment was a two-way street: “Your personal brand, the company, and the team really stood out to me. That’s something you don’t often see in recruitment now.”
They both agree that a strong personal brand is key, if not exceed, the importance of the company name in recruitment practices. Tavis even adds: “To be brutally honest, a recruiter with a strong personal brand can work anywhere. Those who don’t build one will either become account managers or leave the industry altogether.”
Lauren De Landre’s Consultative Approach to Recruitment Practices
Lauren brings a strategic recruitment practice style, focusing on long-term value over short-term wins: “I like to challenge my clients on what they think they’re looking for; often, they need something different from what they originally expected. My approach helps uncover the right candidate profile.”
Her communication skills and strong client relationships are key differentiators. Tavis praises her: “You’ve got great tonality with your clients and really work with them to find a solution. That’s what makes your style unique.”
Lauren thrives in fast paced environments, is motivated by targets, numbers, and the thrill of getting a deal across the line: “I love the hunt, the chase, it’s so satisfying when everything comes together.”
Despite an industry where many burn out within 18–24 months, Lauren remains passionate: “I’ve lasted because I genuinely love it. There’s always something new to chase.”
While she admits to being “a bit impatient,” she and Tavis agree it’s a common recruiter trait, one that adds to the momentum in an industry built on action.
Market Focus: Property Development and Insurance Building
Lauren’s desk includes property development and building insurance recruitment practices, areas where TRS is seeing increased demand. With Melbourne’s property market expected to heat up amid potential interest rate reductions, Lauren’s insight and networks are positioning TRS to capitalise on new growth opportunities.
Mentorship and the Future of TRS Resourcing
Tavis also shared a candid reflection on his evolving role at TRS: “At 45, I can’t be everywhere at once anymore. I want to start giving back and bringing the next generation of recruiters through.”
By empowering Lauren to lead white-collar recruitment, particularly within construction and property, he’s laying the groundwork for a more sustainable and future-ready recruitment model at TRS.
Key Takeaways for Recruitment Professionals
• The Recruitment Evolution: TRS Resourcing is actively expanding its permanent and executive recruitment offerings, especially in white-collar sectors.
• Personal Branding is Non Negotiable: Recruiters with a visible, consistent online presence, especially on LinkedIn are highly regarded.
• Consultative Style Wins: Understanding client needs beyond the surface and challenging assumptions leads to better placements and stronger relationships.
• Resilience Matters: Longevity in recruitment comes from passion, drive, and the ability to adapt.
• Industry Insight is Critical: Focusing on high-growth sectors like Melbourne’s property development scene ensures relevance and client value.
• Mentorship Fuels Growth: TRS is investing in the next generation of recruiters, passing on knowledge and evolving with the market.
Ready to join a business that’s rethinking the rules in their recruitment practices?
Those of you in property, real estate, construction, or looking to develop your career in a consultative, brand-driven recruitment environment, TRS Resourcing is hiring. Visit: https://www.trsresourcing.com/jobs/recruitment-jobs/
