Jenna
Crole

Who I help

Internal Stakeholders

How I help

Streamline hiring process. Enhance Employer brand. Provide market insight. Attract and retain talent.

“I want every candidate to walk away with a positive impression.”

Jenna Crole is AAB’s Senior Hires Recruitment Manager, specialising in senior hires at Director and Partner level. She leads the entire recruitment lifecycle, from attracting high-calibre candidates to managing their selection and onboarding. With expertise in executive and niche recruitment, Jenna takes a strategic, forward-thinking approach to identifying and engaging top talent.

Her work is much more than filling roles—it’s about driving AAB’s long-term success by ensuring recruitment aligns with the business’s overarching goals. Jenna partners closely with department heads and leaders, helping them define their talent needs and navigate a streamlined, cost-effective hiring process. By forecasting future recruitment requirements, she ensures AAB stays ahead of the curve, securing the right people at the right time.

Finding and Securing the Best Talent

Recruitment is all about collaboration. The more hiring managers, business units, and candidates engage with me and my team, the more successful the recruitment journey is for everyone involved. It’s not just about finding someone to fill a role—it’s about making sure they’re the right fit for the business and that the business is the right fit for them.

The best feedback I can receive is hearing that someone has had a great recruitment journey with AAB. Whether they’re joining the business or exiting the process, I want every candidate to walk away with a positive impression. How we treat people during recruitment speaks volumes about who we are as a company, and I take that responsibility seriously.

Thinking Differently, Acting Strategically

I have a challenger mindset—I’m analytical, creative, and always looking for better ways to do things. Recruitment isn’t just about filling vacancies; it’s about making the right decisions for the long-term success of the business. That sometimes means being assertive—whether it’s adding extra stages to a process or pushing back on a hiring decision—because protecting AAB’s integrity and future always comes first.

I’ve always been a hands-on, face-to-face recruiter, but I can’t ignore the impact of technology. The advances in recruitment tech over the past few years have been incredible. AI and automation will transform the industry, taking care of the more administrative tasks and allowing us to focus on strategy and relationship-building. That shift will be a game-changer for AAB.

Balancing Speed with Strategy

One of the biggest challenges in recruitment—especially in a fast-growing business like AAB—is managing the sheer level of activity. It’s a constant balancing act between being quick and reactive while keeping a long-term, strategic mindset. You can’t just focus on the immediate hires; you have to think ahead, ensuring we’re always bringing in the right people to support AAB’s future.

Strengthening Our Brand

A key part of my role is strengthening AAB’s employer brand. I work on initiatives that position AAB as a destination for top-tier professionals, ensuring we stay competitive in a fast-moving talent market. I also provide valuable market insights, offering intelligence on salary trends, industry benchmarks, and competitor hiring practices, helping the business make informed, strategic decisions.

Creating Exceptional Candidate Experiences

It’s so important that our recruitment process reflects AAB’s people-first culture. The way we engage with candidates has to mirror the values of the business. We don’t take a one-size-fits-all approach—every process is tailored to fit the needs of both the hiring team and the candidate. That personal, bespoke experience is what sets us apart.

Passion, Drive, and Experience

Ambition, drive, and a wealth of recruitment experience—that’s what I bring to AAB. There’s nothing more rewarding than finding the perfect person for a team and seeing them make a real impact on the business.

What frustrates me most is when recruitment is seen as purely administrative rather than strategic. In reality, it’s one of the most critical functions in any company. A business is only as strong as the people within it, and attracting and retaining the best talent is the foundation of success. That’s why I’m so passionate about what I do.