Recruiters should bring data to every conversation with hiring leaders.

-What does good look like?
-Location strategy, Where are competitors geographically located?
-What’s the market currently like ($$) for this level of experience?

To celebrate turning 37, here are 37 body parts that are hurting

There’s a lot of bad career advice out there.

There’s also advice that could be good for one industry but not apply to the one that you are in.

Find people you trust and mentors within your direct field. You’ll get nuanced and much better advice that’s specific to you

It’s amazing how much your ability to hire can be impacted by your process, expectations and flexibility

Let’s go. Great sign.

I’m seeing an increase in competitive hiring for marketing as well.

Newest addition to the (mini) collection

Good recruiters can recruit for anything.

…but being a specialist can be a game changer

Build a bigger focused network, build larger data sets, and become known as the go to your area of expertise. More opportunities will come your way

🚨 Job opening hunt help 🚨

I'm looking to help a loved one find their perfect next role & would love your help.
- 12 years exp (finance at Fannie Mae then Deloitte)
- PMP holder
- Looking to step more into a Product, Project, or Program Manager role
- Stellar soft skills

Hiring the right people means everything for a startup.

You have to figure out 3 things:

-What are the most critical gaps this person will solve for this phase of growth
-Knowing how to properly evaluate talent
-How to actually get them onboard, when you find someone great

Recruiting is a full time job. If a founder or early team member doesn’t have the bandwidth to put in the work to find the absolute best hire… then the recruiter fee is 100% worth it

Great advice right here. Ideally you have stories ready that you can use to respond to different types of questions too.

If you want to take it a step further, be prepared to tell the story, following the STAR Method (Situation, Task, Action, Result)

Even startups need to create frameworks for hiring

-Who’s in your interview process
-What is each person assessing
-What does “good” look like
-Leverage a main template that you leverage for a “work sample” and tweak to specifics of role

Questions for candidates to ask on an interview:

-what’s the biggest challenge your team is currently facing?
-how does your team approach the onboarding process?
-if given the job, and we’re sitting down after 12 months for a review, what would success look like?

2 things that people will remember:

-How you leave a company
-How you were treated when you leave a company

Recruiters, know your stuff, it makes a huge difference.

-what the market looks like for a specific role
-compensation data (as much as possible)
-How many candidates you need to interview to make a hire
-Your pass through rates per interview stage
-Offer acceptance rates

When you upload your resume and don’t have to type everything in manually on the next page

There’s a lot of bad news out there and it’s rough hearing about layoffs.

I want to start sharing good news about tech companies that are raising money and will likely be hiring.

Quantinuum Raises $300M At $5B Valuation. news.crunchbase.com/venture/quanti…

The offer process starts at the beginning. When it’s time for an offer… there shouldn’t be any last minute surprises

Trust and relationships compound over time

Not sure who needs to hear this, but it’s time to write a completely new template for your LinkedIn InMails