Blackbird® Talent Solutions

Celine Hendrick is exclusively supporting one of our clients in Germany to find a new team member for their Finance organisation. We are looking for a Financial Controller for their German legal entity. This person will be responsible for all controlling, reporting, compliance and analysis tasks, working closely with the business to support decision making. If you are a curious person, eager to continue to develop yourself within Controlling, with experience in IFRS and statutory gaap, and with a collaborative and proactive attitude we will be happy to receive your application. The position is based in  Baden-Württemberg, Germany with a hybrid set up of 1-2 days on site and the rest from home. You will be part of an international team and a global player in the life science industry. Please have a look and apply here: https://lnkd.in/d_EiYJkj

🚨 Don't fall for the ATS friendly CV myth! 🚨 The ATS system does not automatically reject you based on keywords. I speak to candidates daily, and in a challenging market like the one we have at the moment, the frustration and challenges candidates face are very real. Something that really upsets me is when people exploit someone’s vulnerability with misinformation. There are many professionals offering excellent advice to help individuals genuinely improve their chances of being invited for interviews and they are worth their services in gold (thank you to all of you). However, there is also a lot of BS circulating, with some people promoting the idea that you can bypass automatic rejection by creating "ATS-friendly" CVs. First of all, an Applicant Tracking System (ATS) is primarily used to parse CVs, allowing recruiters to track (as the name suggests) applications and move candidates through their recruitment funnels and processes. I have not encountered any ATS that automatically rejects candidates based on keywords (if someone knows of one, please let me know). You can, however, be rejected by knockout questions (ATS and LinkedIn). These questions often address non-negotiable criteria, and there’s no point in lying because a human recruiter will eventually see that you’ve answered incorrectly. Most of the time, these questions focus on key requirements. Essentially, what you want is a format that allows your CV to be parsed correctly. Keep your CV format, clean, and simple. Highlight tangible achievements, and ensure you include a compelling summary. Use some relevant keywords that back up your expertise areas. This will do far more for your application than anything else. So next time someone offers you an "ATS-friendly CV service," ask them which ATS they’re referring to that automatically rejects candidates based on keywords.. Don’t let myths and misinformation distract you from what matters. A strong, honest, and well-structured CV will always win. Some great reading tips from professionals here:   Sam Struan – an INSIDE look of an ATS https://lnkd.in/d6R54Rzy   Jaylyn JonesJaylyn Jones – You dont get pass the ATS  https://lnkd.in/d29EnCR3 Jan Tegze – What really matters in the CV  https://lnkd.in/dij7h6hc How to make sure the resume is parsed correctly (ATS friendly) https://lnkd.in/daGZaRpK Blackbird® Talent Solutions

Looking for a job in the current market can feel scary. Applying to jobs and seeing that they already have 300+ applications. Going through lengthy processes only to find out there is an internal candidate. Trying to adapt the CV to every application (is this expected and is it too much?) The permanent job market in Switzerland was down again in Q3, -25.9% and the temp -5.3%, compared to Q3 2023 while unemployment is up to 2.5% (according to swissstaffing and SECO). By posting these statistics for the Swiss market I don’t want to discourage people. I just want to shed light on why it might be so difficult to find a job, the market is not easy at the moment. Expectations on the candidates are increasing, volume is making already stretched TA teams struggle. Standing out is becoming more difficult. I always advice to keep the CV clean and simple, highlight achievements (implemented Y and achieved X). Don’t overcomplicate it, make sure your LinkedIn is up to date. Don’t forget to leverage your network and your connections, ex-colleagues who can refer you, networking events where you can have chance to shortly pitch yourself, making genuine connections live and here on LinkedIn. We all need a bit more patience this year. So to everyone who is looking for a job, to my fellow recruiters (in-house or external) and everyone involved in the market: hang in there, you are not alone 🫶🏽. I have seen many downturns during my career, it will get better. Blackbird® Talent Solutions

Controllers are now at the forefront of business partnering, data analytics, and ESG. EY’s latest survey shows how controllers see their role evolving. I have been recruiting controllers for over 12 years—and having worked in internal controls and SOX compliance myself I’ve seen how the controlling role keeps evolving. I interact with finance professionals daily, many wonder what skills they could focus on to develop for the future. Based on my discussions with CFOs and controllers I see how the role continues to evolve. For controllers, how can you be future-ready? ▶ Embrace AI & automation ▶ Build cross-functional influence, work on your communication skills ▶ Lead with strategic thinking, get involved in projects & ESG For CFOs, building future-ready teams look for controllers who: ▶ Think strategically and can translate financial insights into business action ▶ Are fluent in tech—AI, automation, and ERP systems are no longer optional ▶ Lead in ESG reporting, helping shape both compliance and strategy ▶ Have strong communication and leadership skills to influence across departments Anything else you would add? How are you preparing your team (or yourself) for this shift? Im always happy to exchange on this. Blackbird® Talent Solutions

There is amazing tech out there today to make us more efficient. One is to have AI transcripts during online interviews, allowing us as recruiters to focus more on whats being said than typing fast to not miss something important. I like to always understand both sides and the impact things can have on candidate experience. As a candidates, are you ok to have the interviews automatically transcribed? Please also comment when you think it is the right time to ask for your permission. When sending the invitation or before starting the meeting? Would appreciate your input here. Many thanks and happy weekend!