Tomas Kalina

📝 Contact details in your CV - looks easy enough, right? Just put your name, phone and e-mail, that’s all. Well…. yes ✅ and no ❌ I always recommend also including your location. In today's world, where: 💻 Some people work completely remotely ✈ Others choose to relocate to another country 🏡 Others want to work in hybrid at their place of residence This information can be very important and useful. That’s why I recommend writing down: 🏙 your city (there’s no need to write the full address 😉) 🌍country (especially if you are applying for studios abroad) ☑ your preferences (hybrid, remote work, relocation) Also, it may sound obvious, but ALWAYS CHECK IF YOUR E-MAIL ✉ AND PHONE NUMBER 📞 ARE CORRECT (even a few times!!!) I can’t count how many times I couldn’t reach out to a candidate. Incorrect e-mail with return mail, number not available. I put an extra mile and tried to find them on Linkedin, but it wasn’t successful in many cases… So please check this info, because you can miss the opportunity of lifetime. 🎨 Don’t forget to give a link to your portfolio, own website or other places where recruiters & hiring leads/managers can see your work. 🔝 Last but not least - all of this information should be visible and at the top of your resume. Often the best option is to put them next to your name. I hope that these few thoughts would be useful for you! Check the slideshow below to see some examples. Our Recruitment & Employer Branding team at 11 bit studios S.A. decided to spread some tips & tricks for CVs, to help you increase your chances of landing a job! We hope that in difficult times for our industry, it will come in handy 👌 Follow Aleksandra Śmiglewska, Aleksandra Kuchcińska, Ewa Tarkowska, Sonia Urbaniak, Kamil Nowakowski for more! If you have any questions - feel free to ask them! We are more than happy to answer them here or include them in next parts! #11bitstudios #LifeAt11bit #careers #CVtips #gamedev

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Over 400 votes and the result is pretty split. I'd suggest a 4th criteria for job posting would be useful. Office (5-day), Hybrid (1-3 per week), Home-Based (mainly remote with ad-hoc travel expected), Fully Remote (0 travel). #RemoteJobs #HybridJobs

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Hey network! I'm looking for people who can offer their insights on 🪜building a grading system within a company. What essential knowledge is needed at the outset? Who are the top game changers in this field? What changes would you make if you could start over? To be honest, I'm interested in everything related to this. Grades for developers? Yes. Levels of seniority for designers? Here we go. Specific financial nuances? Yes, yes, and yes! If you want to talk, let me know in the comments or in private messages. If you know resources/consultants on this topic, it would be very valuable! 🤸‍♂️

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70% of companies outsource their hiring process and You are in most cases, worse for it. Let me explain. One of the challenges that external recruiters go through is "timely access to accurate information" from the hiring managers. The situation is tricky to say the least. As a consultant/hiring partner you can't get on the foot of your client while you also have to balance and keep the talent engaged. It's that Ram Ram Ram Ram moment from Amir Khan's Ishq movie. Still no matter how good the intent, operationally, things do get muddled up, because there is no real accountability in the process. Companies use their position to prioritise their own agendas and outcomes. HRs/HMs are the real drivers who could either sail or sh*t on the entire candidate & hiring experience. Candidates have to make it across a sea of ambiguity before they make it through. One of the ways I try to traverse this is through uniform and evenly spaced follow ups, and consistently communicating the same with candidates. In my experience, Over communication is always better than under communication. In most cases, between multiple stakeholders, competing agendas, there is no real coherency in these different layers. The brands must realise that though the hiring part is outsourced, the first ownership of the employer brand is with them only. This is not to discount that there are some amazing people working hard to have a positive, engaging and streamlined experience. The need of the hour is to bring accountability at all levels through systematic SOPs and clear, time bound communication at each step. And now In the era of automation and AI, I wonder how things will turn out! Industry veterans, I am curious to hear your thoughts? Candidates what's the one best interviewing experience you remember? Recruiters how many times did you not hear back from the HM?

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AI in talent acquisition: What’s your experience? As a Talent Acquisition Partner, I’ve found that the use of AI can be incredibly beneficial in our field. From rewriting job ads to make them more inclusive, to correcting emails in different languages, keywords and ideas for sourcing, and even finding the right words to convey difficult messages, setting up complex agendas : AI is proving to be a valuable ally, like my own private assistant 😄 I don't believe that AI will replace recruiters. While AI is powerful, it lacks the human creativity and unique touch that we bring. Instead, I see AI as a tool that supports us in becoming more productive and helps us avoid repetitive tasks. That's why training on generative AI is important, as not everyone is comfortable with it. I’d love to hear from you! How are you using AI in your work? What benefits have you experienced, and what challenges have you faced? (AI-generated picture, did you spot the cat on this picture?🤓) #TalentAcquisition #AI #Productivity #Inclusivehiring #GenAI

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You nailed the interview, but all you hear after that is radio silence? As a recruiter at MWDN, I see both sides and know the pain of both a recruiter and an applicant. Here's how you should follow up without being annoying: 1. Timing. Wait 24-48 hours after the interview. 2. Keep it short. Thank the interviewer for their time and reiterate your interest. 3. Highlight something specific. Mention a key point you discussed or a question you forgot to ask. 4. Stand out. Include a link to relevant work samples or a personalized message. 5. Be patient! Hiring takes time, as it’s not only a recruiter who makes a decision. A polite follow-up shows continued interest, not desperation. What’s your follow-up strategy? Share your tips in the comments! #InterviewTips #JobSearch #GetHired #StaffAugmentation #recruiting

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Hey! I just wanted to let you know that I've noticed a lot of our Russian-speaking ex-colleagues are on the lookout for new job opportunities. I've been following Kira Kuzmenko for a while, and I really think she's one of the best at discussing recruitment-related topics for Russian-speaking audiences.   She's actually created a course designed to help people find new jobs in the markets of Russia, the EU, and the US. If you're interested, here's the link: https://hellonewjob.org Check it out!

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Have you ever felt like a company’s values don’t match your own? Or noticed that the values promoted don’t show up in everyday actions? Sometimes candidates share that as the company changes - whether through growth, restructuring or shifting priorities - they no longer see themselves there. This is not easy for everyone and raises an important question: 👆 Is it time to move on, or is there a way to realign with the company? Taking the time to reflect, have open conversations, or explore internal opportunities could help. But sometimes, it’s also okay to realize when it’s time for a fresh start. Have you ever had this dilemma? #smartistone #freshstart #workplacevalues #values

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🌟 Why Candidate Experience Matters when Hiring 🌟 In the IT world, where the competition for top talent is fierce, the candidate experience can make or break your hiring game. So, how do we make it better? 👇 1️⃣ Making the Candidate Experience Awesome: Every touchpoint counts. From that first hello to the final follow-up, it’s crucial that candidates feel appreciated and respected. A smooth, transparent process doesn’t just attract great talent, it also boosts your company’s reputation. 😎 2️⃣ Clear and Timely Communication: Good communication is key. Keeping candidates in the loop at every step helps avoid uncertainty and shows that your company genuinely invests in them. A little clarity goes a long way! 😉 3️⃣ Post-Interview Feedback: Giving feedback after interviews, no matter the outcome, helps candidates grow and shows that your company values professionalism and respect. This small gesture can turn a tough experience into a learning moment. At Software Mind LATAM we also ask candidates how they felt about our hiring process so we can keep improving, and make the experience better for everyone. 😊 In a competitive market like IT, paying attention to every detail in the hiring process is key to attracting and keeping the best talent. Invest in the candidate experience, and you'll build a more engaged and aligned team with your company culture! #TalentAcquisition #Recruitment #CandidateJourney

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Has anyone noticed that skilled candidates are being overlooked due to online tests? A senior recruiter received a link to take an online test from a well-known company. However, by that time, he had already accepted another offer and decided to move forward with it. Meanwhile, one of my seniors, who has over 20 years of experience in the staffing industry and brings in millions of dollars in business, wanted to try out the test. He ended up scoring only 30%! 😁 What do you think this indicates? #onlinetest #Hiring #AIrecruitment #Bot #recruitment

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Today, Miro announced the difficult decision to let go of 275 employees, representing 18% of the company 😢 My thoughts are with everyone affected. If anyone from Miro is seeking new opportunities, I currently have open roles in various EU startups: ✨ Senior Python Developer ✨ Senior Frontend Developer ✨ Finance Manager ✨ Sales Development Representative (B2B)  ✨ Growth Manager (Marketing) ✨ VP of Engineering Feel free to reach out – the community is here to support you! P.S.: If you are also hiring and have roles available for the folks from Miro, please feel free to share them in the comments below! 🙏 #layoffs #miro

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I joined Talentgate 'Games & Apps UA Talent Recruitment Program' 🎉! Last Friday, we had an amazing start with Maria Vilkanen and Antti Ilmo 😍. They shared all the details about recruiting companies, their needs in talents, how the recruitment process works, what we can expect from this program, and what the successful results of it have been in previous cohorts. It was such a great introduction to the program! I was a bit nervous to pitch myself (as usual 😜), but the audience was so welcoming and supportive! I've set some goals for myself for this program: 🔍 Learn from the best industry professionals + Google. 📈 Dive deep in user acquisition, engagement and retention. 📱 Study mobile marketing and monetisation. 📊 Improve my knowledge about analytics & insights. 🤝 Networking, networking, networking. And now the most magical and interesting moment is coming: finding out if there's a perfect match for me and the recruiting company ✨. I really believe there will be! 🙌

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✨ Don't forget about our exceptional event coming up! ✨ When: 14th of November Where: Kapelanka 42A, Krakow Join us at Girls Can Do IT conference for an inspiring session: Female Perspective – the key to innovation and inclusive technology. Curious about how a more inclusive tech world is built? Madina Turava will explore the essential role of women in tech innovation and reveal how the lack of female perspective impacted the biggest companies. Kasia Wisniewska will dive into why diverse teams are critical and how soft skills can drive tech success. Join us for the dynamic panel: Yin and Yang in Leadership Ever wondered how male and female leadership styles complement each other? Panelists Kasia Wisniewska, Philippe De Brouwer, Madina Turava and Rafael Mufato will dive into unique differences and surprising similarities between them, exploring the balance of masculine and feminine qualities within each of us. Discover what makes a great leader, the blend of humility and courage, and how the true leadership is about harmonizing strengths. Don’t miss this discussion on leading with balance and authenticity! If you want to join the event, register here https://lnkd.in/g9jWJsk8 Please mark your calendars and we look forward to seeing you in our event! 😊 #Students #Graduate #CareerDevelopment #HSBCCareers #GirlsInTech #WomenInTech

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Why the First Call with a Recruiter is So Important The first call with a recruiter is a big deal. It sets the stage for everything that follows and can shape how a candidate feels about the company. As recruiters, we represent the company, and that first impression is crucial, even if the candidate is actively looking for a job. Learning About the Candidate 📝 When I first talk to a candidate, I have their resume, but it doesn’t tell me everything. I don’t know their motivations or what they’re looking for in a new job. During our first call, I ask questions to understand what’s important to them and what drives them. This helps me see if our company is a good fit for them. Introducing the Company ✅ I always start by telling a bit about our company’s history and our main goals. This gives the candidate an idea of who we are and what we stand for. I talk about our values, recent achievements, and future plans to give them a clear picture of our company. Describing the Job and Project ✏ The most important part of the call is explaining the job and the project they’ll be working on. I describe our products, the technology we use, and what the team is like. I go over the day-to-day tasks, challenges, and growth opportunities. This helps the candidate understand what the job will be like. Engaging the Candidate ❓ During the call, I make sure to pause and ask the candidate for their thoughts. Questions like “Does this interest you?” or “How do you feel about the projects we discussed?” show that I value their opinion and help me see if they’re excited about the role. Explaining the Hiring Process 🎢 I also explain what the hiring process looks like. I go over each step, from initial interviews to the final decision, and talk about how long it might take. This helps the candidate know what to expect and reduces any stress about the unknowns. I also give tips on how they can prepare for our interviews. Discussing Benefits and Other Concerns 💸 If the candidate wants to know, I talk about benefits, vacation policies, and other details. This part of the conversation is flexible and focuses on what the candidate is interested in. Giving complete information helps them decide if our company is the right place for them. In short, the first call is more than just an initial step. It’s a chance to build a positive relationship and set the tone for all future interactions. It’s crucial for making sure both sides are on the same page and excited about the possibilities ahead.

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Motherhood: The Ultimate Full-Time Job As time passed, my daughter turned 3 months today.. ❤️ I often marvel at how different and difficult the role of a mother is. Imagine waking up one fine day, only to find a new boss at home—tiny, demanding, and absolutely impossible to ignore. And guess what? This boss has zero HR policies. No paid time off, no appraisals, and definitely no room for complaints! All this little manager of yours needs is your undivided time and endless love. But don’t be fooled—they’re micro-managing you! Ask any mom, and she’ll tell you. The moment you step out of their line of sight, those tiny eyes are laser-focused, as if they’re asking, “Where do you think you're going, employee of the month?” Motherhood is a job that demands everything and more. It’s the only role where multitasking is a superpower, patience is your currency, and a warm hug is the only KPI you’ll ever get rated on. The learning curve is steep, but oh, how much you learn! Empathy becomes second nature. You start understanding the world not just from your perspective but also through the curious eyes of your little one. Compassion? It’s no longer just a concept; it’s a practice you live every day. Whether it’s soothing a crying baby at 3 a.m. or finding energy you didn’t know existed, you give without expecting anything in return—except maybe five uninterrupted minutes of sleep. And let’s talk about patience. If you’ve ever played the game of trying to put a baby to sleep while silently praying they don’t wake up the moment you lay them down, you know what I’m talking about. If anything, motherhood turns you into the Zen master of chaos, teaching you to breathe through the storm and find joy in the tiniest moments. Yes, motherhood is a full-time job—and one that comes with no user manual. But despite the sleepless nights and countless diaper changes, it’s a job filled with unparalleled rewards. Those gummy smiles, the tiny fingers clutching yours, and the feeling of being their entire world? Priceless. So, here’s to all the mothers out there—juggling, loving, learning, and growing every day. And to the tiny bosses who keep us on our toes: Thank you for teaching us what no office role ever could.

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Last days of the Big Games Industry Employment Survey 2024! Just a little bit left until 2,000 responses Would you like to hear about some findings? We have a serious audience; almost half of the respondents are seniors and team leads. 15% are C-level executives and founders. The desire to earn more is currently the main reason for changing jobs. 12% of respondents feel they are not growing in their current position. 6% work overtime every day. Professional burnout is the most common issue respondents face in their current workplace. Join the survey and learn more! The survey is completely anonymous and takes only 5-10 minutes to complete. Your help in sharing the survey link with your colleagues will greatly assist us in making the results more representative. We need your support right now to gather as much data as possible! Take the survey right now. https://lnkd.in/eGwWQ77q

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I am SO SICK of this bullsh*t here on LinkedIn 😤 👩‍💻 As a Talent Acquisition professional, I'm very active on this network considering this is my main work tool. And in my profession, I've learned how to deal with all types of people and comments you can imagine (believe me, I've seen WILD stuff). But very few things p*ss me off more than comments like the one in the screenshot. Women in this network are professionals. We share valuable content, we make connections, we advertise our services. Yet, we still need to deal with the type of men who will only ignore everything we do and make comments about our appearance 🤦‍♀️ Let me tell you something very important, Shoaib: LinkedIn is not a dating app. It is not ok to comment something about a person's appearance on a post completely unrelated to that. Yes, I know, it hurts - I'm so sorry to crush your dreams 💔 I swear I would love to understand why you thought it would be reasonable to do it in the first place. What did you think my reaction would be? 'Oh wow, I'm so interested in him!' or 'Oh my God, he said I'm beautiful and that's the best compliment I could receive on a post about career!'. I hate to disappoint you 🤷‍♀️ but things didn't work out the way you expected. 🗣 And the reason why I decided to name and shame you here is because as a woman I'm very tired of living in a society in which we only have value if we are attractive, young and 'well-behaved'. I'm also very tired of receiving this type of sh*tty message that doesn't add value to any discussion and comes from disrespectful men who think women are less and are desperate for attention. Seriously, guys, it's not funny anymore. For dating, Shoaib, there are some other social networks that might work, but unfortunately I cannot recommend anything as I've been in a happy relationship for quite some time. I wish you good luck in your future endeavors. And now enough talking cause it's FRIDAY and I have more important things to do 🍻 cheers to internet aholes!

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Ciklum do you have a plain email for sending CV, like [email protected] or jobs@...? I'm interested in a job, but you have a "sign up" wall which prevents users from applying. There is no "sign up with google"; the only option is to sign up with a password, which is very inconvenient when using a phone. Even on a desktop, signing up with a password is less convenient than with a social account (like google, linkedin, github). Of course it's not a big deal to take my laptop and generate a password using password manager — but there must be other people who have the same feelings about their UX. I assume that [email protected] is for customers rather than jobs, is that correct?

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⭐ Successful story Time ⭐ Recently, I hear a lot about lack of open opportunities for Juniors and for people in early stage of their careers. I feel like situation has changed a lot in the past few years, and seems that nowadays companies are focusing on building teams full of Seniors. Which is strange, as there is so many benefits in well structured teams... but that's a topic for another time. Here at N-able Poland, we opened Summer Internship Program and brought onboard 4 passionate young individuals. From day one we fully integrated them into our cross-functional teams. Each one had his own Manager and also a Mentor to guide, support and help to make the most out of their time with us. As they are absolutely fantastic and did such a great job during their Internship - We didn't think twice - 🚀 We hired all 4 of them! 🚀 After their Internship, Jakub Stacherski, Piotr Padamczyk, Kyrylo Vorobiov and Michał Szeląg officially joined as Associate Software Engineers, kicking of their careers and #njoythejourney with N-able 😎 It makes me even prouder to know how many of such amazing stories we have here! Starting with amazing Barys Barysenka who joined as an Intern 6 years ago and is now their Mentor (!) or Vladislav Chekharev who started as an Intern and over 10 years later, he is still here and doing great as a Senior Staff Software Engineer and many more. I have no doubts that with their sharp minds and fresh ideas they will #Nrichlives and #Nspireothers! #CoveDataProtection #Nrich #Nspire #Njoy #softwareengineer #dreamteam

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