Aileen Aguilar Edwards, SHRM-CP

Check out the latest press release on our hiring efforts to find great engineering talent. If that's you or you know someone, check out invent.ge/engineering

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Read below to learn why you should work for ICL!

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Hiring for a Senior PMO Manager? This is your guy right here!! FlanStaff Candidate - Senior PMO Manager – Seattle, WA  🔹 Headhunter Prescreen Notes 🔹 I have been trying to headhunt this candidate for years because he is that great of a candidate! He is currently employed as a Senior Manager PMO. There he manages 46 direct reports and a $600M budget on their largest PMO team. He has experience working in a startup environment as well and has helped that team grow from $0 in revenue to $200M and acquisition. He is really looking forward to building and growing a team with amazing people. 🔹 Strategic Vision and Proven Results 🔹 With 9 years of experience in technical project management, he has successfully led multi-million dollar portfolios and strategic initiatives across diverse industries, including Technology, Healthcare, Oil & Energy, Utilities, SAAS, WAAS, Venture Capital, and Consulting, consistently driving substantial revenue growth and operational improvements. 🔹 Exceptional Leadership and Team Management 🔹 Demonstrated ability to lead cross-functional teams and manage large-scale projects, such as the implementation and migration of Microsoft 365 for over 30 corporate teams and 75,000 employees, and spearheading a machine learning and AI-driven project at his current employer that achieved 100% regulatory compliance and $10M in annual savings. 🔹 Data-Driven Decision Making 🔹 Expert in leveraging data analytics and visualization tools, including SQL, Python, and Power BI, to turn complex datasets into actionable insights, optimizing business processes and enhancing decision-making capabilities. Developed 100+ automated workflows saving 1,200 hours weekly and 100+ Power BI dashboards from 30+ data sources. 🔹 Innovative Problem-Solving and Process Improvement 🔹 Proven track record of driving efficiency and innovation through process improvement initiatives, such as developing and implementing 150+ automated workflows at his current employer and leading IT modernization efforts at Valero Energy Corporation, resulting in significant reductions in technical issues and increased sales figures. 🔹 Comprehensive Industry Experience and Technical Proficiency 🔹 Equipped with a robust technical skillset including SQL, MySQL, Power Automate, Tableau, and Salesforce Architect, and extensive experience managing all aspects of the software development lifecycle. Gamal's technical proficiency and strategic planning expertise make him an invaluable asset for Go-To-Market initiatives and complex problem-solving. #ProjectManagement #PMO #SeniorManager #HiringNow #Leadership #TechTalent #TeamManagement #SeattleJobs #ProjectManager #BusinessGrowth #ProcessImprovement #DataDriven #StrategicLeadership #TechHiring #ExecutiveSearch

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This the last full work week before the inevitable holiday slow down. Some companies shut down completely, while others continue to run with a skeleton crew. It can be difficult for #jobseekers to know how to approach the end of year slow down, so here's some tips: 1) #Followup this week. Reach out to any hiring teams you've had conversations with to reiterate your interest and make sure you're top of mind. 2) If requested for interviews, provide availability throughout the next few weeks. Hopefully your interview can be scheduled before the holidays, but if not, it can be prudent to provide availability through the week of January 6th to ensure your interview can be locked in asap. 3) Keep up the pace! Just because companies may slow down, doesn't mean you have to. While I encourage everyone to take some time with family/friends to celebrate the holidays, you can continue to #network, practice your #interview skills, and #apply to any new roles you're interested in. This will help ensure you can hit the ground running the first week of the new year. I hope that #santa brings all of you a new #job before the end of 2024. And I hope 2025 is a better year for everyone with fewer layoffs, more #hiring, and more #kindness in the process. 🎅 🤶 🎄 🥳

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Question for the tech recruiters or TA leaders out there. You're hiring software engineers, what would you expect your CV Submitted to Offer ration to be based on the below hiring process: 1. CV submitted (fully prescreened by recruiter/TA) 2. Hiring Manager CV Review 3. Hiring Manager Phone Interview 4. Technical Interview 5. Values Interview Granted there will be lots of nuances, but broadly speaking what are you expecting? 5:1, 7:1, 10:1, 15:1 ? #recruitment #recruiting #talentacquisition

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I think the biggest mistake people can make in an interview is being too honest. Crazy right?! The thing I have seen a lot from interviewing. Is admitting "I don't know something" and leaving it at that. Killing the interview and your chances of obtaining the job. But, chances are that you do know! Many job seekers have experienced a scenario in a job that can properly answer the question given to them in an interview. Try this: Practice answering questions with how YOU would solve for something that "you don't know." Give them an example that you were a part of, use the STAR method to assist you. Tell them direct impact, what you learned from the example, what you would have done to optimize the result. Good hiring team is looking for candidates who can be coachable especially in lower level positions. Take ownership of the example to answer the question! Sometimes, being close to the example is as good experience as being the executor of the example. Smart people learn from their own mistakes, but wise people learn from the mistakes of others as well! This kind of approach could be terrible advice or, it might get you a job. Happy hunting Job seekers

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New research eBook Direct Sourcing 2024: The Rise of Direct Sourcing shows 60% of businesses have prioritized the improvement of the candidate experience as a major hiring strategy in 2024 and beyond. “Candidate journey” is not just a buzzword, but an essential piece of talent engagement puzzle in 2024. How are leading organizations creating “experience-led” strategies to shape their approach to direct sourcing? Find our more, download the eBook, sponsored by Guidant Global and carried out by Ardent Partners and the Future of Work Exchange.  Access now: https://lnkd.in/ebi_D5Ku 

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Commuting. SHRM, Harvard Business Review, Indeed, the US Census Bureau ... Everyone has something to say about Work Place Commuting. A simple Google search will pull up dozens of articles and they all have some commonalities. Commuting is beneficial for our mental health - to wind down, to catch the news or our latest podcast, but it can quickly be seen as a time suck and great expense. What constitutes a good Commute Time varies, with 16 minutes to a half hour being in the sweet spot, but recent averages closer to 27 minutes - 45 minutes (one way). Some reports say less than 15 minutes tends to make one frustrated at the waste of time, while 90 minute commutes garner the same response as well. As someone who has recently almost tripled her commute time (going from 10 - 12 minutes to 25 - 30 minutes), I struggle with days of enjoying and days of loathing. I have noticed I hit the need for an oil change by mileage prior to date, for the first time ever, but I have get great conversations with the kid. How does WFH vs Hybrid vs Commuting effect you?

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To all my amazing Talent Acquisition connections, I have a topic of discussion for you, if you care to share your feedback! 𝐍𝐎 𝐒𝐇𝐎𝐖𝐒 𝐟𝐨𝐫 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬!!! 🤔 This pertains to no shows for the initial phone interview that the TA Partner has scheduled and confirmed, as well as no shows for the Hiring Manager interviews. There is such a shift in work ethic in the years I've been a recruiter. I don't remember experiencing no shows back 29 years ago, or even 20 years ago. The past 7 years, I feel as though it's a constant. In my experience, it's primarily with candidates being considered for full time hourly rate roles; not for the salaried roles. But the hourly roles are professional, full time positions. In my current position, the majority of my recruiting is in Director level and above roles, which I do not experience no shows for. I am currently helping with hourly rate roles as well, and the # of people who no show for our initial phone interview is astonishing. I leave a voice mail message and a text and the majority NEVER respond. They're just gone with the wind I guess. No regard for my time, nor for their own credibility or character. 🤷‍♀️ I have given opportunities to reschedule, but only one reschedule. If the 2nd scheduled call is a no show as well, the ship has sailed for me. 𝐈'𝐦 𝐜𝐮𝐫𝐢𝐨𝐮𝐬 𝐚𝐬 𝐭𝐨 𝐡𝐨𝐰 𝐲𝐨𝐮 𝐚𝐥𝐥 𝐡𝐚𝐧𝐝𝐥𝐞 𝐭𝐡𝐞 𝐧𝐨 𝐬𝐡𝐨𝐰 𝐬𝐢𝐭𝐮𝐚𝐭𝐢𝐨𝐧.  Is it happening frequently to you as well? If so, is it just your hourly roles, or also the salaried positions? What do you communicate to the candidate when they no show and you don't wish to consider them for employment at your organization? I aim to be compassionate and provide a professional and understanding experience, however, there is a HUGE part of me that really doesn't want to give a 2nd chance, UNLESS there was an emergency where the candidate physically could not text or call me to let me know they need to reschedule. In my years, I've heard every reason possible, as to why they didn't answer. Some I believe and some I do not. For me, personally, a no show with no call, text, or email to let me know they need to reschedule, is a huge red flag. Where is the common courtesy and the professionalism today? Reliability is missing in action. It's so unfortunate. I take the time to email every candidate a calendar invitation that states the date and time, AND the phone number I will be calling them on. It also includes my number so they know what number I'll be calling them from. They have to accept the invite to confirm the call. So it isn't like they didn't know when their interview was scheduled. Today, for me....it is a serious NO SHOW Monday! Three more interviews scheduled today. I will remain positive and hopeful. I'd love feedback on this HOT TOPIC from any of my recruiter friends who care to chime in.

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Open to Work? A Recruiter’s Guide to Rebuilding and Thriving in the New Year! The New Year can feel uncertain for recruiters who are “#OpenToWork.” Whether due to layoffs, industry shifts, or personal decisions, this is also an opportunity to rebuild. Your skills are valuable, and your next chapter is closer than you think. Here’s a message of hope, actionable advice, and the tools to make 2025 your comeback year. #CareerGrowth #RecruiterLife Reflect and Reassess Take a moment to pause and reflect: What worked? Identify strengths and successes to carry forward. What didn’t? Pinpoint areas to improve. What’s next? Use these insights to set actionable goals. Reflection is the first step toward rebuilding with purpose. #GrowthMindset Meet and Support Others Connection is key during career transitions: Join recruiter meetups or online groups. Build relationships with others facing similar challenges. Share advice, exchange leads, and support one another. Networking isn’t just about finding jobs—it’s about finding your community. #ProfessionalNetworking #SupportEachOther Refresh Your Skills Stand out in a competitive market: Learn Lead Generation: Build pipelines and identify top talent. Embrace AI: Tools like Hiretual and LinkedIn Talent Insights can streamline sourcing. Upskill: Explore LinkedIn Learning or Coursera to gain in-demand skills. Stay ahead by making continuous learning a priority. #Upskilling #AIInRecruitment Start Small to Rebuild Every small step brings you closer to big goals: Take on freelance roles or short-term projects. Use these opportunities to build confidence and showcase skills. Rebuilding isn’t starting over—it’s creating a foundation for future success. #CareerTransformation Polish Your Online Presence Make your LinkedIn profile work for you: Update Your Headline: Reflect your expertise and openness to opportunities. Share Content: Post insights, articles, or updates to stay visible. Engage: Comment, like, and share posts to connect with your network. Your online presence is often the first step to new opportunities. #TalentAcquisition #HiringSolutions A Message of Hope To all recruiters who are “#OpenToWork”: Take this time to reflect, rebuild, and reconnect. Meet others on the same journey, embrace new skills, and know that small steps lead to big change. The New Year is your opportunity to grow and thrive. Let’s make 2025 a year of transformation! Call-to-Action What’s your plan for rebuilding in the New Year? Share your story or connect—I’d love to hear from you! #HopeFor2025 #NewYearNewYou #JobSearchTips ☺️

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Here are just a few examples on why we differ from most recruiting agencies! Prospex Recruiting is ONE of a kind! 🙌 Email me with any questions on our process! [email protected]

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Let's talk about the controversial "gotcha" interview question! 👹 As a candidate, I've dreaded these questions due to their unexpected nature. As an interviewer, I strive to avoid them, focusing instead on aligning experience, attitude, aptitude, and cultural fit. However, I believe "gotcha" questions can be beneficial when asked thoughtfully and with good intentions. When faced with a "gotcha" question, you have to think on your feet and support your answer with context (facts, stories, etc.). The focus should be on how you arrive at your answer, not the answer itself. Using "gotcha" questions this way allows interview teams to assess your critical thinking and how you handle unexpected situations. Do you agree/disagree? Share your best (or worst) "gotcha" question in the comments! #interviewprep #gotcha #recruiting #hiring #talentacquisition

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In this current job market, it’s hard to remain in a stable job. It’s important to break the stigma around “job hopping” and try make the best of it instead. For me, it was strategic moves, designed to accelerate my career. Will layoffs, uncertainty and employees putting themselves first (and leaving certain environments) change how we see this in the future? #careeradvice #layoffs #jobhopping

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I’m in immediate need of work! Who’s hiring candidate experience focused exceptional recruitment pros??? I’m available now! I’m looking for a full-cycle recruitment or sourcing role. Based in greater Seattle/Tacoma area in Washington state. Open to full-time/part-time/temporary, W2/1099, Onsite/Hybrid/Remote, and willing to relocate for the right opportunity! General look at some of my experience in recruitment: • 12 years corporate  • 3+ years technical • 3+ years Agency/Staffing/RPO • 5+ years NGO  • 5+ years Executive  • 6+ years Light Industrial/Supply Chain/3PL  • 6+ years of Sales/Customer Success/Call Center/Customer Service  • 9+ years of recruitment team specific leadership experience  • 1+ years of healthcare I’ve not recruited for everything under the sun but I have recruited for a wide range of industries and roles while working for corporations, agencies, and RPOs. I’m open and immediately available to work! I come with references from former leaders, colleagues, and candidates (that I’ve been able to get hired & those I have not). Miscellaneous facts about me: • Boolean is an old friend I enjoy spending as much time with as possible • implemented Greenhouse twice  • worked in over 10 ATS systems • I love panda bears • dedicated to providing world class candidate and hiring team experiences  • pink is my favorite color followed close by rainbow and black • exceptional as an IC or team leader (I love both equally at this point in my career) • I’m an activator • active presence on social platforms as recruitingSHEro  • whenever I say or hear the word Boolean I begin to sing in my head to the tune of Dolly Parton’s, Jolene (“Boolean, Boolean, Booleaann, Boooleaaannnn…”) • open to project, permanent or contract work • I love rainbows • link to my website in comments • there are 20+ great recruiters roaming the planet today who learned recruitment fundamentals directly from my training and mentorship • I love Wonder Woman and what she represents  • there is so much more to me vs. what I can share in a LI post - take a chance on me so we can do incredible things while hiring the right candidates for your open roles without cutting corners because we both know retention is king and one bad recruitment hire can set back recruitment efforts 3-6 months. I NEED YOUR HELP! Who do you know? Can you introduce me to someone who is hiring? Can you refer me to an open recruitment role within your organization? Will you share this post? If you have worked with me, for me or if you've been a candidate that's gone through the interview process with me, are you able to write a recommendation for me here on LinkedIn? Do you have an idea that will help? #HrCommunity #LinkedInCommunity #HireMe

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W2 ROLE Job Title: Technical Support Engineer - Integrations end client - ServiceNow Inc. Pay Rate:<$45.00/hr on W2 without benefits Location: Santa Clara, CA Note: This position will also require onsite presence weekly on Wednesday and Thursday at the Santa Clara office. Duties: Overview: Provides technical support to field engineers, technicians, and product support personnel who are diagnosing, troubleshooting, repairing and debugging complex electro/mechanical equipment, computer systems, complex software, or networked and/or wireless systems. Responds to situations where first-line product support has failed to isolate or fix problems in malfunctioning equipment or software. Reports design, reliability and maintenance problems or bugs to design engineering/software engineering. What you will do in this role: Be a Customer Advocate providing support to users/administrators of our platform Understand our platform, cloud technologies and troubleshooting practices to ensure successful resolution of challenging technical situations Resolve technical cases created by customers looking for help to understand or troubleshoot unexpected behaviors or answer technical questions about the ServiceNow software and platform. Gain an understanding of the ServiceNow platform and all core functionality. Analyze data with a view to isolate the potential cause of the issue. Involve others to accomplish personal and group goals. Skills: What you will need to be successful in this role: Knowledge on LDAP/Active Directory, SSO or other authentication or user management systems Understanding of Email Troubleshooting (e.g. Office 365, Exchange ) Knowledge on Web Services (SOAP, REST) Working knowledge on Network troubleshooting (e.g. Ping, Telnet) Hands on experience in any bi-directional, integration between two systems Some experience with Scripting languages: JavaScript preferred Experience with relational databases (e.g. MySQL, Oracle) Experience with the gathering and reading of various log files Hiring Manager Notes: Integrations gets a mix of issue types that typically center around there broad topics: 1) Email  2) SSO/Authentication 3) Web Services 4) Scripting /Rest API 5) database issues Given the wide variety of issues that we get there is no 1 or 2 must have skills. Instead we are looking for candidates that some firsthand experience in as many of these technical areas as possible as it speeds up the ramp up time. What backgrounds/skills can we be more flexible with that can be learned on the job? SSO and authentication, Email protocols and servers What will the interview process look like? First round - 30 to 45 minute monitoring phone interview (behavioral and technical questions) Final round - 1 hour panel interview with 2-3 engineers and hiring manager (technical questions) please share the resumes on [email protected] 6783211898 If i did not replied Here please connect with me directly. thankyou .

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