🏳️‍🌈 April Starlight 🏳️‍🌈

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At Chamba, we understand that one of the key advantages of contingent staffing is the opportunity to evaluate the fit from both sides before committing. It allows companies to assess a candidate's skills, work ethic, and cultural alignment, while the candidate can gauge if the role and environment align with their goals. This mutual trial period helps ensure a perfect match, leading to more successful and long-lasting hires. Want to give this a try? Contact me at [email protected]

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Building a high-impact tech team in 2025 comes with challenges, but with the right strategies, it's achievable. Our latest ebook is your roadmap to attracting, hiring, and retaining top talent in the fast-evolving tech landscape. Stay ahead of the curve with insights into key trends, roles, and best practices to future-proof your hiring strategy. #TechHiring #TalentAcquisition #RecruitmentStrategies #2025Tech #FocusGTS #TechTalent #HiringSuccess

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It can be challenging for fully contingent staffing firms to have supervisor references pre checked. The main reasons are that: A) There is no guarantee the client will like the candidate B) There is no guarantee it will lead to revenue C) The job is urgent and sometimes can not wait for that to happen D) The candidate has worked for the same client for years and is not comfortable giving a supervisor reference as it will alert them that they are looking The economy right now isn't exactly at its peak and that has directly affected the staffing industry over the last 2 years. Overhead is at a high due to inflation. That being said, I have mandated LV Search Partners to send candidates with one checked recent supervisor reference (whenever applicable). If you have a tough to fill, niche role, that you are using an agency for and are not happy with the candidates that you are receiving, feel free to reach out to me directly and I will see if LV can help and if it makes sense to work together! #staffing #gaming #recruiting #gamingjobs

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Choosing the right tech for your recruiting team is more than a purchase, it’s a partnership. Next Tuesday, December 3rd, I’ll be sharing my best advice on how to evaluate tech vendors, ask the right questions, and avoid being sold something that doesn’t serve your team. If you’re tired of sifting through sales pitches and want a clear strategy to find tools that truly fit your needs, this webinar is for you. 📅 When: Tuesday, December 3rd 9am PT 📍 Where: https://lnkd.in/gwRh-P-a Let’s demystify the vendor selection process and ensure your investments pay off. Hosted by Talent Collective and Ashby. #TalentAcquisition #RecruitingTech #HiringStrategy

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Contingent recruiting is high risk, high reward. To maximize your odds of success, you generally want to work with a higher volume of hiring companies and/or roles. Ideally, some roles will overlap so if you source a candidate for one team, you can also introduce them to multiple others. The single best place you can find yourself is with multiple competing offers, all from your companies, and you know you're going to make a placement and earn a 20-25% fee. This is ideal for the contingent recruiter AND ideal for the candidate, as a single recruiter was the portal to multiple teams and offers. There's nothing wrong with this. The majority of my income has come from contingent placements and I know excellent recruiters who make multiples of what I do. But this is increasingly my least favorite recruiting arrangement. It's inherently higher volume, higher stress, and I don't love the idea of competing with my own clients. Contingency is, by default, candidate-focused, as the best contingency recruiters have multiple hiring teams/roles available, at no cost, to a candidate. But it's the client who pays the success fee. So while I am adamant on providing a great candidate experience, I'm even more concerned with providing an excellent service to a paying client. Over the last couple of years, I've had the chance to work on container searches, retained searches, and embedded internal recruiter roles. I've made the most hires, by a long shot, as a contract internal recruiter. Fees were much lower but consistent and the work is super meaningful. I made the most money, in the shortest period of time, on container searches. I filled four high level roles in under 8 weeks and have a 100% success rate. I'm eager to explore more retained search work. Non-executive, maybe staff/principal SWEs and Engineering Mgr/Dir. Through my container and internal work, I've proven I can fill almost any role in 4-6 weeks, given the right structure and focus. Contingency has meant filling maybe 20-25% of the roles I'm working on at any given time. That's a 75% - 80% failure rate and a LOT of wasted time and effort. Startup founders: it is possible to know when you're going to make that next key hire, and where they're going to come from. But that's least likely on a contingent search basis. Consider finding a single trusted partner. There is one scenario in which I LOVE contingent roles. More on that soon.

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#HotJobs for #talentacquisition #jobseekers Available Now! If you think the job market has slowed due to Q4, think again. Are you #opentowork? Were you part of a recent #layoff, part of a #reductioninworkforce, #laidoff? I can help you navigate your search with my 20 years of experience in the industry and as a #resumewriter. I can prepare a strong ATS friendly resume to get you results and get you back to work QUICKLY! There is a lot more competition with the recent #layoffs, so it’s even more important you stand out from the competition, and you have a proven job search strategy. How I can help you: • Customized resume preparation- taking the time to thoroughly understand your expertise, not just providing a basic questionnaire or mass-produced “cookie-cutter” resume template. • LinkedIn profile preparation/optimization. • Job search coaching to walk you step-by-step through the process so you aren’t aimlessly applying to jobs and not getting responses. • Freelance Recruiter with a vast network of hiring manager/recruiter contacts to connect you to. 90 of my clients have accepted offers in 2024, 106 accepted offers for new jobs in 2023, 124 in 2021 and 112 in 2022! One obtained a $70K increase in her previous salary, one DOUBLED his salary, THREE a $50K increase, one a $55K increase and another a $35K increase! Visit my 120+ LinkedIn recommendations of success stories. Two recent client’s success stories: “I went from constant rejection to averaging 6 interviews a week almost overnight.” “I wanted to thank you for all of your help and assistance in this process. I am going on to start my dream job thanks to you and your guidance. I wouldn't have gotten my foot in the door without your reach and connections. Again thank you so much for everything you have done for me and for others. I am blessed to have come across you in this vast network of people." Please take advantage of my FREE RESUME REVIEW offer on my website. https://lnkd.in/g-4bcFV “Remember you only get one chance to make a first impression, make it a Professional Impression!!” Benefits of hiring a Professional Resume Writer https://lnkd.in/gWpHBdBR   #careercoach #resumewriter #ono #nowhiring #gethired

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There are 56% more tech job postings than five years ago, with 70% of IT job seekers receiving multiple offers, but IT salary growth on average is... #knowyourworth

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🌟 Looking to maximize your LinkedIn profile for success? Here are 5 key ways to elevate your online presence: 1️⃣ Optimize Your Headline: Use clear and concise language to highlight your skills and expertise. 2️⃣ Perfect Your Summary: Craft a compelling summary that showcases your unique value proposition. 3️⃣ Update Your Experience: Ensure your work experience is up to date and reflects your most recent accomplishments. 4️⃣ Showcase Your Skills: Add relevant skills and endorsements to demonstrate your expertise. 5️⃣ Engage with Content: Stay active on the platform by sharing, liking, and commenting on posts to increase visibility. By implementing these strategies, you can enhance your LinkedIn profile and attract new opportunities. Need help finding that next great team member or want assistance finding that next dream job? Reach out to Simply Great Staffing or visit us at - https://lnkd.in/gN2UD-bF #LinkedInTips #ProfessionalDevelopment #SimplyGreatStaffing 💼🌐

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🔥 Boost Your Contracting Recruiting Profits: Gross Margin Method Webinar! 🚀 Want to crush your recruiting metrics and finish the year strong? 📈 Join me for a game-changing 45-minute webinar replay where you'll learn: Secrets to improving your margins overnight 📊 How to avoid common pricing pitfalls in temp/contracting 🚫 Expert tips for pricing temp-to-hire positions 💼 Don't miss this opportunity to maximize your gross profit margins! 🎥 Watch the replay now: www.backofficenow.com/gmm #RecruitingTips #GrossMarginMethod #ProfitBoost 👉 Like, comment, and share if you're ready to level up your recruiting game!

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The Workday Lawsuit could affect the entire AI and HR Tech industry as well as the hiring companies using the Tech. As we unpack this situation further, it potentially gets worse for Workday in what could become a landmark case with far reaching implications. For years, many have been suggesting that there is an "Agency" relationship between the Employer and their selected Tech and Service providers. That will now be tested. If found that there is such an "Agency" relationship then potentially every single employer and every single AI-based HR Tech stack they use could be implicated. Even settling the case at this point will embolden many other candidates/plaintiffs who have no love for Workday and feel like they too have been discriminated against. While some elements of the case were dismissed, the following excerpt from Judge Lin's findings will provide no comfort to Workday and all companies that use Workday or any other AI-based candidate screening and selection tool. “Workday’s software is not simply implementing in a rote way the criteria that employers set forth, but is instead participating in the decision-making process by recommending some candidates to move forward and rejecting others,” the judge said. “Given Workday’s allegedly crucial role in deciding which applicants can get their ‘foot in the door’ for an interview, Workday’s tools are engaged in conduct that is at the heart of equal access to employment opportunities.” This is huge! Much more to come on this matter, but if it is proven that an Agency relationship does exist between any hiring company and its vendors, then discrimination lawsuits could become the news of the day for years to come. And this could bring AI-based HR Tech implementations to a screeching halt. Stay tuned.

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So thankful to be celebrating not only four years of Imagine Impact but also three years with our very first recruitment client, Peer Health Exchange! Check out our latest blog post and #casestudy to learn more about our successful partnership! #recruitment #executivesearch #nonprofit

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With over 2,500 registrations for our Resume-Building Webinar on December 18th, 2024, one thing is clear: The demand for jobs is unprecedented in today’s global economy. The competition is fierce, the process is broken, and a generic resume just won’t cut it anymore. If you’re tired of applying endlessly, getting ignored, and watching opportunities slip away—this is your chance to change the game. Join us to learn: 1️⃣ What it really takes to build a resume that gets noticed. 2️⃣ How to beat ATS filters and stand out in a crowded market. 3️⃣ The secrets behind landing Top 1% opportunities globally. Plus, live resume rewrites, real-time feedback, and a chance to win 3 brand-new laptops during the event! ⏳ Spots are filling fast. Don’t miss out—register now and take the first step toward unlocking your career. [Register Now] Because the best opportunities don’t wait. Neither should you.

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