Brandon Thrall

Even if I am not hiring right now, I am always developing a pipeline. I was speaking to a new LinkedIn connection, who recently found themselves caught in a lay-off, to see what the job market for recruiters is really like right now. Because they are in our industry, I asked how the search was going, and if they are seeing any trends. This is a Senior Recruiter, who told me the number one trend they are seeing is ghosting by RECRUITERS and TALENT ACQUISITION SPECIALISTS! This blew my mind. I cannot believe our own industry experts are an issue. Talent Acquisition is difficult at best. Recruiters ride high highs and low lows. I get it. What I do not get is allowing yourself to be THE BLACK HOLE of HIRING. We must do better as industry professionals. We must hold ourselves and our teams accountable to provide feedback in a timely manner: 2-4 days is appropriate in my book. People rely on our talents to help guide them on their new adventure. They need our help to find their next "What's Next". Ghosting and not providing any feedback is irresponsible, and destroys your brand as well as the organization you represent. Make the pledge today: I will provide feedback within 2-4 days to a candidate who has applied for an open req. If you don't, then you make it so much easier for me to differentiate our hiring process from yours, and take your talent. :)

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🎉 🎉 Early-Stage SaaS Companies and Their Critical Early Hires 🎉 🎉 Navigating the hiring process as an early-stage startup can be daunting. How do you structure interviews❓ What qualities should you prioritize❓Where do you even begin❓ Our latest guide delivers 10 essential strategies tailored to the unique needs of SaaS startups. Discover how to: 🥁 🥁 🥁 🥁 🥁 🥁 ⭐ Define the ideal candidate for your startup’s stage and goals. ⭐ Craft interview questions that go beyond resumes to uncover true potential. ⭐ Spot red flags early and identify cultural fit without bias. ⭐ Hiring the right people can make or break your startup’s success. Let this guide be your roadmap to building a high-performing, aligned team. https://lnkd.in/g5nipsrH #hiring #GTM #interviewing #scalingsales

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𝗦𝗲𝗮𝗿𝗰𝗵𝗶𝗻𝗴 𝗳𝗼𝗿 𝗮 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗶𝗻𝗴 & 𝗿𝗲𝘄𝗮𝗿𝗱𝗶𝗻𝗴 𝗰𝗮𝗿𝗲𝗲𝗿 𝗶𝗻 𝘁𝗲𝗰𝗵? Molly Kreis, Senior Director of Talent at NWN Carousel shares with VentureFizz details on how to land a job at the company including: 📍What NWN Carousel looks for in a candidate 📍 How to stand out during the interview process 📍Why NWN Carousel should be on a job seeker's radar! 𝗖𝗹𝗶𝗰𝗸 𝗛𝗲𝗿𝗲 https://okt.to/O59Rd8

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For the short-attention-span folks that like to see things quickly (like me)...I've taken Dice's July 2024 jobs report, which analyzes more than 7 million tech job postings in the US to gather this cool data. Enjoy... 💻 Tech job postings this June are 15% below where they were last June. 💻 Tech unemployment has reached 3.7%, unusually high for the industry. 💻 AI and ML hiring is showing significant growth - up 43% and took up 27% of the overall tech job market. 💻 Cali was the hottest tech hiring market, followed by Texas and....VIRGINIA. 💻 Top Job Titles being hired were Software Engineers, Business Analysts, Systems Engineers, Data Scientists, Elec. Engineers, Network Eng., Data Eng. 💻 Fastest Growing Skills - Generative Artificial Intelligence, Building Codes, General Data Protection Regulations, Deep Learning, Databricks, PyTorch Hottest Job Titles for us at Triumph Services the last few months in Richmond were: 💻 Angular Developer 💻 Senior Project Manager 💻 Product Manager 💻 Software Engineer (.NET/Java/Full Stack) 💻 DevOps Engineer 💻 QA Engineer Ya know what...we filled 'em with some awesome IT talent! If you need help hiring - contact me, everyone on my team has TEN+ years of IT Staffing experience in the Richmond area and beyond. Our network of talent is pretty dang deep. 🎣 Ryan Bernier Jason Williams Trey Thornton

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Hi road warriors! So I broke one, ok maybe two of my travel rules this week while on business travel in San Diego. 1) I didn’t double check my toiletry bag ahead of time to see if any of my essential items needed to be restocked. 2) I ate things that I knew could potentially make me sick last night (the calamari looked too good to pass up and the whip cream and ice cream on the hula pie were worth every bite). However, when I woke up this morning with an upset stomach, I quickly came to the realization that there was no Imodium in sight. ☹ These are rookie mistakes, but we all make them. I usually am prepared for all situations, but this morning was unexpected! With that, here are my (5) must haves when traveling. 1) Imodium, Tums, and/or Pepcid: if your stomach is anything like mine, eating and drinking on the road is not your friend. 2) Clorox/antibacterial wipes: these come in handy in most places – airplane, rental car, hotel rooms, office. Perfect for on the go. 3) Travel Tumbler: I’m trying to drink more water, so this helps keep me hydrated, also allows me to make my coffee at the hotel or apartment (when I stay with one of our partners) and saves me a trip to Starbucks. I like the Yeti rambler! 4) Tide To Go pen: I didn’t realize how much I spill on myself. I guess this is the downfall of trying to talk and eat at the same time? 5) Protein bars: easy to pack and take on the go when you don’t have time between meetings for a sit-down meal. I’m currently packing Supergut protein bars with me when I travel. What are some of your non-negotiables when traveling for business or leisure? Comment below! And for fun, here's a photo of this guy after a full day of meetings this week in the office. 👍 #globalmobility #travel #businesstravel #tipoftheday #traveltuesday #traveltips

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I've been on the job market for several weeks now due to a layoff, and never in my life would I have thought I'd experience something quite like this. Honestly, it was always my biggest fear, but I count myself lucky that I was able to withstand crazy job markets before. I do have to say this job market feels different because quite frankly, it is very different than most of us have faced. Here are some things that set it apart and things I've been learning along the way: 1. NETWORK! NETWORK! NETWORK! Get ready to get out of your comfort zone if you don't like meeting new people and networking because this is going to be incredibly important! Build your LinkedIn network because people are posting about jobs all the time, but not necessarily in an actual job post but in a standard post. You won't see these unless you have a solid network. 2. BE SMART! It's all about applying for roles online, but with a #Referral. Trying to enhance your resume to stand out from everyone else in the candidate pool, and making it #ATS compliant to let the recruiter know to consider you. This can be an extremely tough pill to swallow, especially if you've never had a very hard time finding a job before. This circles back to point 1 - BUILD YOUR NETWORK! 💼 3. CONSIDER OPTIONS! Be prepared to think differently about the title and amount of money you will be making. Especially if you are time bound with #VISA restrictions as an #immigrant. This really sucks, especially in the current economy and inflation rates. I am not saying you need to pivot careers, because that is not viable to start over to a certain degree and competing with a lot of already very qualified individuals in whatever area you are looking at. Think about taking contract/consulting work or even something part-time in your field that will help you stay tapped into that community all the while looking for a long-term position. 🤔 💭 Lastly, be kind to yourself and know that it's not just you. You are not alone, there are so many others going through the same thing and probably in worse situations. Lean on your network and people. People want to help! 🌟 #layoff #womenintech #immigrant #h1b #visa #dependency #timeline #jobseeking #unemployment #networking #career #options #consulting

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🚨 PSA for companies partnering with recruiting agencies! 🚨 Recruiting jargon can be tricky, but here's one crucial question to ask before signing any contract: IS THE AGENCY EXCLUSIVE? Avoid exclusive agencies at all costs! Limiting your candidate pool by going exclusive could be a significant disservice to your company. I've seen too many companies get stuck in a difficult spot due to this mistake. If this post helps even one person, it'll be worth it! 🗣️ #ServiceSpecialists #TheMoreYouKnow

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As many of you know, Prelude's shutdown by Calendly caused a lot of movement in the interview scheduling space as many TA teams look for a new solution. Many amazing Prelude customers have migrated to Guide in recent months and we’re working hard to make the transition even easier for anyone looking for a new solution. Here's a few things we're doing: 👉 1. For Prelude organizations, Guide will match or beat your current pricing terms so you don’t have to ask finance for additional budget. 👉 2. The Guide product team will migrate your Prelude data for you (interviewer pools, etc) so you can avoid any repeat work and launch quicker. 👉 3. We’ll also prioritize your launch date on Guide's implementation calendar to meet any contract/switching deadlines you might have, and help you focus on other things :) 💥 And the kicker (or teaser, really): stay tuned for an exciting announcement soon about some familiar faces joining the Guide team. If you’re using Prelude and looking for new scheduling software, DM me. I’ll personally show you around Guide and share why teams like Duolingo, MongoDB, Openly, Strava, Glossier, Inc. and many more are making the switch.

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We're hiring at Quantum! 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠 $5,000 𝐑𝐞𝐟𝐞𝐫𝐫𝐚𝐥 𝐁𝐨𝐧𝐮𝐬 for anyone who connects me with someone we hire (NO Placement Guarantees/WAIT - immediate cash payout). 𝐏𝐫𝐢𝐧𝐜𝐢𝐩𝐚𝐥 𝐓𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫 (𝐎𝐓𝐄: $250-400𝐤)  𝐃𝐢𝐫𝐞𝐜𝐭𝐨𝐫 𝐨𝐟 𝐓𝐞𝐜𝐡 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 (𝐎𝐓𝐄: $500-1𝐌) 𝐖𝐡𝐚𝐭 𝐰𝐞'𝐫𝐞 𝐥𝐨𝐨𝐤𝐢𝐧𝐠 𝐟𝐨𝐫: - Background: Top 5% Agency Technical Recruiter ($500-1M+ billings) / Top Recruiter @ Tier 1 VC Backed startups with a burning desire for more impact, growth and financial upside  - Depth in software engineering recruiting for complex products (bonus if you're adept in AI / ML) - Mamba Mentality: People who are obsessed with their crafts & refuse to accept the status quo - Team-First: You aim to be the best AND elevate everyone around you. 𝐖𝐡𝐲 𝐐𝐮𝐚𝐧𝐭𝐮𝐦: - Best client portfolio in the industry: We partner with 70% of the Tier 1 VC's and are concurrently building 100+ of the world's best AI startups — insane opportunity to work directly with incredible CEOs and drive huge impact. - Career & Financial opportunity: Top % commission upside, hyper fast career growth based on results, & ability to work directly with top CEOs & build a name for yourself in the venture ecosystem [ Top earners @ $500k-1.5M ]  - Disrupt an industry: We don't just place people, we build entire companies. We're the first firm to commercialize an end-to-end service partnering with founders from Seed - IPO. Completed 50+ placements for a number of startups. - .01% Team & Culture: Work & learn the best partners & recruiters in our industry. Insanely passionate, high energy & mission driven team that loves to win & celebrate together If this sounds like you, please shoot me a DM and lets connect.

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Now it’s time to sync up with your hosts Leah Daniels and Kevin W. Grossman on The Talent Sync. Leah and Kevin discuss how centralized recruiting structures have the candidate experience edge. The Talent Sync Podcast is a collaborative podcast production about anything and everything recruiting and hiring – literally the kitchen sink on how all things in Talent Acquisition work together, should work together, and how sometimes they don’t. Listen and subscribe today about all things #recruiting and #hiring with The Talent Sync. #TheCandEs JobSync The CandEs The link to listen is in the comments!

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🌟 Pro Tip for Clients: Working with a Recruiting Partner 🌟 Ready to streamline your hiring process and find top talent? Here's a tip from Zing Recruiting: Collaborating with a recruiting partner can be a game-changer for your hiring needs! 💼✨ By providing clear job descriptions, timely feedback, and open communication, you empower your recruiting partner to find the perfect candidates for your team. Don't forget to have a timeline to fill. Set the expectation based on your priority roles to keep things running smoothly. Remember, your recruiting partner is here to support you every step of the way, from providing you data on salary insights, supply & demand and sourcing candidates to facilitating interviews and beyond. Together, we'll build a strong team that drives your business forward! Let's make hiring a breeze! 💫 #RecruitmentTips #HiringSuccess #ZingRecruiting #Teamwork

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🌟 Pro Tip for Clients: Working with a Recruiting Partner 🌟 Ready to streamline your hiring process and find top talent? Here's a tip from Zing Recruiting: Collaborating with a recruiting partner can be a game-changer for your hiring needs! 💼✨ By providing clear job descriptions, timely feedback, and open communication, you empower your recruiting partner to find the perfect candidates for your team. Don't forget to have a timeline to fill. Set the expectation based on your priority roles to keep things running smoothly. Remember, your recruiting partner is here to support you every step of the way, from providing you data on salary insights, supply & demand and sourcing candidates to facilitating interviews and beyond. Together, we'll build a strong team that drives your business forward! Let's make hiring a breeze! 💫 #RecruitmentTips #HiringSuccess #ZingRecruiting #Teamwork

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I love that these key lessons can apply to any organization, from small local businesses to large corporations like Boeing or Starbucks. 🌟It's important to always be weaving together the old and the new, the parts of who you've been with who you are becoming. Over time, it can be easy to lose sight of your roots and the original vision you committed to. 🌟You have to be willing to look beyond the best laid plans. Always have an open mind and expectant and willing to pivot, yet we can't rely on quick fixes—real change is a process. Jennifer's post has resonated widely with almost 700 shares; the message is just too good not to pass on. #keylessons #turnaroundbusiness #growingbusiness

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In the past few months, Dover Recruiting Partners made 224 hires across 25 companies in 19 cities. Our average cost per hire is pretty crazy — $5,690. That’s 4-5x less than what these customers would’ve paid for with an agency. Median cost was $5,150. Some more fun facts: - Average cost per hire in SF+NYC is 38% higher than other US locations ($6.5k vs $4.7k) - Eng hires are only 16% more expensive than non-eng ($6.3k vs $5.4k), much less of a premium than in 2021-2023 - Our team's fill rate was 82% One of our Dover Guarantees is transparent metrics, so we share all our cost-per-hire and fill rate data. A small excerpt is below -- let me know if you want to see the full data set!

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TA and HR leaders who harness the power of AI will play a strategic role in driving success in their organizations. What’s already possible with AI? What are the barriers and challenges to AI adoption? How are companies implementing AI? Should you buy, build or outsource AI? Get straight to the right candidate. Explore the answers in our new report: https://lnkd.in/ePUNubVY #Talent #TalentAcquisition #HumanResources #HR #Hiring #Recruitment #Staffing #WeAreAMS #TalentIsOurWorld

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In 2024, Crunchbase News reports that at least 86,447 workers at U.S.-based tech companies have lost their jobs so far this year. (no one is safe from layoffs) Major companies like Dell, Google, and Meta are reversing remote work policies faster than Walmart can roll back its prices 😆 - mandating full office returns. These Career Betrayals have taught us time and time again that we need CAREER INSURANCE for 2024 and beyond. Even if you’re in love with your job, you should: Keep your resume up to date using 𝗞𝗶𝗰𝗸𝗿𝗲𝘀𝘂𝗺𝗲's AI Resume Builder Build a personal brand to gain visibility Continuously diversify your skill set Regularly apply for new roles Take calls with recruiters Explore the market Here's why: Market Knowledge ↳ You'll know your worth in real-time. Networking ↳ You'll build WARM relationships you can utilize later. Skill Relevance ↳ You'll see what skills are in demand. Negotiation Power ↳ You'll know your value and can ask with confidence. Bonus: You can leverage you're BRAND long before you need it. Use 𝗞𝗶𝗰𝗸𝗿𝗲𝘀𝘂𝗺𝗲 to level up your resume, discover your ideal career path, and save money by crafting your professional resume. Try their AI Career Map today: https://lnkd.in/dnhuq3B4 Don't wait for companies to change policies unexpectedly. As CEO of your career, consider this strategic career management. It's PERSONAL, and it's BUSINESS. #sponsored

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This is a big one! So easy to get it right but most fail spectacularly. Show what you have to offer. Period. The job post is for the applicant so even more than the concept of transparency (which is key), the post should immediately entice the applicant with what it offers them. If you are somehow worried about your competition: address that issue. (Self-limiting belief) If you aren’t paying your current staff enough and worried they will see the new range that attracts talent: address that issue. (Happy to coach you through this!) If you aren’t sure what to pay to attract talent: address that issue. (30-60min of time) Get detailed and make it exciting! Let TheCoTeam hire for you! #CEDIA #HTAcertified #ProSource #AzioneUnlimited #HTSA #TheCoTeam

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Extending a job offer after a single 60-minute conversation isn't as straightforward as it might seem. I've found that most candidates, including myself, prefer a more thorough process before making a decision. In my experience, multiple interviews involving key stakeholders not only provide candidates with a better understanding of the role and the company culture but also allow hiring managers to make more informed decisions. Hiring isn't a task to be taken lightly; it involves substantial risks and impacts various aspects of the organization. While a lengthy interview process isn't necessary, a few well-structured interviews with key team members can make all the difference in finding the right fit for both the candidate and the company. Agree?? #behindthehiring

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