Jee K.

Hey all... JOB OPPORTUNITY !! mini story included_ 2 weeks ago I posted for this role and we made it through interviews in 1 week. I hate dangling 'speed' in front of people bc I know how frustrated people are (this market sucks!), but this truly was a special, refined process. ⚒ Took the brief > presented a stand-out candidate > interviewed over 5 business days > offer! 🙀 It was wild but in the best way! A dream for a great recruiting partnership. But also a > 🎢. And as things go, it wasn't the right timing for this particular candidate. That's okay! 🥁 That means the role is still open, and I gotta fill it. This client has been interviewing for a couple of months, and by now, knows exactly what they are looking for, and are ready to hire yesterday. So here is what we learned we really need from this most recent interview round: 🌟 🌟 🌟 Have you worked at a startup? Have you worked for a big company? Are you in the Bay Area (able to get to San Mateo 2x/wk for jam sessions)? Can you get down with being an IC for 6-12 months and want to/have experience building a team? Do you want to be a strategic partner and build from 0-1? And hang out in Figma every day? 🌟 🌟 🌟 Please see original post below for all relevant/required info! Hit me up and share with your SF buddies/networks. I appreciate you! This team is cool. Level-headed. Accommodating. Clear-sighted. Passionate. TYSM. 🧡

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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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Happy Friday, Mine Fellow Recruiters, As we wrap up another week, remember: every candidate we connect with and every role we fill is a step towards building a stronger, more dynamic team. 💪 Remember: we’re not just filling positions, we’re crafting futures and building dreams. 🌟 Our impact extends beyond resumes and job descriptions—we're shaping careers and fostering growth. 🌱 Each candidate we connected with this week is one step closer to their ideal role—thanks for the hard work and dedication, your dedication is the key to unlocking potential. 🚀 Take a moment to celebrate the small wins, and gear up for another week of making a difference, recharge this weekend and come back ready to continue making those impactful connections. Our role isn’t just about recruiting; it’s about igniting potential and shaping tomorrow. 🌠 Happy Friday, and here’s to a weekend of well-deserved rest and inspiration. 🌟 Let’s celebrate our achievements and gear up for another week of making magic happen! ✨ #Recruitment #FridayFeeling #TalentChampions #Inspire #MakeADifference

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“We were using Teams for meetings, town halls, and projects, Slack for our tech teams, and Workplace for everything else. It became chaotic. Slack is now our primary tool for collaboration and information.” We love to see it 👏 With Meta recently announcing the sunsetting of their Workplace tool, the timing couldn't have been better for Scandinavian HR technology company Simployer to transition to Slack. Being in the business of people, Simployer understands the importance of everyone having access to the information and systems they need to perform at their best. Enter Slack. By consolidating their communications onto one platform, they have cut out the noise, making everything easier and less time-consuming. When one person asks a question, the entire team can see the response, reducing time spent searching for answers and boosting productivity. Beyond communication, Slack continues to enhance everyday tasks with new tools. An AI bot will simplify work for the HR department and its clients, while Confluence, Jira, and Outlook are already integrated into daily operations. Additionally, Slack Connect supports seamless external collaboration. If you'd like to learn more about how Slack can improve your team's productivity, collaboration, and culture, get in touch today. #slack #slackcommunity

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Struggling to Find the Right Job? 🧗‍♂️ If you or someone you know has been having a tough time navigating the job market, I highly recommend checking out Job Sherpa. It’s a program that's designed to guide job seekers through the often overwhelming process of finding the perfect job. Whether you’re just starting out, looking to make a career change, or need help getting noticed by employers, Job Sherpa offers personalized support to help you reach your goals. I’ve seen firsthand how passionate and dedicated the team is about helping people succeed. Don’t hesitate to take a look – this might be exactly what you need to get on the right path. #JobSearch #CareerSupport #JobSherpa

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🚀 Exciting Times Ahead in Talent Acquisition! 🚀 🔍 Found myself flicking through LinkedIn and discovering a flurry of incredible TA leadership opportunities. From Twilio to Netflix, Calendly to Duolingo, to name a few I saw this week. 🤔 While I may not have the inside scoop on Twilio's VP of Talent role (kudos to our amazing exec recruiting team!) I promise to get back to all the messages! I've been brainstorming what a roadmap might look like If I were to apply for a Senior Leadership role in TA today. Here's a sneak peek into my playbook: 🔍 First 90 Days: The Audit Blitz >Dive deep into strategies, tools, and capabilities. >Connect with stakeholders and ALL recruiters to map out our landscape (think Venn diagrams!) What's working and what isn't? >Ensure TA's OKR's sync perfectly with our business mission. >Walk a mile in our candidates' shoes: experiencing the journey firsthand from application to onboarding. >Take all of the above and report to leadership. 🔧 90-180 Days: Building the Blueprint/Implementation >Craft, implement, and document our game plan. >Elevate the candidate experience to new heights. >Embrace automation to streamline our processes. >Develop a hiring roadmap rooted in robust workforce planning. 📈 180 Days and Beyond: Scaling for Success >Scale up, fine-tune, and expand our strategies. >Skyrocket hiring performance, elevate brand perception, and boost team morale. 💬 Calling all those in TA roles. Leadership anything you'd add? Recruiters, anything you'd like to see from leadership?

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I know many are navigating layoffs and searching for their next role, and it’s tough out there — especially for those looking for remote work. 🧡   What drew me to Zapier was our mission: to make automation work for everyone. We’re not just building software—we’re building a platform that empowers people all over the world to scale their businesses. I’m not going to lie—we’re tasked with solving some pretty complex problems, but we’re given access to many cutting-edge tools to experiment and find creative solutions, which in turn helps us streamline the way we work and be more productive. ⚡ I love that we have dedicated Slack channels like #fun-AI, where we can learn from each other and share ideas. We do this while working fully remotely in 40+ countries around the world. For remote work tips and best practices, check out our ultimate guide to remote work [🔗 for comments]. If this sounds like your type of environment, visit our jobs page and check out our newest open roles, such as Director of Infrastructure Engineering, Backend Engineering, Director of Product Management, and more. If you don’t see the perfect fit, then join our talent community and we’ll stay in touch as new roles open. We’ll share quarterly newsletters to keep you updated on what’s new at #Zapier and invite you to events hosted by our recruiting team. If you’re looking outside of Zapier, platforms like Otta.com, Jobgether, and FlexJobs are great resources. And if you're a woman in tech, Elpha is a fantastic community—I’d be happy to share a referral link if you need one! Here’s to this being a productive week! 🙌 #Hiring #RemoteWork #RemoteJobs #Careers

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When it comes to separations, whether you're the employer or the employee, the less that is said, the better. Read more below 👇 This email is making the rounds right now. It's from a Product Designer who quit after their first day on the job. After reading it, I think they may be justified in their decision to leave, but this is the wrong way to go about it. The truth is, the hiring world is a lot smaller than you think, and your reputation precedes you. Obviously, this person will never work for this company again. If they found the role through a staffing agency, that agency will never work with this person again. The truth is, there was an entire team behind the process of hiring this individual. They have friends, family, and colleagues at other similar companies that they'll probably tell this story to. Not to mention, if one of those people moves on to another company and this individual applies there, there's no way they'll get the job there, and if they do, it likely won't last long until this comes back to haunt them. In a sense, this kind of thing creates a "ripple effect" that can potentially impact their job search for weeks/months/years in the future. So, the less that is said, the better. If you find yourself in this person's situation, a simple "Thank you for this opportunity, but it's become apparent to me that the organization's values do not align with my own, and I wish you the best with finding someone who is a better fit." Short. Respectful. To the point. Don't be this person 👇 Don't burn bridges.

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🐾 One of my favorite things about working at #Qualtrics in Provo is the fact that we are a dog-friendly office! I love to carpool with my little fuzzy friend, Charlie (and his mom Cassondre Layden of course) 🐶❤️ Our furry friends bring so much value: 1️⃣ Stress relief: Quick cuddles and play sessions keep us relaxed. 2️⃣ Boosted morale: Pets create a positive, happy atmosphere. 3️⃣ Enhanced productivity: Breaks with dogs re-energize and inspire us. 4️⃣ Improved collaboration: Canines naturally spark conversations and connections. 5️⃣ Better work-life balance: No need to leave pets at home! At Qualtrics, we prioritize the well-being of both employees and their pets. It's one of the many reasons I love working here. Join us and experience the joy of a dog-friendly workplace! 🐕‍🦺🙌🐾 #DogFriendlyOffice #QualtricsLife #ProvoLife #OfficeDogs #WorkplaceWellbeing

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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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“But would I want to grab a beer with them?” 🍻 My colleague, Chelsea, shared this article in our TA Announcement Slack Channel for our #TalentAcquisitionTuesday.  As a recruiter, I’ve encountered this phrase (or its variations—“Is this someone I could sit next to on an airplane?”) numerous times. It’s a subtle way of asking, “Do they fit in?”—but it’s a path that leads to bias, missed opportunities, and a lack of diversity. It’s our duty, as professionals in the field, to challenge these subjective hiring practices and pave the way for more equitable and effective methods. I appreciate this article’s exploration of why the “beer test” is problematic and how we can move towards more equitable and effective hiring practices. Here’s the key takeaway: Instead of relying on gut feelings and vague notions of “cultural fit,” we need to establish specific, measurable criteria for team collaboration and success. This will provide a solid foundation for your hiring decisions, instilling confidence in your choices. Some questions to think about: What are the real skills and competencies that make your team thrive? How can you assess those in a fair and unbiased way? It’s time to abandon the 'beer test' and focus on building diverse, high-performing teams that deliver actual results. We need a more inclusive and objective approach to hiring, one that inspires us to build teams that truly make a difference. #Hiring #Recruiting #DEI #UnconsciousBias #CompetencyBasedHiring #HiringPractices #SkillsBasedHiring #RethinkingHiring #EquitableHiring

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Some of my favorite questions to receive, and yes I answer them all. Hi? (while I love hello's, please give me some context!) Are you a recruiter? Do you work at Tempo? I'm not familiar with that technology, but very strong with (Insert Tech), can we shift the project to this? There are some others, but they start a little too aggressive sometimes so I'd rather not share those. Make your job search easier, your first message should include exactly what you want to ask, several back and forth messages are draining if there is no context. People generally recommend reaching out with a personalized message, and yes that would definitely stand out, but I don't mind if you get straight to the point as well. The market is tough right now so I fully understand if you want to save time and not create something personalized every time, just make sure there's enough there for me to know what you're asking me. Also, you never need to send me a cover letter, whether applying or messaging me directly. I'll read it, but never ask for one, save the time! Happy Wednesday Folks!

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🚀 This Week's Recruiting Brainfood! 🧠 Dive into some of the most compelling discussions in the recruiting and tech world with this week's top picks from Hung Lee's Recruiting Brainfood 1. The ZipRecruiter Job Seeker Confidence Survey 📉 Why it matters:With 15,000 layoffs at Intel and a shaky market, understanding the job seekers' perspective has never been more critical. Dive into the data and see what it means for the future of work. #JobMarket #Economy #RecruitmentInsights 2. People & Talent Game Changers 🌟 Why it matters: Building a strong network is vital for anyone in recruitment or content marketing. Leverage these influencers to grow your reach and impact. #LinkedInInfluencers #Networking #ContentMarketing 3. The Winds of AI Winter ❄️ Why it matters: As AI continues to shape industries, understanding the barriers and opportunities in implementation is crucial. Learn why AI implementors are the key to unlocking the technology's full potential. #AIRevolution #TechTrends #AIImplementation 👉 Explore the discussion and see how you can become part of this exciting frontier! #TalentAcquisition #FutureOfWork https://lnkd.in/eK57RJRB

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Recruiting will always be reactive. But being proactive? That's all about building relationships. 🤝 I've seen it firsthand in software and game development—the goalposts are constantly shifting. 🎮 Deadlines change, budgets shrink, and priorities shift at the last minute. This directly impacts recruiting strategies, but you know what doesn't change? The need for strong talent pipelines. 📊 You can't always plan for every hire, but you can build relationships with top candidates before you need them. 💡 It's less about cold emails and more about trust. 🔑 In my latest article, I dive into why recruiting will always have a reactive element and what proactive means (hint: it's not about predicting the future, it's about being ready). Check it out! 👇 #Recruiting #TalentAcquisition #HiringStrategies #TalentPipelines #CareerGrowth #GameDev #SoftwareDevelopment #ProactiveRecruiting #HiringExcellence https://lnkd.in/eswu9wZU

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Recruiting will always be reactive. But being proactive? That's all about building relationships. 🤝 I've seen it firsthand in software and game development—the goalposts are constantly shifting. 🎮 Deadlines change, budgets shrink, and priorities shift at the last minute. This directly impacts recruiting strategies, but you know what doesn't change? The need for strong talent pipelines. 📊 You can't always plan for every hire, but you can build relationships with top candidates before you even need them. 💡 It's less about cold emails and more about trust. 🔑 Here's the latest on why recruiting will always have a reactive element and what proactive means (hint: it's not about predicting the future, it's about being ready). Check it out! 👇 #Recruiting #TalentAcquisition #HiringStrategies #TalentPipelines #CareerGrowth #GameDev #SoftwareDevelopment #ProactiveRecruiting #HiringExcellence https://lnkd.in/eswu9wZU

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Got a sneak peak of #LinkedIn’s latest #AI #hiringassistant for #TA at #talentconnect2024. Hiring Assistant will automate all the mundane tasks recruiters do and will help them spend more time to be more strategic, build human centric relationships and lead with data and insights! The future has arrived!!

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Happy Monday! Here we go, a new week, new searches, new applications, new networking calls, new connections, follow ups and some interviews mixed in there as well. I know I'm doing what I need to do because as my friends and network have sent me jobs to apply for...I'm seeing that I've already applied to almost all of them! I'm excited about the calls scheduled for this week and what may come of them. To my fellow #OpenToWork connections, don't give up! I know the processes are driving us nuts... the application questions don't feel meaningful or relevant, every role you apply for has over 100 candidates even after only 8 min (yes, this happened to me last night), call backs are slow and even decline emails are coming in slow, but, keep the faith, keep doing the work. ALL WILL WORK OUT. We as candidates need to recognize that recruiters are being inundated with overwhelming responses to posts, messages, calls, etc. from us and our recruiters should recognize that we just want the opportunity to share our experience and tell our story. Everyone is doing the best they can. To my fellow #TalentAcquistionLeaders and #Recruiters, now is the time to be extra compassionate and extra human, I know you typically like to go and find your own candidates, but, take a good look at the applicants with just as much hunt in you as your search and network, we are eager and there is so much great talent out there! We all (on both sides) should be treating each other the way we would want to be treated if in the same position. Thank you to my circle, both professional and personal for the motivation and the networking you are doing on my behalf! Let's fill the feed with the motivation and positivity everyone needs right now! #passonthepositivity #bekind #behuman #leadership #replacefrustationwithintention #justkeepgoing #dontgiveup #talentacquisition #hardworkingrecruiters #hardworkingcandidates

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I've been talking with A LOT of highly talented job seekers in tech lately. From PMs, Software Engineers, and Security Engineers to UX Designers, Business Analysts, and more. Regardless of the specialty area, the job market is WILD (and tough) right now. If you're looking for a new role and are actively working with agency recruiters to find a job, there are three questions I recommend you ask before agreeing to sign a right to represent: 1. What is the extent of the relationship you have with the hiring manager for this role? 2. What is your placement history like with this client? 3. Are you sending resumes directly to the client or will my resume be submitted into a VMS system with many others? The agency that represents your resume can absolutely have a direct correlation to the success you have in receiving interview requests (or not). When you have multiple recruiters reaching out to you for the exact same role, this is a scenario in which you should be the most selective with who you allow to represent you. Ensure they are honest, responsive, and ideally have a positive history with the company at which you are hoping to get hired. Will any of this guarantee you interviews? No, but ensuring you align yourself with the best will absolutely increase your chances. Happy Job Hunting! PS. whether you are an active or passive job seeker in the tech space, I'm always open to new connections. The Intersect Group gets new roles in each week and you never know when the next best role for you may pop up! #techmarket #jobseekertips #agencyrecruiter #gettinghired

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