Isabel Sarkis

Job Market Update: The San Francisco Bay Area's labor market has experienced significant fluctuations in recent years, influenced by factors such as the COVID-19 pandemic, tech industry layoffs, and shifts in remote work trends. Here's an overview of job openings, layoffs, and unemployment claims in the region: Job Openings: As of August 2024, the Bay Area added 1,100 jobs, with the East Bay contributing 1,800 new positions. However, the San Francisco subregion, including San Mateo County, saw a loss of 400 jobs, marking the eighth consecutive month of job declines in that area. Bay Area Economy Layoffs: Between January 2022 and May 2023, over 10,000 layoffs were reported in San Francisco, with major contributions from companies like Salesforce, Twitter, and Invitae. San Francisco Standard In early 2023, tech companies such as Zoom, Waymo, and DocuSign announced significant layoffs affecting Bay Area employees. Unemployment Claims: In January 2023, San Francisco's unemployment rate rose from 2.0% to 2.8%, the largest increase since the pandemic's onset. This uptick was partly attributed to tech layoffs and seasonal factors. By August 2024, the unemployment rate in the San Francisco metro area stood at 4.1%, comparable to levels seen in 2015. Overall, while certain sectors like healthcare and education have shown job growth, the Bay Area continues to grapple with challenges in the tech industry and service sectors, impacting employment rates and job availability. Hope is on the horizon along with 1800 jobseekers applying for the same job vs. 5000 jobseekers applying for the same job! :)

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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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DIRECCÇT HIRINGGGGGGGGG ⚠️ Position - Senior Product Engineer $150,000-$300,000 annual Location - San Francisco, California Hybrid ________N O T E 👇 ______ INTERESTED CANDIDATES CAN SENT ME OVER HERE CV 👇 "[email protected]" Description 👇 Candidates need to be willing to work hybrid in San Francisco We are an early-stage startup; our team dynamics are different from companies of other sizes and stages. We're a small team, with high ownership, who are not only passionate about what we do, but seek to be exceptional as well. Currently, our team consists solely of our 2 co-founders, Sina and Joe. There's a lot of stuff going on, and a lot of ambiguity. We prioritize having a strong, in-person culture in San Francisco for our founding team. We are open to team members who operate remotely on a case-by-case basis. We do NOT expect you to work all the time, but you’ll have to be diligent and hold yourself accountable regarding the boundaries for your work day. Depending on your location, you may need to be flexible to accommodate the schedules of other team members and clients. We want teammates who own it. We strongly believe that empowering everyone on our team with ownership is a key to our growth and success. We expect every team member to not only own decision making, but also own the success or failure that results from their decisions. Requirements Experience shipping production code in a language like Typescript, Rust, Python, Go, Solidity Excellent problem-solving skills and a strong sense of ownership Obsession with shipping code with a bias for self-reliance Past work experience spanning Web2 and Web3 systems 4+ years of experience shipping Typescript or Javascript for web based front end applications Comfort shipping code with the following tools: React, NextJS, Tailwind, Wagmi, Viem Hunger for pushing the boundaries of what's possible in crypto today, with a knack for quick iteration Familiarity with design principles and tools About You A solid understanding of engineering principles. You enjoy building and shipping quality, resilient, and dependable services. A sense of grit to dive into a problem and own the implementation of solutions. Possess excellent communication skills for effectively conveying your perspective, ideas, problems, and solutions. A strong sense of ownership and prioritization when navigating the ambiguity of an early-stage startup. A motivation for accelerating the adoption of digital ownership beyond the current limitations of public blockchains. Responsibilities As an engineer, you'll play a critical role in building out our foundational infrastructure in a fast paced startup environment. This will involve researching, designing, and implementing novel engineering solutions related to hybrid onchain/offchain systems. You will ship a lot of code, with the potential to work on things like indexers, databases, smart contracts, cryptography, and APIs all operating at a global scale.

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"Strange how the media completely ignored the story that all California job gains in 2023 were fake. Contrary to prior reports of over substantial job gains in the deep blue state in 2023, the reality was far uglier. Based on the most recent release of the early benchmarks, payroll jobs declined by 32,000 from September 2023 through December 2023. On the contrary, the preliminary monthly reports showed a solid increase in job growth (+117,000 jobs) at the time. With the fourth quarter revision, calendar year 2023 saw essentially no net job growth (+9,000 jobs overall). But one can be absolutely certain that once the next set of revisions come in, California will not have generated any actual job growth for the second year in a row. In fact, make that all of America." - Zero Hedge https://lnkd.in/er4hC9Ga

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How Yelp increased engineer employee productivity by 60% with its remote-first policy While organizations try to figure out what the best recipe for hybrid work is for their employees, Yelp remains committed to its remote-first policy. When Yelp’s chief people officer Carmen Amara saw the impact being remote was having on retention, she knew it didn’t make sense to fully go back to the office. In fact, in the past two years, employee retention has doubled at the company. And while workers are staying there for longer, they are also working more efficiently. We spoke to Amara to better understand how Yelp is approaching employees’ needs in the modern workforce. Remote-first retention Amara has been at Yelp since January 2022 and from that point has made staff retention her biggest priority. A tenured HR professional who has worked at other companies including eBay and Home Depot, she knows the difference happy and productive employees can make for a company. In 2022 the average time an employee stayed at the company was two years. That’s now doubled to four years. That’s due to a many factors. On the macro level, “the big stay” was dubbed because people are largely staying at companies because it’s harder now to find new job opportunities. But, there have also been changes Yelp has made that are attracting more candidates. In early surveys back in 2021, 86% of employees told the company they wanted to continue working remotely. Because of that, they never instated a return to office and instead created a remote-first policy, while also making offices available if people wanted an in-office experience of some kind during the work week. Less than 1% showed up on a daily basis. Today they only have one office, located in San Francisco, in the country. “We’ve seen increased interest in our roles at Yelp as we’ve gone to be a fully remote company,” said Amara. In fact, over the last couple of years, there has been a 180% increase in views on Yelp’s career pages from active job seekers. And in a survey last year, it found that 89% of employees considered themselves “highly engaged,” according to the company. “The combination of remote work, and the combination of what folks do, has really helped us to create a space where people want to stay,” said Amara. Hope you enjoyed this article..... For over 40 years, First Search Inc. has transformed how companies hire (and how candidates get selected) with results that outpace the industry norms for companies like Motorola, T-Mobile, Pulte Homes, Fluor Corporation, and Salesforce partners. We have worked with start-ups to NYSE-listed companies. This includes temp to perm, contract and retained searches. When you need help finding people for your team? Reach out directly to Al Katz, [email protected] or 847-612-4676. #yelp #engineer #employee #productivity #innovation

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Navigating Layoffs and Slow Hiring Periods: Strategies for Businesses In today's fluctuating market, many Sacramento businesses face the tough scenario of scaling down or slowing their hiring processes. Here are some strategic tips on how to manage these challenging times effectively: Flexibility in Staffing: Instead of committing to permanent hires during uncertain times, consider the advantages of contract workers. This approach allows your business to scale labor according to current demands without the long-term commitment. At Robert Half, we specialize in providing skilled professionals who can jump into projects immediately, ensuring your operations remain smooth. Cost Management: Layoffs can lead to severance packages, lost training investments, and potential legal fees. By utilizing contract-to-hire services, you manage costs more effectively. You get to evaluate potential employees on-the-job before making a long-term hiring decision, which can be pivotal during recovery phases. Maintain Morale: Layoffs often impact the morale and productivity of remaining employees. Bringing in temporary professionals to alleviate workload can help maintain, or even boost, team spirit and productivity. Our services at Robert Half ensure you get high-caliber temporary staff who can contribute from day one. Project Continuity: Important projects shouldn't have to pause or be abandoned due to reduced headcount. Contract professionals can keep these initiatives moving forward, ensuring that business objectives are met despite internal changes. Expertise on Demand: Sometimes, layoffs result in a loss of niche skills. Our talent pool includes experts in various fields, ready to fill those gaps temporarily or on a project basis, ensuring you don't lose competitive edge. Plan for the Future: Use slow periods to reassess and strategize. Contract-to-hire allows you to build a team with proven performers when you're ready to expand again. This method reduces the risk associated with hiring in volatile markets. How Robert Half Can Help: Immediate Access to Talent: We have a ready network of professionals in Sacramento, from finance to IT, ready to integrate into your teams. Risk Reduction: Test the waters with potential employees without the immediate overhead of a full-time hire. Business Agility: Adapt quickly to market changes with staffing solutions that support both scaling up or down. If your business is facing these challenges, let's connect! Robert Half can provide tailored staffing solutions to navigate through these times efficiently. #StaffingSolutions #BusinessStrategy #SacramentoBusiness #RobertHalf #LayoffStrategy #HiringFreeze #StaffingSolutions #ContractHiring #TempToHire #BusinessAdaptability #WorkforcePlanning #HRSolutions #EconomicRecovery #SacramentoBusiness #BusinessContinuity #ScalableStaffing #FlexibleWorkforce #RecruitmentStrategy #HumanResources #CareerTransition #TalentManagement #WorkforceManagement #RobertHalfSacramento

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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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🌴H1 California Market Update: Thriving Tech Scene 🌴 California's tech industry continues to flourish, with a projected growth of 2.7% in 2024, adding nearly 42,000 new jobs! Key Trends Shaping the Market: 💻 Remote Work: Flexibility and work-life balance are reshaping talent acquisition strategies. 📈 Soft Skills: Beyond technical proficiency, interpersonal skills are becoming equally valuable. 🚀 AI in HR: Artificial intelligence is streamlining recruitment and enabling employee upskilling. 💿 Diversity & Sustainability: Companies are prioritizing inclusive teams and environmentally responsible practices. Is your organization ready to capitalize on California's tech boom? Connect with my colleague Joori Leem if you have specific questions about key trends or hiring advice ([email protected]) #techjobs #California #techindustry #hiring #remotework #AI #diversity #sustainability #RobertWalters #technology

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Are we hitting the bottom yet? Tech job losses in the Bay Area have decreased, with a 3.9% decline in jobs the year ending March 2024, compared to a 5.2% decline in 2023. However, the trend of Bay Area tech layoffs continues into 2024 with 11,000 jobs lost in the first three months. https://lnkd.in/dhNYNKK4 #hiring #jobs #layoffs #tech #BayArea

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I'm a big fan of transparency and empathy in the hiring process like this. It's something we don't see nearly as much as we should in this market. In just a couple of paragraphs you can: 1) Let the hundreds of applicants to your role know that one way or another, they'll receive a response. Applications take both time and effort, so acknowledging you'll be seen is such a positive thing to know as an applicant considering the majority of the time folks receive no response whatsoever to the roles they apply to. 2) Show the thousands of people who will see this post that your company values you as an applicant. One can assume if they value you as an applicant, they'll also value you as an employee and as a customer of theirs too! A little can go a very long way here when it comes to helping you stand out as a company. Well done Jim Turbek and Box!

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Tech Job Market Update: Tough Times for White-Collar Roles Even seasoned pros are struggling. After 13 years at eBay, a candidate applied to 135 jobs—only two callbacks, zero offers. What’s happening? Tech hiring is down 25-32% in IT, engineering, QA, and more. Overhiring, AI efficiency, and record job applications are slowing hiring timelines (now 66 days on avg). Job seekers face fierce competition—standing out has never been harder. How are you navigating this market? Let’s share strategies below! 👇 #JobSearch #TechCareers

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Let’s talk about the “September Surge” – a potential game-changer for those impacted by recent layoffs and those seeking fresh opportunities. What is the September Surge? It’s the period when hiring spikes after the summer slowdown, and companies look to fill roles quickly before the year's end. How does it impact the job market? 📈 A 15-20% increase in job postings across various sectors 📞 More responsive hiring managers as they aim to close roles before Q4 🚀 Faster hiring processes with reduced time-to-hire In recent months, major companies like Google, Meta , Microsoft, and Amazon have laid off thousands of employees. For those affected, the September Surge presents a unique opportunity to get back into the job market with renewed energy. Here's how to capitalize on it: 🔗 Optimize Your LinkedIn: Ensure your profile highlights your most recent skills and achievements. Tools like Socialsonic can help you craft an influential presence on LinkedIn. 🤝 Network Aggressively: Attend industry events and reconnect with industry professionals and hiring managers. Building and leveraging your network is more crucial than ever during this time. 💡 Leverage AI in Your Job Search: Tools like Jobscan, Zety: Resume Builder & Career Website etc can help optimize your resume, analyze job descriptions, and find tailored job matches to increase your chances of success. 📚 Upskill: Use this time to learn new technologies, especially AI tools that are reshaping industries. Remember, the job market is cyclical. The September Surge is your chance to ride the wave of opportunity 😉 P.S. At Writesonic we’re actively seeking top talent in Marketing, SEO, Content, and Engineering. If you're passionate about making an impact, we’d love to hear from you! Check out our careers page and apply for exciting opportunities today: https://lnkd.in/gHtxrJ62 #SeptemberSurge #JobSearch #CareerAdvice #AIinRecruitment #HiringTrends #AIInHR

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At Elevation Search Group we see that Silicon Valley is at a crossroads. After years of seemingly unstoppable growth, the tech industry is facing a reality check. Layoffs are the headline, with 36K layoffs in the Bay Area over the past two years​ (Joint Venture)​​ (Insider)​. This isn't just a minor adjustment; it's a significant shake-up. But let's not panic. This isn't the dot-com bubble bursting all over again—it's more of a recalibration. We are finding some light as summer draws to a close and companies realize their hiring needs. #Hiring #TechJobs #AI #Marketing

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TA is often thought of as a cost center, so the burden is on TA Leaders to demonstrate their value, and shift this perception. Some ideas for how: The best TA Leaders think like business owners. They aren't just worried about missing their hiring goals and looking bad, they're worried about the broader biz impact of not filling those roles on time. The best TA leaders realize:  - if they can't hire enough enterprise AEs, the biz isn’t going to hit their revenue targets (lower revenue).  - if they can't hire the warehouse workers they need on time, warehouse production will literally grind to a halt (lost revenue).  - if they can't hire the FT nurses they need, they're going to need to spend 2x salary per year on traveling nurses ($50M+ for some of our customers !!!).  - if they can't hire the top-tier technical talent they need, they'll never be able to succeed @ digital transformation (looming existential risk for every large enterprise out there needing to reinvent itself as a tech company) The key is to leverage data & build a business case to show the rest of the organization your impact. Proactively advocate for the resources you need to be successful. If you’re reactive, the C-Suite will feel the negative impact after you've missed your hiring targets or when it's clear you're about to. At that point, it's too late, and your job may be on the line. If you‘re proactive, you’ll start to be seen as a strategic business partner, and slowly but surely, your organization will start to realize that TA is so much more than just a cost center.

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I did not start the trend but I love seeing so many folks celebrating their new roles in TA over the past 24 hours! If you would like to take a break from applying for a few minutes I promise it'll introduce some positivity to your search. There can be always be more to learn as we conduct our job search folks, tips are always welcomed right!? 🙌🏽🙌🏽🙌🏽 https://lnkd.in/gsEZyCaE #congratulations #talentacquisition #hiring #jobs #jobsearch #openforwork

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