Jazmin Solorio

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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Job TitleBusiness Analyst LocationSEATTLE, WA Hybrid Job Description Requirements Management Understand all requirements associated with a new EPIC or Initiative. Work with Product Manager/Owner and Sr Developers/Leads on documenting requirements associated with a particular initiative or EPIC. Develop and maintain functional specifications or “How to Use This Feature” documentation (when appropriate). Manage and lead the requirements gathering sessions. Ticket Development & Refinement Create and refine detailed User Stories consistent with the High Level Requirements noted in the associated EPIC. Refine Stories as needed so that they have required detailed to be actioned by the full scrum team. Elicit and document ticket dependencies, ensuring that information is tagged correctly and captured in the Dependency Huddle board. Ensure all stories meet the agreed “Definition of Ready” before being taken into sprint planning session Note: for Critical tickets brought in mid sprint, analyze and refine ticket to mitigate risk of ticket issues Contribute to work estimates as appropriate so that sprint planning is effective. Maintain a “healthy” backlog consistent with agreed upon targets for INTL. (2 Sprints ahead). Manage and lead the ticket refinement process. Partnering with Third Party Teams (internal/external) Facilitate necessary conversations with teams outside of INTL, ensuring necessary tickets are created to address the requirements. Facilitate meetings with third parties as required to ensure the work is progressing in such a way as to meet overall EPIC or Project timelines. Ensure cross team collaboration is occurring as needed and that any blockers are resolved or escalated as appropriate to keep the work progressing. Close out as required and per agreed prioritization (set by the Product Manager/Owner) any outstanding issues that exist post go-live i.e How-To documents Process Improvement:   Help ensure a continual process improvement focus exists across the team, supporting an environment of experimentation and new practice trials. Ensure consistency with INTL common practices.  Contribute to and lead Process Improvement activities as appropriate and per PI roadmap plans, etc.   need locals [email protected] Phone: 7262291457 Ext: 109 #benchsales #c2c #requirements #us #staffing #genunine #dataengineecring #java #datamoduler #businessanalyst #recruting #visa #h1b #candidates #consultants #regarding #hotlist #bench #synergyassure #oniste #hybrid #remote #businessanalyst

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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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Thanks for the feature, TheWorkTimes! Job searching today can feel like an uphill battle—especially when you’re applying to hundreds of roles and getting ghosted. My approach focuses on what really moves the needle—networking, building relationships, and planting seeds for future opportunities. Whether you're preparing for interviews or refining your job search strategy, I help you tap into your network and leverage it to create real career momentum. Mock interviews, negotiation practice, and personalized job search strategies are just a few ways I support people in breaking through the noise and landing their next role.

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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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In true recruiter fashion, I was busy with interviews and events and completely missed International Recruiter's Day! I have had the privilege and honor or working with some of the best recruiting talent in the business over my career. Being a recruiter has allowed me to connect with people on their personal career journeys. It’s incredibly fulfilling to work with people throughout the hiring process and ultimately see them flourish in a role with an organization. I never take my role in the recruiting process lightly. I know how important it is for everyone involved.   Fellow talent acquisition specialists: what is your favorite part of the job?   #TalentAcquisition #HumanResources #Hiring

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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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🌞 **Attention Solar Professionals!** 🌞 In these challenging times, many talented individuals in the solar industry have found themselves facing unexpected career transitions. If you’ve been affected by recent layoffs and need help revamping your resume, I’m here to offer my support – for free, outside of normal business hours, in my free time! 🚀 Whether you’re a seasoned expert or just starting out, a strong resume can make all the difference. Let’s make sure your skills and experiences shine through, helping you land your next opportunity in this vital field. 🔹 **What I Offer:** - Personalized resume suggestions - Tailoring your resume to highlight your strengths - Tips to make your resume stand out to recruiters and employers 💬 **Special Offer:** The first 10 new connection requests I receive will get a free resume revamp! Just send me a connection request and a message, and we’ll arrange a time to discuss your resume and career goals. Once I complete the first 10, I’ll announce a new offer, so stay tuned! Let’s turn this setback into a stepping stone towards your next great opportunity in the solar industry! 🌞 Feel free to share this post with anyone who might benefit from this offer. #SolarProfessionals #ResumeRevamp #CareerSupport #SolarIndustry #JobSearchHelp #GreenEnergy

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Alright, let's unpack the seismic shift poised to hit the recruiting industry and the market for recruiters if the FTC's proposed ban on noncompete agreements goes through. We're looking at a tsunami of opportunity that could reshape the landscape. 1. Tidal Wave of Talent Mobility: The end of noncompete clauses means workers can jump ship whenever a better opportunity waves from the horizon. This isn't just a trickle – it's a floodgate opening. What does this mean for recruiting? A golden age. The market for recruiters will boom as companies scramble to snag top talent in a suddenly fluid marketplace. Recruiters will become the navigators in this new, wild sea of career opportunities, helping talent land on the shores of better pay and better positions. We're talking about turning the labor market into a worker’s market—where the power shifts to the paddles of the employees. 2. Sparking Innovation and Entrepreneurship: No noncompetes? No problem. Say hello to a surge in startups and a wave of innovations. Freed from contractual chains, expect to see an exodus of talent from stagnant corporate gigs to nimble startups hungry for disruption. For recruiters, this is like being a kid in a candy store. The need for talent acquisition in rising enterprises means more business, more connections, and, importantly, more impact. They'll be the bridge connecting visionary founders with the dream teams that will fuel their growth. 3. Competition Gets Ferocious: With companies no longer able to lock talent down, the arena becomes gladiatorial. This is where skilled recruiters shine. They'll be the sought-after strategists, the ones crafting the talent acquisition tactics that companies need to outmaneuver their rivals. This isn't just recruitment; it's high-stakes headhunting, where the prize isn't just filling a slot but profoundly empowering a company's competitive edge. #noncompetes #recruiting #hiring

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Today was different. Rather than the early morning hustle to GigaFactory Nevada, I got to spend some extra time with my loved ones and sleep in a bit. Last Friday, I found myself affected by #TeslaLayoffs. Waking up this morning, I felt a difference. With this being my second experience with layoffs, it was a reminder of life’s unpredictability. Amidst all this uncertainty, I was able to reflect on my journey. From the beginning, I upheld myself to the Tesla standard, “Excellence is our standard”. Starting as a contract employee, I made it my mission to prove my worth, to ensure my transition to a full-time role was unquestionable. From day one, I put myself through every task I saw our team complete, honing my facilitation skills, and striving to create a positive learning environment. As I grew into my role, I found joy in the impact I was making, whether it was through creating process documents or delivering training sessions that sparked “Aha!” moments. By maintaining high standards and perfecting my craft, I was offered a full time position! I was excited to continue contributing to Tesla’s mission of accelerating the world’s transition to sustainable energy. And indeed, I did. In just a few months after converting, I was offered the opportunity to become the site leader at GFNV for Learning Development and the New Hire Orientation program. The challenge of making a positive impact on our leaders at Tesla was a journey I was excited to step into. Beyond that excitement, I felt ready. Previous individuals in the role set the bar high, but also set the foundation for me to excel and grow as a leader. So to learn that I had been impacted with the current rounds of layoffs came as an unexpected plot twist as I got ready to embark on my next chapter. As I look back on my time at Tesla, I’d like to thank a couple people that were always in my corner, Kelsey Feldmann, Molly Caddam, Alex Cleary Pelc, and Brittany Hunt. Each of you believed in my skills to perform at a high level and gave me all the opportunities to do so. Kelsey, thank you for being my mentor and allowing me to grow as fast as I did. Molly, thank you for leading our team, navigating through unpredictable waters with grace. As this chapter comes to a close, I’m excited for the opportunities that are ahead. If you’re seeking someone who is: ⚡ Motivated to create a positive influence on your employees through facilitation skills and innovative content creation ⚡ Capable of engaging with senior leadership to grasp business requirements and devise solutions ⚡ Analyze data trends to identify areas of improvement Then look no further. I’d love to connect with you! I am open to opportunities in the Northern Nevada area or remote. Thank you Tesla for giving me the opportunity to grow even further into my career Until my next chapter; Excellence will always be my standard! -Rod

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I've been recruiting for well over a decade. From staffing to startups to big tech like PayPal, Venmo, Braintree and LinkedIn. I've had some heavy workloads and some wild hiring goals but NEVER have I had the goals that GEICO is looking to get to. We're already moving into Tech (ask around, we're making our mark and paying accordingly 😉) SO, my friends at TikTok, Tesla, PayPal, LinkedIn, Google and SO many more. Reach out to me. I can help. I know I have plenty of connections with y'all at these companies and layoffs are hard. I've been there. I'm hiring. This message needs to go viral. Not for me, but for others. I repeat, I can help. So, please... like, comment for reach, and SHARE SHARE SHARE!!! GEICO is doing things you wouldn't have even imagined an "insurance" company to do. Share this for folks who have been impacted. Let's see how many people we can help. #hiring #geicotech #opensource #data #engineering

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Hiring teams out there: lack of clarity (LOC) = loss of time (LOT) Say it with me “LOC = LOT” Recruiters, it’s your job to ask the right questions of the hiring managers to gain said clarity. Hiring managers, it’s on you to have to have information that enables said clarity. Are there positions that still need more scoping before a place of clarity is reached? Absolutely. Should there be open dialogue between recruiters and hiring managers as part of the scoping process? 100% BUT if you start trying to engage with candidates BEFORE that place of clarity is reached, time WILL BE LOST. So recruiters and hiring managers, here’s to gaining clarity this week!

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Happy Friday! Check out this list of TA roles shared by Chandra below!

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I've had a couple phone calls with Intel folks who will be leaving and are looking for career and job hunting advice. Here's what I am advising. Would very much appreciate others thoughts??? Happy to make time to meet with others facing cuts to discuss a plan and give encouragement. ___________________________________________________________________ Ideas for Rahul: Go through my linkedin contacts and add some each day. Post on Linked-in or add your insight to my or others posts. Connect with Micron Nvidia, AMD and TSMC people/recruiters Take advantage of your package and Consider a career you're more passionate about? Look at this time as an opportunity and not a threat - The two symbols in Mandarin for crisis are opportunity and threat. Try to mitigate any threats and seize the opportunities. Take some time to decompress, spend two days in nature by yourself Meditate/learn to flyfish or mountain climb - do anything that keeps you in the moment. Create a vision and practice manifestation Look at your life hollistically and realize work is just one of 5 or 6 key aspects. While you're looking for work try to expand your friendships contribute to your family , hobbies, talents, spirituality and "inner life".  Seek to contribute something to someone else every day even if it's as small as talking to an elderly person at the store. Don't isolate - Stay connected with friends and family outside of work Avoid drinking, doing drugs, overthinking or other addictive behaviors. Talk to a mentor or someone you look up to. Build a strength you don't already have. Know that after 5 years in your career, most jobs come from networking and not throwing out 100's of applicaitons...  Small companies don't really have a clear understanding of what they need - so propose a role after understanding the culture and industry. When you interview know that it's a two way street - make sure the culture and the boss have a workable environment.  Ideally you have a chance to talk to your potential peers and the boss's boss....  Make sure you understand the questions and check in to see if you've addressed the questions well. Discuss what your training and assimilation plan would be.

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The job market is improving every day. People have started receiving interview calls and job offers by simply applying for roles through career page or job boards. I have posted multiple jobs this month. I extended 3 offers last week and 2 are still in progress. Did we convert them from contractor to full time? Yes Did they reach out to me on LinkedIn? Yes, a few of them did, but they applied first. Did someone refer them? No. Did they apply directly through the job board or career page? Absolutely yes —they applied, got interviewed, and were selected. In any of these cases, applying to the job is really important especially when the job is freshly posted. Don't lose hope, good days are coming your way. Hopefully, you will also hear back from your recruiters soon. P.S - For those who are actively applying to my job postings, I really appreciate your time and interest. It may take some time to respond due to the high volume, but you will definitely hear back. For those who have heard back and scheduled for an interview, good luck 🤞🏻 #careers #recruiters #jobseekers #recruiting #opentowork

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Growing up as a recruiter in the late 1990s was an exhilarating experience. I started my career in a contingency agency within a very aggressive boutique culture. We were considered the best in the industry, working closely with Silicon Valley startups during the height of the dot-com boom. Fresh out of UC Berkeley with a degree in Peace and Conflict Studies, I had been recruited to play soccer there. As one of the top midfielders in the country, competitiveness was in my bones, and it naturally carried over into my work. I thrived on the challenge of finding the perfect fit in a fast-paced, high-pressure environment. The mantra was simple: If you don’t fill it, someone else will. Success demanded relentless curiosity and strategy: identify competitors, discover who else was working on similar products, and recruit their best engineers. The game was to present candidates with something better—a shorter commute, faster career growth, or an unbeatable compensation package. But first, you had to find them. In those pre-LinkedIn days, creativity and resourcefulness were everything. Young, scrappy recruiters like us would dig through thick catalogs of tech companies, organized by product and service, or scour early job boards like Monster and Dice. Armed with just a company phone number and address, we’d cold call and hustle for referrals. There were no shortcuts—just persistence and skill. The dot-com era itself added to the excitement. Watching twenty-something candidates become multimillionaires overnight was surreal. I remember thinking, Holy shit, did that just happen? We just interviewed that person, and now they’re worth $50 million. As recruiters, these people were our candidates, and placing them in new roles was exhilarating. The key to success wasn’t just about finding talent—it was about creating urgency. The best recruiters knew how to motivate both clients and candidates to act quickly, closing deals in record time. In this environment, making more than two placements a month meant earning a very fine living. The average fee for placing a software engineer in those days was $18,000. Our team was young, sharp, and relentless. We pushed each other to move faster, think smarter, and strategize better. Together, we weren’t just filling roles; we were helping to drive the Silicon Valley dot-com culture. It was an incredible time to be in the industry, shaping careers and witnessing history unfold—one placement at a time.

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