J. Michael Hanlon

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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When it comes to recruiting the best people, it all starts with top-notch recruiting emails. 🌟 I love this tip from my teammate Becca Scherff, Senior Recruiter at Calendly: “I like having an agenda on the booking page so people know what to expect. I let them know that I’ll call them at the number they provide, and we’ll start by discussing their background and interests before getting into role specifics. Letting them know it will be conversational makes the process less intimidating for candidates.” There are so many ways you can make the recruiting and meeting process smoother — for you, your team and interviewees. We're sharing our secrets here: https://calnd.ly/3LkLDTX

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🚨 Recruiting Tech Spotlight ➡ BrightHire!!! I wanted to shoutout one of my fave tech partnerships on our recruiting team - BrightHire. We've been using their platform for awhile now and can truly attest to the impact it's made on our org (and how much easier it's made MY life 😅 ) Here are a few things it's helped me out with: ⭐ Sharing RPS recordings with new hires or ramping a new recruiter on a role ⭐ Sharing recordings with stakeholders who we need buy in for INSTEAD of adding another interview step to the process (major 🔑 ) ⭐ Driving alignment across the interviewing team at kick-off and throughout process There are SO many more ways to leverage this tool for optimizing efficiency, and as recruiters we all know there just aren't enough hours in the day 🤓 🙃 DM me if you are thinking about adding BH to your tech stack so I can tell you how much I love them 💖

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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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Yeah! You are ready to hire! STOP • Is this hire inline with other departments and operational priorities? Will someone scoff and throw up some barriers? Finance is ready for this, right? • You know the salary range? That means you've discussed the level of the role and expertise you need? • What approach does the Hiring Manager want to take to make this hire - leverage their network, screen candidates, etc.? Has the Hiring Manager and interview team done this before and prepared to hire? • Is HR prepared to onboard at the suggested start date? Too many small companies hit an unexpected barrier just when they are ready to make the offer ➜ Take time upfront to make sure everyone is aligned and that you have ALL the necessary approvals. This is a Top 10 reason hiring projects stall. Get the other 9 at

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Ready for results like Sarah's? Let's connect and start your transformation. DM me to get started and learn more about The Relevant Recruiter Program!

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Registration for HTD Talent's August Webinar is LIVE! (registration link in the comments) The job market for IT talent SUCKS right now… The demand for junior talent is even WORSE. So many Comp Sci grads can’t land a job. And if you aren’t working in the field, what happens to your skillset? It's not fair...especially for those who took out student loans to get here. So, does that mean that we are slowing down our training model? NOPE…this market won’t last forever…it can't. Instead, we’re doubling down on our investment into Comp Sci grads. ----------------------------------------------------------------- Announcing HTD Talent’s Java Accelerator Program. We’ll teach you the real world engineering skills that college doesn't cover. We’ll also keep your skills sharp while we work to land you a role in the industry. So…How much does it cost?? It’s FREE—that part of our model will never change. If you are: A Comp Sci or STEM grad; With US work authorization; And solid soft skills; And open to relocating to major US cities; Click the link above to register for our upcoming webinar that will share more details of how you can join this program!

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I want to share some of my thoughts for those affected by #layoffs and the tough job market - Sadly, plenty of us are going through it right now, but you are not alone! 👊 I saw a ton of negativity on here about the state of the job market. I have been through it myself and it is a stressful and an emotional time. 🎢 However, we must be positive and focus on the things we can control. Here are some of the things I would suggest doing: 1️⃣ Look after yourself! - After 5 months on the job market, I look back and wish I appreciated that down time a bit more and stopped worrying as much (easier said, than done). - Exercise more: Whether that's 2 hours at the gym or a brisk walk, it will change your mood for the better! - Spend more time with the people that really matter. After all, how often will you have this amount of time off again? 2️⃣ Work smart! - I too was guilty of applying for those roles which I knew I weren't the right fit for, long shot right?! But in reality, that's a waste of your time and the company's time. Even worse, you are increasing the volume of the rejection emails! 😭 Instead, be really targeted in your applications. Spend that extra time aligning to those roles - Make your profile stand out! - Use AI 🤖 Questions like: "Why do you want to work for X company?" Always double check the content it spits out before sending it and make sure your personality comes across. Life's too short for long winded application processes! - Structure your job search time ⌛ I spent so much time on LinkedIn and job sites, endlessly scrolling. What a waste of life! Instead, set a routine. Wake up ▶ morning walk ▶ coffee ▶ 1 hour applying for jobs. Your mental health will thank you for it! 3️⃣ Money is the route of all stressors! 💶 - Find a way to make some in come. Can you freelance or do bits of work? I setup a profile on Fiverr and made a Youtube cooking channel for fun, which kept me ticking over and somewhat sane. If anyone wants to check them out: https://lnkd.in/eBTFcTiF https://lnkd.in/e2b5M-Wv There is so many platforms to drive your side hustles and its a great time to explore these possibilities! 💡 I'd love to know what has worked for you?

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My growth strategy for Bamboo Crowd NYC: Hiring niche recruiters. (because I know that top-tier startups no longer waste time with generalist recruiters) I've built a team that has a deep sector-specific understanding of startups' recruitment needs. And they're awesome humans too! Meet our NYC team: Allyssa steps in as a fractional talent partner. Nathan is our expert in health tech recruitment. Alicia for design, research & insights recruitment. Neil is your recruiter for product, data, & engineering.  Chelsea recruits for innovation and strategic design. Jared, your go-to guy for design recruitment. Annie is for tech recruitment and shines as an embedded partner. And Rachel who keeps us together as our operations and community manager. To all the founders setting new benchmarks: We're with you. I love helping mission-driven Founders get the right people on board. Because I know exactly what it feels like to be driven by a relentless pursuit of setting new industry standards. PS. My team's DMs are open if you're looking to get quality talent on board fast in Q2.

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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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Don't Fall For The Holiday Hiring Myth Many think hiring slows down around Thanksgiving and into December. The reality? Our clients are focused on closing their most critical roles before 2025, and companies who wait until January are already behind. 🔥Hot Opportunities at Some of Fuse Talent's clients🔥 🔹 Product Engineer @ Series B Data company -Backed by a16z + Sequoia -Shape the future of data activation -Hybrid SF or New York 🔹 iOS Engineer @ Product/Issue Tracking Platform -Sequoia-backed -Modernizing engineering workflows -Product/design-first environment -Remote US 🔹 Founding Product Designer @ Consumer Platform -Ground-floor opportunity with massive vision -Backed by Reddit co-founder Alexis Ohanian's 776 & @Naval Ravikant -Design the future of digital reading experience - Full time in person - NYC Note: These are not entry-level roles. We're looking for candidates with a proven track record of success in similar roles at early and growth-stage startups. If you think you're a fit, feel free to reach out! Happy Holiday SZN 🎄🦃✨ #techjobs #hiring #startups #engineering #productdesign #venturecapital

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A Great Recruiting Partner > All of the following outcomes: 📍 Open positions staying open for months on end 📍 Project running behind schedule 📍 Having to much work and not enough workforce 📍 Paying people before they fix your company's pain points 📍 Spending your valuable time finding qualified candidates, taking time away from your already hectic schedule 📍 Depending on job boards to find your rockstar 📍 And Many More Reasons!!! By the way..We don't come with payroll, payroll taxes, PTO, health benefits, 401k's, paid sick leave, bonuses, my dog ate my candidate..haha, etc. 💰 If you find the right Recruiting Partner, remember bigger isn't always better, they are worth their weight in gold 🥇 Hint: TSP is a Great Recruiting Partner, We will gladly set you up to speak with one of our current clients to validate that statement! #TOPSEARCH #TSP #GreaterThan #DogAteMyCandidate #WeightInGold

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IF YOU CANT TALK ABOUT IT, DON’T WRITE ABOUT IT As a recruiter more often than not we see skills in the technical section of a resume and we sometimes wonder if that candidate has actually worked all of those skills. Qualifying a candidate based on their resume and skills is an important part of a recruiters job, while most recruiters are not going to be experts on every skill that is listed on a resume, as a recruiter it is our job to make sure that we match the skills on the resume with the required skills of the position that we are recruiting for. As a candidate for a position and submitting your resume to that position, it is very important that you are able to talk to the skills that you have listed. It is important that the skills you have listed are shown in the positions that you held and how you used them. A lot of time can be wasted on the recruiter side if we have to reach out to the candidate to ask them to update their resume to show how they used those particular skills. In other words, don’t put a skill on your resume if you have only been familiar with or have knowledge of, unless you state that in your skills list. When you don’t do this, the recruiter will spend more time than necessary to qualify you and in the end, if you can’t talk about it, don’t write about it. Follow us on our LinkedIn page and check out our webpage for other interesting blogs. www.axiomsearchco.com

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A question I get a lot is how are we surviving as a tech recruiting company through a tumultuous couple of years? It’s certainly not by operating how we used to. We made a number of edits to get back to a position of strength. Some of the edits included * We quickly lowered our pricing in response to the surplus in supply versus demand. It took longer to build the financial model to understand the full impact of that, and eventually learned we were generating losses on a number of accounts. We modeled out a few different pricing models to get to one that wasn’t crazy on margin but at least HAD a margin so we didn’t go out of business.  * In the initial free fall of the market we conducted a small layoff. It totally sucked, no one wants to be in that position. It was either some people lose jobs or everyone does if we ran out of cash (which we didn’t).  * This eventually included, painfully, eliminating an ops role, and me as the founder picking up another hat. Simply you can’t spend more than you make.  * We started hiring part time contractors to flow to the changing demand, and converting people to full time as our revenue grew more stable. This required that every account have an account manager, to ensure every account has an FTE that’s familiar with our process since we’re pretty specific about it.  * Delivery is the most important investment. There is very little room for error. When we F up we quickly discount the invoice and make sure our clients only pay what we feel good about charging. I wish we NEVER f’d up but hey we are human. Every time that happens we make sure to make some kind of asset of it, by editing controls in our process or developing trainings.  * Generally we are moving away from seed companies and towards Series A +. There’s lots of opportunity now with seed but given risk candidates are much less responsive and recruiting can get pretty expensive which doesn’t feel good.  * We’ve taken on more diversity in roles. We used to lean more heavily engineering and started taking on more biz roles. FWIW I don’t suggest everyone do this but I led biz recruiting at Palantir so it’s a personal strength. What am I missing? What are you doing? 

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DataStaff is in need of an Investment Planning Program Manager for one of our direct clients in the Richmond, VA area for a long-term contract opportunity. *This position is hybrid; 2-3 days per week will be onsite Responsibilities: Supervise staff in delivering one or more specific ITD functions within a single IT Portfolio. ITD functions include but are not limited to: Project Management, Customer Relationship Management, Data Management, BI & Reporting, Enterprise and Solution Architecture, Application Development, Maintenance and Throughput, Security, Governance and Compliance, Service Desk, Incident, Release, Transition and Change Management, Asset Management, IT Operations, Availability and Capacity Management. Program Maintenance:Oversee work and staff in assigned program to ensure consistent process and quality standards are implemented. Execute Program:Supervise staff supporting assigned ITD function(s). Responsibilities include supervision of staff in execution of day-to-day processes tied to the specific ITD function. Perform managerial and technical work ranging from simple to moderate difficulty. Interact with peer supervisors and the IT Portfolio Managers to meet customer needs. Manage Programs and Projects:Plan, oversee and implement delivery of technology projects or services. Oversee staff assignments and priorities. Develop and implement procedures, processes and best practices. Provide strategic planning for program areas and recommend new technologies. Business Process Improvement:Identify business processes that may be improved with technology solutions. Create processes and tools to facilitate increased efficiencies. Reporting:Provide status reports on project plans, timelines, schedules and progress updates. Participate in strategic planning for programs, projects or systems. Ensure Compliance:Provide compliance management and ensure that staff comply with required ITD policies, processes and procedures. Improve Processes:Responsible for tracking operational metrics on assigned ITD functions. Apply those metrics to identify and improve function specific processes. Required Skills:5 Years - Experience with VDOT Investment Planning & VDOT Strategic Board cycle and activities 8 Years - PMP or Qualified under Commonwealth of Virginia Qualification Standards for IT Project Managers for Category 4 Projects. 5 Years -People and resource management 10 Years -Leading IT professionals in planning, analyzing, designing, or implementing IT programs, projects, or systems for a large organization 5 Years -VITA CTP and ECOS/COVRamp process Desired Skills:10 Years -Project, vendor, risk assessments 15 Years -Large project management 10 Years -Financial strategy, tracking budget 5 Years -Microsoft Project 5 Years -Strong knowledge of cloud infrastructure, cloud-based solutions, data management and anayltics 8 Years -Experience in IT Infrastructure delivery (networking, physical plant, vendor management, site provisioning) is preferred.

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