“As a peer who became my mentor and then manager, I can say unequivocally that Jordan is whom I credit for the majority of my professional development. Jordan is without a doubt one of the hardest working and passionate colleagues I have ever worked with. Jordan channels his passion into a work ethic that is unmatched. His professional transition from a best-in-class recruiter to a manager, and then to a manager of managers could not have been possible without a superhuman ability to self-improve. I've often told Jordan that I barely recognize him compared to the colleague I had three years ago. Jordan derives his legitimacy as a manager of recruiters through his personal experience in the role. When Jordan and I started, he was the Recruiter for the R&D team and quickly established himself as one of the highest performing recruiters in the company. In addition, he was admired as an SME and partner to his stakeholder group. Even though it was not his responsibility, Jordan was always available for help and guidance. Jordan derives his legitimacy as a manager of managers through his mastery of stakeholder management. I have no doubts that leadership sees Jordan as the most trusted person in Riot's recruiting org. He has earned this spot by bringing visibility to where there none (removing the "black box" that recruiting can often be to stakeholders). Jordan has always been a champion of reporting "what's going on." His weekly reports would give an honest accounting of where the team stood on progress towards goals. Jordan was always quick to own mistakes and celebrate successes of individual team members (making this a culture/expectation of our whole team). As my manager, Jordan has given me more constructive and actionable feedback than any other person. His delivery and ability to walk you through the situation was what made it exceptional. Jordan is invested in the people that he works with and wanted us all to get better. Jordan forced you to grow but had the EQ to know when you needed a high five too. Even though I am no longer at Riot, Jordan remains a "go-to" for help and advice. I cannot say enough good things about the guy, and I count myself as lucky to have worked with him. 10/10 would work with again (and probably will at some point XD).”
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What nonverbal cues show that you are a problem solver during an interview?
If you are in a physical environment: use a whiteboard! Not only will use of visual tools potentially improve your ability to communicate a concept or story, but they can also exhibit your interest and excitement in engageing in a problem solving activity.
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"it says the job is remote - why can't I work from [insert place]!?" Are the employers just being difficult or unreasonable? Maybe. But probably…
"it says the job is remote - why can't I work from [insert place]!?" Are the employers just being difficult or unreasonable? Maybe. But probably…
Posted by Jordan Mazer
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VentureX Talent
Why Fractional Recruiting is a Game-Changer for Startups: Hire Top Talent, Optimize Costs!! In the fast-paced world of startups, building a stellar team is crucial. But talent acquisition can be a daunting task, especially for resource-constrained early-stage ventures. Traditional full-time recruiting often feels like an expensive gamble. Enter fractional recruiting: a strategic approach that allows startups to access top-tier recruiting expertise on a part-time, project-based basis. Fractional Recruiting 101: Imagine hiring a seasoned recruiter, but only for the hours you need them. That's the essence of fractional recruiting. You partner with a firm or an independent professional specializing in specific recruiting needs, like building your engineering team or finding a growth marketing leader. This approach offers the benefits of a dedicated recruiter without the hefty overhead costs of a full-time employee. Benefits for Startups: Cost-Effectiveness: Fractional recruiters work on a retainer or hourly basis, allowing you to scale your recruiting spend based on your needs. It's a much more manageable expense compared to a full-time salary and benefits package. Access to Top Talent: Fractional recruiters often boast extensive networks and deep industry knowledge. They can leverage these connections to find high-caliber candidates that might be out of reach for an in-house recruiter. Focus and Flexibility: Hiring can be a time-consuming process. Fractional recruiters take the burden off your shoulders, freeing you to focus on core business activities. Additionally, the flexibility allows you to adjust the engagement based on your evolving needs. Expertise on Demand: Many fractional recruiters specialize in specific areas like tech recruiting or executive search. You gain access to a wealth of experience tailored to your specific hiring challenge. Is it Right for You? Fractional recruiting isn't a one-size-fits-all solution. Here are some scenarios where it shines: 1. Early-stage startups: When building your founding team or during initial growth phases. 2. Specific hiring needs: Filling niche roles or temporary positions. 3. Limited internal recruiting/hiring resources: Supplementing your team during peak hiring periods. Resources to Get Started: The Rise of Fractional Hiring: A Game-Changer for Startups (https://lnkd.in/eRyFiNEp) Why Early Startups Should Use Fractional Recruiting (https://getvested.io/) Building Your Dream Team: Lets Chat!!! By embracing fractional recruiting, startups can break free from the constraints of traditional hiring models. With access to top-tier expertise and a flexible, cost-effective approach, you can focus on attracting and retaining the talent that will propel your venture to success. VentureX Talent is here to help you navigate this.
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Build Momentum
Tired of working with traditional recruiting agencies that just don’t get tech? 😤 At Build Momentum, we’ve built a community-driven model led by technical founders who know how to find and evaluate top talent. Here’s the difference: 💼 Traditional Agencies: Generic lists, lack of tech expertise, unqualified résumés ⚡️ Build Momentum: Elite community sourcing, deep evaluations, quality over quantity Curious how we stack up against the old model? 🚀 👉 See the full comparison: https://lnkd.in/ek763XF6
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Alexander Rehm
So sorry to hear about layoffs at Modern Wolf, with 6 staff members being affected. The news broke last night, with my former CA colleague George Willard posting the news, as well as providing information about those also laid off to support re-hiring as quickly as possible. You can find that here: https://lnkd.in/eEXWSgNQ To those impacted by these layoffs, please find a comprehensive list of resources, below: 🥇First, Discipline Games Jobs Resources: Over the past weeks I have created 9 (at time of writing) Games Jobs Resources to find jobs in a wide range of disciplines: 🎨 Art, Animation, VFX and UI: This resource contains around 1,200 jobs worldwide across all links. Link: https://lnkd.in/eu2bjadW ⚙ Engineering and Programming This resource lists just over 1,900 jobs worldwide across all links. It also talks about interview tips and questions to practice. Link: https://lnkd.in/etPj22BE 🕹 Quality Assurance: This resource lists over 450 QA jobs worldwide. This post also talks about the craft of QA and contains tips and interview practice. Link: https://lnkd.in/dwwVjZuc 📑 Game Production: This resource lists around 400 jobs worldwide. It also contains info about game production as a whole and GDC talks. Link: https://lnkd.in/gxDvFM-Z 📢 Marketing & Community: This resource lists around 400 jobs worldwide. It also gives an intro into game marketing and community management. Link: https://lnkd.in/e5MuViug 🎶 Audio and Sound Design: This resource lists around 190 jobs worldwide. Link: https://lnkd.in/eSkPSsWf 📠 Studio Support, HR, Recruitment and BizDev: This resource lists around 290 jobs worldwide. Link: https://lnkd.in/ePG57_7v ⚙ IT, Helpdesk and DevOps: This resource lists around 140 jobs worldwide. Link: https://lnkd.in/e8ZsuiZh 🎮 Game Design: This resource lists around 480 jobs worldwide. https://lnkd.in/dCv_hQXv 🥈 Second, the Ultimate list of Video Games Career Resources: This should be your one-stop shop for all information. My dear friend Amir Satvat maintains these documents, he is a legend for doing this - please check them out: https://amirsatvat.com/ 🥉 Third, If you have worked in publishing, please message me. I am looking for quite a few roles right now! ⬅ 🎖 Finally, do not give up. Ever. No matter how dark things may look right now, I KNOW you will get through this, you have got this! 👊 Remember you are not alone. If you need help, advice, or even an ear to listen, we're here for you. Always! ➡ A request to my community, please can I ask you to repost this post to your colleagues and friends, so that we can get as many into jobs as possible! And please comment if you or your studio are currently hiring - let's help each other! Much love ❤️ #layoffs #gamesindustry #jobsingames #modernwolf
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Joe Burridge
Episode 3 of The Talent Game podcast is live with Mary Chan (prev. Operations Director at Lightforge Games)! Mary takes us on her inspiring career journey, from her time at JPMorgan to breaking into the gaming industry. She opens up about the challenges she faced along the way—navigating a job market lacking salary transparency and grappling with concerns around cultural fit. At Lightforge Games, Mary made it her mission to improve the candidate experience, and in our conversation, she shares practical insights on how to attract and retain top talent by prioritising transparency, competitive benefits, and a healthy work-life balance. She also reveals the key traits she values in candidates—adaptability, innovation, and collaboration—essential qualities that drive success in today's fast-paced industry. Key Takeaways ✅ Transitioning from one industry to another requires identifying transferable skills and finding a company that values those skills. ✅ Salary transparency is crucial during the job search process to ensure alignment between candidates and companies. ✅ Candidate experience plays a significant role in attracting talent. Transparency, work-life balance, and employee recognition are important for retaining talent. ✅ Personality traits like adaptability, innovation, and collaboration are highly valued in the gaming industry.
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Joe Burridge
Episode 5 of The Talent Game podcast is live! 🥳 In this episode, Erla Gunnhildardóttir (Fractional CFO, Supercell, CCP Games) shares her inspiring journey into the gaming industry, starting with her love for board games and leading to her role at CCP Games. She opens up about her experience with layoffs at CCP, providing valuable insights into navigating financial planning and the emotional challenges during such times. Erla praises the leadership at CCP for their empathy, professionalism, and focus on maintaining a positive workplace culture despite difficult decisions. The conversation dives deep into the importance of company culture, with Erla emphasizing the role of leadership in shaping it through clear communication and setting behavioral expectations. She highlights the power of trust, psychological safety, and coaching in building high-performing teams. Erla also discusses how finance teams can play a strategic role beyond traditional back-office functions by fostering collaboration across departments. Key Takeaways ✅ Finance teams should be integrated into broader company functions, fostering collaboration rather than being siloed as a back-office role. ✅ Empathy and care are essential when navigating difficult situations, such as layoffs, to maintain a positive workplace culture. ✅ Effective leadership shapes workplace culture through clear values, communication, and behavioral expectations, fostering resilience in challenging times. ✅ Building high-performing teams requires trust, psychological safety, and coaching to enable team members to bring their whole selves to work. ✅ How candidates discuss their current or past employers during interviews reveals key insights into their mindset and attitudes.
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Ashby
Is AI good or bad for recruiting? A question top of mind lately for so many in the recruiting space. In today's release of the Offer Accepted podcast, host Shannon Ogborn breaks this down with Aline Lerner, CEO of interviewing.io and Michael Mroczka, ex-Google Software Engineer. The conversation narrows in on how AI is impacting hiring today, especially by the way of technical interviews. Our guests share results from interviewing.io's experiment that captures how hard (or easy) it is to cheat on technical interviews, and how many candidates got caught. These insights lead to suggestions on how companies should think about altering interview processes to not only accommodate the rise of AI usage, but also provide a superior candidate experience! While all parties agreed on the drawbacks AI is presenting for recruiting teams, they also agreed on the opportunity it is presenting to change recruiting for the better. Catch the full conversation at the link in comments!
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Talent Collective
Is your talent pipeline inundated with tons of applicants? Sounds like a good problem to have right? Our latest blog dives into reasons why outbound sourcing, in todays market, is still one of your best strategies to find top talent and those purple squirrels 🐿️, especially when using tools like RecruitBot! Read it now! 👇 🔗 https://lnkd.in/gFidFQVQ #Recruitment #TalentAcquisition #HiringStrategies #TalentCollective #RecruitBot | Natalie Stones
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Ardent Services
💡 5 Easy AI Hacks to Supercharge Your Recruiting Process 💡 Recruiting teams, if you're not using AI yet, you're missing out on some serious efficiency boosters! Here are 5 simple ways to implement AI into your hiring process—no tech expertise required: 1️⃣ Optimize Job Descriptions: Tools like Textio can refine your job ads to attract a more diverse, qualified talent pool. 2️⃣ AI Chatbots for Screening: Let chatbots like Mya or Xor handle the initial candidate screening and save hours of manual work. 3️⃣ AI-Enhanced Email Outreach: Automate and personalize your candidate communications with tools like HubSpot or Gem. 4️⃣ Automated Scheduling: Use AI-powered scheduling assistants like Calendly to automatically book interview slots—no more back-and-forth emails! 5️⃣ Passive Candidate Sourcing: Tools like SeekOut scan social media to find top talent, even those not actively searching for a job. Want to see how AI can work for YOUR recruiting team? 🚀 👉 Book a free consultation with us, and we’ll create a personalized action plan with real-time AI strategies for your team’s immediate implementation. Let’s get you set up for success! 🔗 https://lnkd.in/gZf_Bia4 #RecruitingInnovation #AIinRecruiting #HRTech #TalentAcquisition #AIHacks #TalentStrategy #HiringEfficiency #ArdentServices
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HR Executive
Games for assessing skills? Find out how HR leaders at Roblox, the massive gaming platform, discover job candidates' abilities like problem-solving and creativity while providing an engaging hiring experience. HRE's Dawn Kawamoto speaks with Jack Buckley about this idea in a video interview: https://lnkd.in/eqxNbxZ7 #GamingAssessment #HiringExperience #ProblemSolvingGames
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Matchr
🎯 Data-driven recruitment isn’t just about numbers. It’s about transforming how you find, attract, and hire top talent, making your process faster, more efficient, and more inclusive. Our latest blog by Zachary Amos, "How to Build a Data-Driven Recruiting Culture", is here to guide you through: 🔍 Critical Metrics: Learn which numbers really matter, from cost-per-hire to diversity metrics. ⚙️ Framework Creation: Step-by-step tips to establish a scalable data-driven recruitment process. 💼 Cultural Shift: Strategies to transition your team and overcome common roadblocks. 🛠️ Technology Insights: The tools you need to make data work for you. 👉 Ready to transform your hiring strategy? Read the full article: https://lnkd.in/e4Kbi_cW #recruitment #data #analytics #hr #hiring
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Val Maun
This week has been a whirlwind! Reconnecting with people I know at ProbablyMonsters, connecting with new Monsters, introducing my goofy face to my team members, and also talking with my main Hiring Manager. I knew coming in that this would be a tough fill and its fun! I've collected comic books since 1986 so I don't use comic book references just to use them. Travis Johnston needs a Forge: The person who enables the X-Men to go out and do good (poor English intended). As a Lead Engine Tools Engineer, this person will be a central part of the central services team (wait that's too many central's). Whats awesome is that you don't only get to work with just our Battle Barge or Hidden Grove teams (although they sound super cool!), we have several incubation projects going on now too! (hello X-Men... and X-Force, X-Factor, Excalibur, Generation X, New X-Men, New Mutants, Maurauders, you get the idea). But Val, give me more sizzle? This person gets to work with a new code base and we get to experiment and start from scratch. I've worked at a company that has 300k people, you rarely have the opportunity to do things from scratch. LETS GO! "Whats on the back of the Forge card Val?" We are looking for someone who loves working with Tools and Engine, and who has led a team in the past. We need leaders who pull their team; not leaders who only push! If we say C++ and blueprint and your eyes don't gloss over, maybe we should talk. C# and python are your friends too! Wwise integration *sound* good to you? We are working in Unreal so UE4 and UE5 experience is a must (we want your expertise and set you up for success). If you have not professionally worked in Unreal but have used Cryengine or the ID engine, and you mess around with Unreal on your own time, we should still talk! Because you will be jamming with our engineers, we are asking this person to work hybrid. However, we should still talk whether you live here or not or are unable to relocate let's talk. I talk, I like to talk. Let's talk? Is this you? Is this your friend you can recommend? Sharing is caring! If you don't wanna talk to me and wanna hit up Travis, do that too! Whatever it takes to help our team make good games! https://lnkd.in/gyua8X33 (you're gonna have to cut and paste because LinkedIn can't handle an image AND a link).
15 Comments -
RogueHire
How much time do you spend weekly “sourcing” for passive talent for your open positions? In our recent research study, we asked out Elite Honor Roll Elite Recruiter winners how much time they spend sourcing. Around 83% spent at least an hour sourcing each week. Sourcing has become a needed skill set across the community while many teams still don’t have robust sourcing functions. How much time are you spending sourcing?
3 Comments -
Jessica (Fiesta) George 🎧 🎙
"Despite the layoffs, the gaming industry is still growing, and roles like game engineers are in high demand." - Marie Benigno Ablaza, SHRM-TA Join us as we Spill the Sauce on Careers in the Gaming and Entertainment industry with Netflix Games Recruiter Marie Ablaza! Here's a peek into our conversation. Want more? see Below or comment "PODCAST" and I will send you the link!
1 Comment -
The Recruitment Org
⏱️ How to Reduce Time to Hire Without Sacrificing Quality Reducing time to hire is critical in today’s competitive job market. But how can you streamline the hiring process without compromising on candidate quality? Our latest blog shares five proven strategies that help you strike the right balance. 👉 Read the full article here > https://zurl.co/UhAe #RecruitmentStrategy #HiringTips #TimeToHire #HRInsights #TalentAcquisition
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HTD Talent
Here's the honest truth: Emerging talent can be better for your recruiting pipeline than seasoned tech employees. Why? 🔹 Seasoned tech employees alone can't fill the ever-growing talent pool 🔹 Emerging talent can be shaped to fit your organization's unique roles 🔹 Nurturing young talent aligns with long-term organizational goals Okay, but where can you find emerging talent? ➡️ Hire-Train-Deploy (HTD) Models ➡️ Universities & Coding Bootcamps ➡️ Online Tech Communities ➡️ Industry Events The future of tech hinges on the cultivation and integration of emerging talent – and the article linked in the comments below tells you everything about this group of budding professionals. #TechHiring #EmergingTalent #FutureOfTech #HR #Recruiters #TalentAcquisition
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Brakke Search
Proactive vs Reactive recruiting: The differences are mostly intuitive, ditto the results and recommendations. For best results, recruit proactively. Even if you're a small company with only occasional roles to fill, the article frames a mindset and set of priorities that are well worth the 2-3-minute read. Two more points. First, if you don't have a "talent" team, you'll likely need to do much of this yourself. Take it in pieces; learn as you go; network with colleagues and recruiters. Second, develop a relationship with your recruiter. Be a good client. That means staying informed and keeping your recruiter informed. You don't need monthly conference calls, but the occasional base touching works there, as it does with all partners. And work with recruiters who truly specialize in your industry/vertical. https://lnkd.in/e3d_jc3U #recruiting #recruiter #talentmanager #talentprofessional #hiringmanager #proactiverecruiting #proactivity #animalhealth #pethealth #livestock #brakkesearch #brakkeconsulting
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