Justin Moore

Question for the tech recruiters or TA leaders out there. You're hiring software engineers, what would you expect your CV Submitted to Offer ration to be based on the below hiring process: 1. CV submitted (fully prescreened by recruiter/TA) 2. Hiring Manager CV Review 3. Hiring Manager Phone Interview 4. Technical Interview 5. Values Interview Granted there will be lots of nuances, but broadly speaking what are you expecting? 5:1, 7:1, 10:1, 15:1 ? #recruitment #recruiting #talentacquisition

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🚀 Data = Recruiting Game Changer 🎯 Recruiters, are you ready to power-boost your hiring strategy? Imagine having the keys to unlock a treasure trove of insights and using them to land top talent effortlessly! 🌟 📅 Dive in with me, and industry experts Amy Silverman, the Director of Recruiting at Chime, and Brittany Mitlo, the Director of TA at Duolingo as we unravel the secrets of data-driven recruitment in our not-to-be-missed webinar! Whether you're a seasoned pro or a rising star in talent acquisition, this event is your golden ticket to revolutionizing the way you use data to recruit. 🎫 ✨ What's in store? - Introductions: A quick hi and hello to network and set the scene - Expert Presentation: Indulge in 30 mins of pure, unfiltered knowledge from top industry leaders. - Q&A: Got burning questions? Get them answered! 5 mins Don't miss out! Even if you can't join us live, sign up to receive the webinar recording delivered straight to your inbox. 📬 👉 Register now: https://lu.ma/rk0zibk8 And hey, while you're at it, follow us on LinkedIn for all the latest updates and events. Your future hires will thank you! 🌈 Covey

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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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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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SALARY vs SKILLS vs GROWTH When you are searching for a new position, the most common requirement for just about everyone is the pay. This does play a very important part of your search, but it shouldn’t be the most important one. You may think that what you have learned in your current position should allow you to ask for more money in a new position. This can be true if you are making a lateral move, but if you are looking for something more challenging, then you should look at what your skills are compared to what a new position would require of you. Salaries are based on experience, the more experience you have, the higher salary you may be able to command. Although that seems fair, it isn’t always true. Going into a new position at the top of the salary may be satisfying at first, but what happens after 6 months or 1 year. You have already started at the top of the salary scale, where does your growth go from there. It is important to way your options, take a careful look at what you want to achieve in the long run. Your growth in a company is directly dependent on how you adapt to new skills and excel at them. If you start at the top and it is a place that you enjoy working at, what will your options be, stay where you are and be static, or move on to a new position to start all over again. Your salary won’t go any higher, and you may end up with more responsibilities than what you were hired for. By opting for the lower salary and knowing that you will be learning new skills, you have no where to go but up. Your training will be hands on, and free. Your abilities will be seen by the people that matter and your salary will grow along with your new responsibilities. It is important to remember that money should not be the be all end all when making a decision about your future. Follow us on our LinkedIn company page For more informative blogs visit our website at: www.axiomsearchco.com

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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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Over the years, I've lived through several significant economic downturns—each unique yet instructive. From the Dot.com bust, the 2008 Financial Crisis, and most recently, the post-COVID tech bubble layoffs, I've observed a consistent pattern: the end of one era paves the way for new beginnings and growth. Looking at the tech sector we have clearly hit the bottom and I can speak from expereince I have seen a consistent uptick in my business month over month in 2024. Will AI be the catalyst for the next round of significant growth? What are your thoughts? How do you see AI shaping our economic future? #CareerResilience #EconomicCycles #ProfessionalGrowth #ArtificialIntelligence

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Hello Monday! You’re back so soon. A fresh start to a new week and another round of layoffs. Layoffs are tough. They feel so personal, like you're just a number, an expendable seat, a red line on someone’s chart. But in reality, you are so much more than that. You’re a parent, grandparent, sibling, friend, pet parent, hiker, runner, boater, artist, traveler, gardener, cook, builder of interesting things. Your value is immense and not tied to your job. You were great at what you did, and you will be great at what you do in the future. Your worth isn’t defined by your job, even if it feels that way sometimes. It might take weeks, months, or even more than a year to get back into the daily grind. I'm just being honest. Prepare for the long ride. Resilience is key to unlocking this journey. Make a game plan now. Education will guide you. Learn what modern job searching is like; you can't rely on pre-2020 tactics and expect the best results. Perseverance will keep you going, even when it seems fruitless. Who can you lean on? Who or what will help keep you on track? Hope will light your way. Believe in yourself, or find a way to get there. Adaptability could be your saving grace. When do you need to make a new plan or pivot? What are your options? Figure that out now and write them down. Know what you are doing, know where you are going, know your value, and stay focused on the target. Schedule downtime to enjoy life too. It sucks, but you’ve got this. #careercoach #careertransitioncoach #resillence #jobsearch #layoffs

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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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RECRUITING SCAMS With individuals having access to so much and AI being in the forefront. It is easy to be taken in by a scam, and one of these is the recruiting scam. I am sure that almost all of us have been the target of this type of scam. You receive an email that says; we have reviewed your resume and we feel you would be a perfect fit for one of these positions. Most of the positions listed are not close to any of your skill set. They will ask you to click on the link to set up an interview and once the interview is completed we will send you the offer letter to start you on your way. Once you click on the link, you will be caught up in their web. They will ask you to give them a start date, they will tell you that you will need a computer to start working and then they will ask you to purchase the computer and they will reimburse you. Another one will be; in order for us to get you set up and started on you fantastic new position, please give us your bank information so that we can get your computer set up, and they will ask you for you social security number to set you up in their HR system. They may tell you that you will receive training but ask you to pay for the course and you will be reimbursed. Non of these are what they seem to be. If someone tells you that you are a great fit for a position that you have no skill with, that should be a red flag. If they tell you they need your personal information to set you up in their system, another red flag.  They will try and get your banking information so they can direct deposit your paycheck. A legitimate company will never send you an email saying that you are being hired for a position that you didn’t apply for, or interview for, they will be more inclined to ask you to apply for a job or ask for a phone call about a position When you receive these kinds of emails, check the email address; it will most likely be a fake address, if it has a company name, check the website for the company, it will most likely be a foreign company with not much information. Follow us on our linkedIn company page Check out our other informative blogs on our website www.axiomsearchco.com

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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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Recruiting expert Carmen Hudson, CSM has some great advice for recruiters: You need to deeply understand the roles you’re sourcing—before you actually go on the hunt. "Have a conversation with the hiring manager to deeply understand their need." Listen to this Tech Connects episode on Acast, Spotify, Apple Podcasts, iHeartRadio, Amazon Podcasts—or wherever you get your podcasts. #TechConnects #TechRecruitment #TalentSourcing

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New research eBook Direct Sourcing 2024: The Rise of Direct Sourcing shows 60% of businesses have prioritized the improvement of the candidate experience as a major hiring strategy in 2024 and beyond. “Candidate journey” is not just a buzzword, but an essential piece of talent engagement puzzle in 2024. How are leading organizations creating “experience-led” strategies to shape their approach to direct sourcing? Find our more, download the eBook, sponsored by Guidant Global and carried out by Ardent Partners and the Future of Work Exchange.  Access now: https://lnkd.in/ebi_D5Ku 

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If you're in the #TalentAcquisition and #Recruiting space, this is a MUST-attend event. If you're not following Benjamin Mena, you're missing out. Highly recommend listening to his podcast. If you've been wanting to level up, this is a great way to take action on that commitment. _______________________ #TimetoLevelUp

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Interesting take from Kevin Wheeler -- with growing implementation of AI tools in talent acquisition, what is the role of a great recruiter? We're certainly a way's off from "AI recruiters" being able to replace their human counterparts. In a space as nuanced as Climate Tech, I see a growing demand for specialized services from recruiters with deep sector experience who not only know how to use the tools, but layer in a profound understanding of the unique skills and candidate quality needed. Early-stage founders, usually distinctly bandwidth-constrained, need their recruiters to have the ability to quickly source top talent from their own trusted relationships AND use the newest tools to quickly identify and respond to inbound talent before they're interviewing elsewhere. AI alone isn't enough yet -- I see recruiters as the connective tissue, doing “facilitation” to cut through all of the “aggregation”. You can read the article here: #recruiting #climatetech #cleantech #talentacquisition #talentstrategy

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Demystifying Tech Architect Roles: A Recruiter's Guide As talent partners, we often wrestle with various architect roles that seem similar on the surface. Let's break down these crucial distinctions to help both recruiters and candidates: 📎 Cloud Architect • Focuses specifically on cloud infrastructure and services • Deep expertise in major platforms (AWS/Azure/GCP) • Drives cloud adoption strategy and implementation • Key skills: Cloud security, migration, cost optimization 📎 Enterprise Architect • The "big picture" strategist • Aligns technology initiatives with business goals • Oversees entire IT ecosystem • Focus: Technology roadmap, governance, standards • Think of them as the master planner of an organization's tech landscape 📎 Solution Architect • The problem-solver • Designs specific solutions for business challenges • Bridges business requirements and technical implementation • Works closely with development teams • Think: Project-specific architecture 📎 Big Data Architect • Specializes in data pipeline design • Focus on data processing, storage, and analytics • Expertise in data modeling and warehousing • Key skills: Hadoop ecosystem, data lakes, ETL processes 📌 Pro Tip for Recruiters: When screening resumes, look for: - Specific platforms/technologies each architect has worked with - Scale of projects handled - Business impacts delivered - Certifications relevant to their specialty Fellow architects in my network: What other key distinctions would you add? How would you explain these differences to help recruiters better understand your roles? Let's build this knowledge base together! #VDart #TechRecruitment #TechArchitect #CloudComputing #EnterpriseArchitecture #BigData #TechnologyJobs #UAETech #DigitalTransformation #TechHiring #CloudArchitect #RecruiterTips #VDartGulf VDart

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