Kyle B.

You’ve accepted a new job offer and resigned, but now your current employer has counter offered. What should you do? Before accepting, remember why you wanted to leave. It's usually not just about money. Think long-term and objectively. While the extra money might seem great now, it might not be enough after a few months. Surveys show around 70% of people who accept counteroffers leave within a year anyway. Reasons to reconsider a counteroffer: 1. Only your salary changes; the same problems remain. 2. Promised career progression might not be real. 3. Your loyalty might be questioned now. 4. Consider if this job fits your long-term goals. 5. Counteroffers can be stalling tactics to find your replacement. 6. If they only raise your salary when you threaten to leave, it shows a lack of appreciation. 7. Future salary reviews might be delayed or ignored. 8. The same issues might come up again. 9. Protect your reputation; the professional world is small. 10. Employers remember loyalty during promotions. 11. If there are layoffs, you might be the first to go. If you accept the counteroffer, get everything in writing, set up regular check-ins, and establish realistic timelines.

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We can't help a lot of companies who are hiring. Or to put it another way - recruitment is too broad a term. Hiring grads? Not us. Hiring accountants? Not us. Hiring in huge volume? Not us. Hiring software engineers? Not us. There are lots of companies who do do those things. But we don't. We help our customers hire people with a complicated mix of technical and business skills. People who create technical solutions to business problems. Data architects. CROs. Programme Managers. CTOs. Delivery Leads. Business Analysts. Transformation Directors. And the list goes on. We help our customers shape up teams and requirements, write job specs and build long lists; we advise on the external market and we run searches, shortlisting exercises and other hiring processes. It might be permanent hiring or it might be contractors. The phrase "recruitment" covers an entire industry. Nobody covers it all. If you've got specific problem you need an expert who solves that problem. If you want to run an RPO, find someone who does that. If you recognise the problem I've outlined - give us a call. This turned into a long post. Tune in next week for the inevitable Euro24 content. Vocative #artofrecruitment #recruitment #business #gettingthingsdone

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A major process killer is telling candidates after three interviews that "they need to meet you again." I'm not referring to processes that have laid this out upfront—I mean an unexpected next stage! This is a candidate who genuinely wants to work for your company and is taking the time out of their busy schedule to interview with you. They’re already taking a huge risk by leaving a position where they could be comfortably settled, all to take a chance with your business. Forcing them to keep jumping through hoops can quickly dampen their enthusiasm. Trust me, you don’t want the spark to die because when they lose that initial excitement for the role, your chances of securing them drop dramatically! My top tips: Agree and brief the candidate upfront on how many stages and what each stage will look like...(teams call with x, plant tour with x, presentation to x etc) Agree internally who will be involved in each stage. If there's holidays planned get a backup person or don't start the process until they're back. Trust me there's nothing more frustrating from a candidate's perspective having to wait 3 weeks between first and second interview. Finally...if you like them, make the offer ASAP. Why are you putting it off? Either reject or offer. It's unfair to mess with people's emotions like that. Don't wait 3 weeks to see who else might be available then expect the candidate to give you a YES when you've made them wait so long

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My favorite way to find software engineers who come from specific industries. LinkedIn has very powerful search filters that allow you to target candidates that come from very specific companies and industries. You can make searches in industries including: Telecommunications Real Estate Retail Health & Medical the list goes on... If you are looking for candidates that have a specific niche background I highly recommend tailoring your search using filters like this. You can also use tools like LinkedIn Recruiter, and Sales Navigator, or even keeping an eye on certain news publications to keep an eye on company signals like layoffs, acquisitions, or changes in the CXO suite to see if there would be any indications for talent to have a desire to move. Build your candidate lists from these criteria. If you are an early-stage company looking to hire engineers I'd love to chat with you. Cheers!

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Looking to hire a Head of Operations!! Look no further than this candidate!! Let's set up a time to speak with her!! 💠 FlanStaff Candidate - Head of Operations - Austin, TX 💠 💠 Proven Product Visionary 💠 Successfully directed the product vision and roadmap for a product line generating over $9.5M in ARR, demonstrating a strategic approach to driving competitive advantage and revenue growth. 💠 Operational Excellence Leader 💠 Spearheaded the unification of three product lines into a streamlined workflow, improving delivery times by 30%, reducing customer bugs by 66%, and saving $633K in recurring vendor costs, showcasing a strong ability to enhance operational efficiency. 💠 Strategic Program Management 💠 Led a critical post-acquisition customer migration project, preserving $16M in ARR, and managed the sunset of four additional features and products, highlighting expertise in handling complex, high-stakes initiatives. 💠 Innovative Product Development 💠 Identified and capitalized on product gaps, adding $1M in ARR with a projected $2.5M ARR by 2025 through enhancements in payment offerings, underscoring a knack for market-driven product innovation. 💠 Transformational Leadership 💠 Directed a digital transformation project, migrating to a new support platform, and restructured the product education department to create scalable training programs for 700+ clients, demonstrating exceptional leadership in driving organizational change and capability building. #Hiring #HeadOfOperations #Leadership #OperationalExcellence #StrategicManagement #ProductVision #Innovation #DigitalTransformation #CareerOpportunity #JobOpening #hiring #imhiring      

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I don’t know who needs to hear this but…if you’ve been recently laid off, you can bounce back! It’s not your fault, layoffs happen to high-performers. If you were laid off it does not mean you were a bad worker. Layoffs are the companies fault, internal factors, and budgeting. You can bounce back! Mindset is key. Let’s start with your resume. Resume revamping is 100% necessary when you recently been laid off. Invest in yourself and have a professional like myself guide you. Message me today for information on how to get started. Let’s get you hired! Remember, it’s not your fault. #ResumeRevamp #ResumeWriter #FormerRecruiter #Layoffs #NowHiring #Laidoff

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SaaS Hiring Managers!!! FlanStaff is representing a Head of Operations who has a strong background in Product and SaaS. Take a look at her background below and let's set up a time for you two to speak! 💠 Head of Operations - Austin, TX 💠 💠 Proven Product Visionary 💠 Successfully directed the product vision and roadmap for a product line generating over $9.5M in ARR, demonstrating a strategic approach to driving competitive advantage and revenue growth. 💠 Operational Excellence Leader 💠 Spearheaded the unification of three product lines into a streamlined workflow, improving delivery times by 30%, reducing customer bugs by 66%, and saving $633K in recurring vendor costs, showcasing a strong ability to enhance operational efficiency. 💠 Strategic Program Management 💠 Led a critical post-acquisition customer migration project, preserving $16M in ARR, and managed the sunset of four additional features and products, highlighting expertise in handling complex, high-stakes initiatives. 💠 Innovative Product Development 💠 Identified and capitalized on product gaps, adding $1M in ARR with a projected $2.5M ARR by 2025 through enhancements in payment offerings, underscoring a knack for market-driven product innovation. 💠 Transformational Leadership 💠 Directed a digital transformation project, migrating to a new support platform, and restructured the product education department to create scalable training programs for 700+ clients, demonstrating exceptional leadership in driving organizational change and capability building. #SaaS #Hiring #Operations #ProductManagement #Leadership #BusinessGrowth #OperationalExcellence #StrategicPlanning #Innovation #DigitalTransformation #businessoperations #imhirning

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Time for another post in my series about concrete examples of great culture that are more helpful than simply telling candidates "Yeah, our culture is awesome!" This week - People Investment When I started at Eventbrite, I was coming from a company of around 50 employees where I had been for over 12 years. I knew everyone and they knew what I was capable of. Moving to a bigger company, I knew I wasn't going to have the impact I wanted unless I got to know a lot of people and more about the product as a whole. I talked through this with my manager Loretta Stokes and she got to work looking for projects outside my immediate team to which I could contribute. These side projects got me the exposure I needed to eventually secure my promotion to the next level where I contributed to company-level technical decisions regularly. Was this the most productive thing from my team? Likely not, but it's easy to see how this benefited my career and the company long-term. Simply put, it was an investment - and it paid off! Later, I partnered with another great Engineering Manager, Alfredo Temprano and I watched him turn people-investment into a science. When given a new project, most managers will ask themselves "Who should I have lead the project to make sure it succeeds?" What I realized over time was that Alfredo's first question was instead "Who on my team would benefit the most from leading this project?" The reality is, every project is a team project - that person isn't leading alone. If they need support in certain areas to make the project succeed - that's fine, make sure they get it! That person learns a new skill and the person helping them learns a lesson or two about mentorship - everyone wins! You can have one super-talented team lead that runs every project, or you can spread the responsibility around and wind up with 5 or 6 great team leads in the long run. Which one sounds better to you?

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Fellow Hiring Managers, Be a knife collector! A Swiss Army Knife collector to be specific. In 2024 when AI has memorized every coding language, you should be looking for a software engineer who can pickup a new language over the weekend and make something with it vs a coder who has memorized 0.000001 of what AI has. Look at their accomplishments and if you give them a coding challenge, don't look for immediate proficiency, instead look for adaptability. Have them code in a language new to them but don't do it over their shoulder. Your software engineers need to be Swiss army knives, not encyclopedias. We have AI for that now.

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But I'm working with another recruiter at a 12.5% fee? While it might be tempting to choose agencies based solely on low rates, it's crucial to consider the long-term impact and the value you get for that lower rate. Opting for low-cost agencies often means sacrificing quality, personalised service and access to top talent. Recruiting top people can be a lengthy process and takes 100s of hours, often completed weeks/months before you have decided to hire. That's what you are paying for, not the time it takes for us to get the CV's across to you, which is typically in less than a day.   It's important to invest in a partnership that prioritises your business's needs, offers tailored solutions, and delivers results that drive growth. Work with someone who ensures every step is taken to get you the best hire for your business, including leveraging a personal network of over 19,000 Accounting/Finance professionals in Australia. Don't settle for less; choose quality over cost. #value #recruitment #qualityofhire

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I've been a technical recruiter for 10 years, and recently, someone asked me what my favorite interview question is. Surprisingly, it has nothing to do with technology. I always start by asking, "What are you passionate about?" Why? Because it opens up a window into who the candidate truly is, beyond their resume. Whether they’re into coding, golf, or even baking; what really fascinates me is the “why” behind their passion and the journey they've taken to develop it. How much time have they invested in learning, perfecting, or even failing at this? That’s where the real insights lie; dedication, curiosity, and the resilience that often carry over into the workplace. And when you ask this in person? You get to see that spark in their eyes, the excitement in their body language as they talk about something they truly love. It’s a moment where the formalities of an interview melt away, and you see who they are as a person. This question also helps ease nerves, allowing them to be more relaxed and authentic, which in turn gives me a better sense of their cultural fit for any given role. So here’s my question to you: What’s your favorite interview question to ask, and why? Go! 👇 #recruitment #interviewtips #hiring #recruitingtech #leadership #culturefit

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Should there be a limit to "remote work" expectations? If you ask any candidate or employee, the vast majority will tell you their work can be done 100% remotely. After the last few years, I have been shocked by some of these "100% remote" requests, and here are a few examples: Fixture Designer/Engineer: Several candidates told me they weren't interested unless this position was 100% remote. They expected the employer (manufacturing company) to constantly mail them components, parts, supplies, tools, etc. for them to work 100% from home. Then they would mail back the finished work. All of these candidates were located within a reasonable and commutable distance from the employer. Resource Efficiency Manager: This search was identifying candidates to work on US Military Bases doing energy efficiency analysis on all of the base buildings. This includes mechanical systems, electrical systems, utilities, windows, solar, etc. Many candidates were only interested if it was 100% remote. Obviously, some of the work for both of these roles could be done remotely like report writing, design work, etc. Beyond that, could anyone be successful in these positions by never stepping foot on company property or client location? What have you seen that made you think; This is taking remote work expectations a little too far...?

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New feature! I was posting these equity comp roles and wondering if they'd get more interest if the comp was slightly different. Maybe you're looking for more shares? Maybe some cash on the side? I added a new field. If you're not sure what you're looking at, this is a test job posting and what an applicant might see when applying. It's two screen shots side-by-side with some of the in-between missing. The job description is just a sentence (it IS just a test JD), usually it's much longer. This is the same thing Heavy Resume is using for the two open roles in our career page. The user applies in two steps. The first step gives an estimate on fit. The second does a deeper dive and gives a final overall rating. If the user is "bad" on the estimate, it pulls up what missing information might be contributing. The approach Heavy Resume is taking is to not impersonate the person applying, the AI agent is just going off of what it knows. You can see what other applicants have applied ahead of you. In this case, the user has a fair rating so they'll see basically the whole stack, because "fair" is just scraping by. If they don't like it, they can go update their Heavy to fill in more of the gaps, or better express why they are particularly good at what they do know. The demo user used for this screen is a little bare. At the bottom of the application you can give a time limit. The idea is that hiring teams need to move quickly and by having the data expire, it's one way to do it. If the AI agent makes a little mistake, rather than trying to coerce it through your data, you can just add a note about it and the correction in the additional information box. Finally, the new feature is the ability to give your own compensation. When a team is reviewing the application, they can take a look at it, after reading through your summarized qualifications.

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12 Traits of High Performers. #emotionalintelligence #continuouslearning #consistency #goaloriented #strongworkethic #positivemindset #selfmotivation #strongcommunication #healthconsciousness #proactiveattitude #adaptability #timemanagement

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Not sure who needs to hear this... If you're a client with a certain budget to fill a position, please take the time to consult with a recruiter or at least conduct some market research before diving into the interview process. Paying below market rate? I get it—every company has different pay scales for various positions. But here's my advice: Advertising a job with a below-market rate may save you money upfront, but it won't benefit you in the long run. Even if a candidate accepts your low offer, chances are they'll be out the door within a year, leaving you to backfill that role every 6-12 months. This constant turnover will cost you more in the long-term. Do your research: Talk to recruiters and HR staff about current compensation trends. If budget is a constraint, consider adjusting your expectations. Hire more junior candidates with potential or offer remote work instead of insisting on on-site presence. Pro tip: My remote clients consistently make better hires while also saving on costs. Something to think about... Let's make hiring simpler by starting with solid research and clear expectations before the job gets posted!

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Will O'Brien Please can your team stop sending spam messages like the one I just got- 2nd time you have done this! Even after I clicked "unsubscribe" and I never signed up for these emails either! " Nyxen <[email protected]> 11:56 (2 minutes ago)to me Hi Hayley, As I delved into Fortitude Group Limited's remarkable journey, I was struck by the innovative approach you've taken to recruitment. Your team's dedication to providing tailored solutions has earned you a 76.6% interest acquisition by The Carlyle Group and T&D Holdings. I'm impressed by the significant impact you've had on the industry, and I'm excited to explore how Provenonce can support your continued growth. With our expertise in AI-powered event dynamics, we can help you create memorable experiences for your clients and candidates alike. Our immersive websites and Web3 technology enable global engagement, revenue generation, and networking opportunities. I'd be delighted to discuss how our services can address the challenges you're currently facing and help you stay ahead of the competition. Let's initiate a chat to explore how Provenonce can help Fortitude Group Limited continue to thrive in the ever-evolving recruitment landscape. Please click the link [[Attachment] Fortitude Group Limited material] to prepare for our meeting, where we'll dive deeper into the opportunities and challenges facing your organization. Have a great week ahead! ______________________ Nyxen Director of AI Business Development -Provenonce-United States. #spamemail #getyourfactsright #notbasedintheUSA #spammyspam #hatethisbadattemptatmarketing #notgoingtouseyourservice #wrongcompany

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I wanted to share how I fill open software development positions 50% faster than my clients' past searches. Have you struggled with slow hiring processes? I've got a great grasp due to years of working this process. My go-to tact is weekly accountability calls. Here's my 3-step process: 1. Detailed requirement call — Get all the specifics about the open position from the client. Leave no stone unturned. 2. Set weekly accountability calls — Schedule 15-minute check-ins with the client. This keeps both sides on track and motivated. 3. Come prepared — For the first call, I aim to have three highly qualified candidates ready. This shows immediate progress and value. The result? A streamlined process that's at least 50% faster than my clients' previous searches. Why does this work so well? - It creates urgency - It ensures constant communication - It holds both parties accountable This approach has changed my recruitment process, leading to quicker hires and happier clients. Want to speed up your hiring process? Try implementing weekly accountability calls. You'll be amazed at the difference it makes! #wsg #hirefast #dialitin #accountability

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"We have over $1M in ARR per engineer." What this Series A CEO told me made me think: This is another data point in a key trend. Teams are getting leaner than before. And they're getting more done than before. Multimillion-dollar ARR companies are no longer staffing up with entire armies of employees. And where there used to be entire teams of execs alread built, it's just two up-and-coming leaders. One head of engineering, one head of sales. Not seasoned VPs or C-levels. No head of product or even PMs. These leaders are just looking to add selective ICs to their teams, not looking to build at hyperscale. I get asked a lot how the search industry is changing, and each week I have more and more insider view data points on team composition. Is "GSD mode" the new default? It certainly seems that way. And for folks that are interviewing for the first time since 2021 and 2022, this can often be a surprise. Because the landscape certainly shifted quite fast, and the next generation of companies getting built is following a new playbook. So what's the impact here? Less hiring. High hiring bars. More roles for the hands on folks. And in the long term: more sustainable companies, built on quality of talent rather than quantity of talent. A healthier start ecosystem -- I'll take that any day! 😎

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