Ruby M.

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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DIRECCÇT HIRINGGGGGGGGG ⚠️ Position - Senior Product Engineer $150,000-$300,000 annual Location - San Francisco, California Hybrid ________N O T E 👇 ______ INTERESTED CANDIDATES CAN SENT ME OVER HERE CV 👇 "[email protected]" Description 👇 Candidates need to be willing to work hybrid in San Francisco We are an early-stage startup; our team dynamics are different from companies of other sizes and stages. We're a small team, with high ownership, who are not only passionate about what we do, but seek to be exceptional as well. Currently, our team consists solely of our 2 co-founders, Sina and Joe. There's a lot of stuff going on, and a lot of ambiguity. We prioritize having a strong, in-person culture in San Francisco for our founding team. We are open to team members who operate remotely on a case-by-case basis. We do NOT expect you to work all the time, but you’ll have to be diligent and hold yourself accountable regarding the boundaries for your work day. Depending on your location, you may need to be flexible to accommodate the schedules of other team members and clients. We want teammates who own it. We strongly believe that empowering everyone on our team with ownership is a key to our growth and success. We expect every team member to not only own decision making, but also own the success or failure that results from their decisions. Requirements Experience shipping production code in a language like Typescript, Rust, Python, Go, Solidity Excellent problem-solving skills and a strong sense of ownership Obsession with shipping code with a bias for self-reliance Past work experience spanning Web2 and Web3 systems 4+ years of experience shipping Typescript or Javascript for web based front end applications Comfort shipping code with the following tools: React, NextJS, Tailwind, Wagmi, Viem Hunger for pushing the boundaries of what's possible in crypto today, with a knack for quick iteration Familiarity with design principles and tools About You A solid understanding of engineering principles. You enjoy building and shipping quality, resilient, and dependable services. A sense of grit to dive into a problem and own the implementation of solutions. Possess excellent communication skills for effectively conveying your perspective, ideas, problems, and solutions. A strong sense of ownership and prioritization when navigating the ambiguity of an early-stage startup. A motivation for accelerating the adoption of digital ownership beyond the current limitations of public blockchains. Responsibilities As an engineer, you'll play a critical role in building out our foundational infrastructure in a fast paced startup environment. This will involve researching, designing, and implementing novel engineering solutions related to hybrid onchain/offchain systems. You will ship a lot of code, with the potential to work on things like indexers, databases, smart contracts, cryptography, and APIs all operating at a global scale.

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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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There are some good ones in here! Dig in!

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Jax 5.0 has arrived here at Jobot! OG Jax has experienced all 5 iterations of Jax the software. When asked what his thoughts are about the Jax 5.0 release, he went on to say... "Jax 5.0 brings all the great features from 1-4 and adds that 5.0 punch to it! My only suggestion would be to integrate more high protein treats!" OK, OG Jax didn't actually say that, but he is certainly hoping for more treats (: #recruiting #recruitment #staffing #changinglives

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Tech Job Market Update: Tough Times for White-Collar Roles Even seasoned pros are struggling. After 13 years at eBay, a candidate applied to 135 jobs—only two callbacks, zero offers. What’s happening? Tech hiring is down 25-32% in IT, engineering, QA, and more. Overhiring, AI efficiency, and record job applications are slowing hiring timelines (now 66 days on avg). Job seekers face fierce competition—standing out has never been harder. How are you navigating this market? Let’s share strategies below! 👇 #JobSearch #TechCareers

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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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STAFFING MYTH BUSTED: there is no magic candidate pool! 🫢 (Nope, not even the one that 3rd rep of the week promised. 🫣) We are all sourcing from the same population impacted by: 👉🏼economic factors 👉🏼generational trends 👉🏼surplus availability of jobs Each agency navigates this differently. Look again if you notice they: 🔍 throw “bodies” at you to see what sticks ❌causes high turnover, mistrust and everyone ends up burnt out 🔍have high turnover internally ❌employees burn out quickly here, and won’t be organized and ready to handle your needs when it’s crunch time Consider them if you notice they: 🔍take the time to ask the right questions + set honest expectations ✅ they’re likely to send the right employees and deliver on their turnaround commitments 🔍have industry veterans with tenure working internally ✅ when people are taken care of and given proper resources/encouragement, they stick around and incorporate their knowledge + experience into YOUR experience 🔑 If you are ready to upgrade your staffing experience, it would be my honor to discuss a gameplan that will knock your 2024 out of the park. Let’s chat - contact info below ⬇️

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Reaching out to recruiters directly to ask for a referral works 0.00000005% of the time. No, I don't like those odds either. *It MAY work if it's a really small company of 50-100 people. But even then, it's not a referral if I don't know you. You could say it's a recommendation if it's not that recruiter's role to fill, and they are introducing you to another recruiter, but I mean...it's way better/more impressive to do your research and reach out to the right people to begin with if you're going to reach out at all. Or just, ya know, apply for the role (novel idea, I know)... TL;DR To make the sort of recommendation I'm constantly asked to on LinkedIn, I am taking time away from my own candidates, who are my absolute number one priority. So if I'm connecting someone I definitely don't know with someone I very likely also don't know, I would have to be well beyond convinced that you are the right person for that role. Which is information I just do not have. #hiring #referrals #linkedin #candidates #recruiters #recruiting #jobsearch

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Recruiters Job Hunt Too ❣️ Curious about what that looks like? I'm not gonna lie, this is not the type of content I wish I were posting, but what a great opportunity to walk you through my job hunt with me! ⚠️Disclaimer: This series is not meant to be a Job Hunting Guide, just an exploration of how it's going for me. --- Job Hunter's Journal Week 1 🧡  ➡️ Motto: Here we go again. After having the appropriate emotional response to maybe being at risk of losing my job, my brain changed gears. It's survival time! 1️⃣ I started by jotting down every single thing on my brain, good, bad, helpful... whatever I needed to take it out of my head to actually see it under the light. From questions to fears, timelines, and more questions. It all went to paper (I actually use Evernote, but you get it). 2️⃣ The next day my brain seemed less chaotic and I felt the need to ✨create✨, so instead of forcing myself to do one of the less fun tasks of job hunting, I made a Notion board to track applications, documents and things to do. Then I still had a bit of happy energy, so I wrote a general cover letter to use as a second page on my CV (not that I had an updated #CV to attach it to at this point 😅). 3️⃣ Unfortunately, it was time to bite the bullet, and just update my CV. I will spare you of the details but it involved crying, yelling, and at least a few damaged stationary bits. I used Canva because it's the least depressing of the tools and I needed some colour. I was a tad bit worried my CV wouldn't be AI-friendly, but then I just researched it quite a bit, just to remind myself AI isn't all that yet (I wrote and published an article on Linkedin about AI in Recruitment if you are also worried (https://bit.ly/4b2sgJL). 4️⃣ Then I decided on a gameplan, I would apply to jobs currently open to not miss any deadlines. Once the plan was set, I could no longer procrastinate, cause I knew what I had to do. I went to Amir's resources and I went through 243 careers pages for game studios across the globe. Then I found some inner strength (aka "I can't move back to my parents' house") and went through every single relevant role on Hitmarker | Gaming Jobs, Work With Indies, Remote Game Jobs, and LinkedIn. I applied for the open ones straight away and logged them onto my tracker. I also identified a couple of companies to apply speculatively to, cause you never know. 5️⃣ 𝘖𝘯 𝘵𝘩𝘦 𝘧𝘪𝘧𝘪𝘵𝘩 𝘥𝘢𝘺 𝘰𝘧 𝘱𝘰𝘴𝘴𝘪𝘣𝘭𝘺 𝘣𝘦𝘪𝘯𝘨 𝘢𝘵 𝘳𝘪𝘴𝘬...🎵 I've set up every single job alert I could find. I also quickly checked Indeed, before remembering that's where jobs go to die, and then I left my computer and decided to re-watch House M.D. ➡️ Yay or Nay? Do you want me to keep you updated? ➡️ Also, are you hiring? Asking for a friend 👀 (I'm the friend) --- 📣 Follow #RethinkRecruitment and ring the 🔔 to read about: ⏩ https://entrylevel.games/ 🌟 Opinions are very much my own™️ #Layoffs #Redundancies #GameDev

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"Staffing agencies are bloodsucking." I always get these messages when I'm doing something very not predatory, like sending pictures of the stained glass I made to candidates. BUT, not all agencies are created the same, and if that is someone's experience, that is completely fair. It's a fun challenge when we get that feedback because we tend to be the agency that restores faith in our clients that there ARE great staffing partners out there that don't just have their own bottom line in mind. With your previous partnerships - What happened? Where did it go wrong? What could a new agency offer that would make you trust the process and that the resource is worth your while? (Besides, to peel back the curtain a bit, our structure is such that we AREN'T motivated to send you anyone but those that truly fit what you need.) If you have negative experience with previous agencies, let's talk. We can rebuild that trust and clean up the mess.

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RECRUITERS WITH NO BUDGETS: What are your favorite free and/or cheap recruiting tools that you've found useful when looking for candidates? I'm looking for email scrapers, mail merge tools, candidate discovery platforms, or AI tools that you've found success with. If I get enough information and traction on this, I promise to: a) do the research and test all of these out and b) share my findings and tips in an open, shareable google doc My goal is to help teach new founders and recruiters how to do this stuff when they may not have the means. RESHARES appreciated on this 🙌

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Is this a legit company? - should be your first thought when responding to a job posting or a message from a recruiter/sourcer who has reached out to you on LinkedIn. Please please please do your research on the company before you respond or apply. They may be totally legit. It may be a completely valid reach out. Maybe the studio is a small startup Indi studio and doesn't have all the bells and whistles of those larger studios. But they may also be slime attempting to defraud you, praying on your desperation for employment. Please be wise as a serpent and gentle as a dove in your job search. Federal Trade Commission, Job Scams: https://lnkd.in/g6s4GtDJ CNBC Job Scams Surged 118% in 2023: https://lnkd.in/g2AsTKKn 17 Common Job Scams and How To Protect Yourself https://lnkd.in/gaz2dAjW 20 Common Job Search Scams and How to Protect Yourself https://lnkd.in/gXQ8QEW7 #jobsearch #unemployed #frustrated #wisdom

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Agency Recruiter Tip - Following up with your recruiters...(hint a recruiters favorite thing to do is make an offer, followed with scheduling an interview) I've had this come up lately a lot and wanted to give a few tips and things to think about. I have submitted 1000's of people over the years and worked with many different types of hm's One thing is ALWAYS true. well almost.. The recruiter and candidate have a tremendously different sense of urgency than the HM and client manager. (a client manager is the recruiter in charge of handling the company and communication with that company and the recruiters working the job) Candidates REALLY want to know what's going on at all times. often I get a message a day from someone in process. Same with Recruiters. I have a few on my team that ask me multiple times a day on progress here's the thing I want to really drive home here. Even if I was a terrible sub par recruiter I would DEFINITELY always tell the recruiter and candidate if I had an update. It's my commission and livelihood too. Since I'm not a terrible recruiter and kind of annoying in general, I ask for updates as much as I think I can get away with. I had a client at the end of last year tell us on a conference call that I was her favorite and I thought she hated me because I ALWAYS feel like I'm bothering her for updates. So I must be hitting the top of the line of just being a slight nuisance. Its an art-form and also applicable to dating. You're welcome If you aren't hearing from your recruiter, they do not know anything GOOD. Chances are they don't know at all or it's bad news. here's the takeaway. Follow up as often as you think is necessary. If you have a recruiter that doesn't hate money, you will get the good news about that interview or offer seconds after they get it. If you're sending 2-3 emails/DM's without response, it's bad news. Move on. Bonus - If you're working with me i try to let people know to check in with me once a week on the off chance that I miss something, which I rarely do but it happens. I have a bunch of recruiters slacking me multiple times a day along with Amy and my candidates. I have an ATS and a spreadsheet to track progress and MOST of my clients are great about comms. Happy Friday. Expecting a good amount of offers today so I'm going to celebrate by sitting here and trying to get some new clients. Richie #recruiterlife

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Messaging a recruiter with "Hi, I’m open to new opportunities. Do you have anything that aligns?" is a recipe for being ghosted 👻 Help us help you. Before you send a DM, at the bare minimum, make sure to include: - The types of roles you’re looking for - Your location/remote preferences - A 1-2 sentence overview of your skills and experience - Your resume A recruiter isn’t going to do all the heavy lifting for you. Taking these steps will significantly increase your chances of getting a response and finding the right opportunity. #networking #jobseekers #jobsearch #networkingtip

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

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Talent Acquisition need solutions. When you try and call or email a TA stakeholder and don't get anywhere, its because you are not offering the right solution to them. Marketing candidates is not a solution to TA, they often manage large candidate pipelines and busy managing them through their technology stacks. Think of the problems TA face: * Ensure enough representation and diversity is in the hiring funnel * Improve candidate experience for a stronger brand presence in the market * Managing peaks in hiring without affecting the candidate experience. * Management analytics and how to drive self improvement. These are just some of the typical problems talent acquisition encounter day to day, are you sales messages focused to deliver solutions to some of these problems? Don't use outdated sales messaging focused on a single candidate. Dm me to learn new approaches.

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