Lucy Su 🙋

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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Letting a candidate know they aren’t moving forward is not a fun conversation… but there are ways to make it positive. Aside from feedback for continuous improvement, providing more context to what happened in the process is super helpful. I recently released a few candidates for a design engineer role. 330+ candidates did not make a screening call with me. 11 made it to a screening call and only 7 progressed into further stages. The candidates that learned how far they actually got left with a sense of gratitude and accomplishment even without a job offer. #interviewing #recruitment #TAtips

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Are you a candidate sending InMails? Don't do this... "Hi, I'm FirstName_LastName. I'm interested in your open role. I'm a TITLE and I'm interested in the Job_Title you posted. Please see my resume below. I'd love to apply." Recruiters and Hiring Managers see these messages all the time. And guess what - we (for the most part) DELETE them. Why? 1. You took more than you gave...you said "I" or "me" too much. You asked for a favor without giving anything in return. 2. We know nothing of you other than your title...who knows if anyone's opening the attachment anyways. 3. The Hiring Manager isn't going to refer this person anywhere other than to the application page. 4. You didn't show any value or hook. 5. You're just one of 25 other similar messages and didn't stand out. 6. You showed no real interest or understanding of that person or the company. Try: 1. Limit how many times you say "I" and "me" 2. Provide a value statement. How are you set apart? What have you accomplished that would warrant a conversation ASAP relevant to that position? 3. Share a commonality between you + the company + the contact. Something that says "I see you as a human, respect your time, and can contribute to you positively". No one will say it, but people like a little ego stroke. 4. Leave your resume OFF the first message and update your LinkedIn. 5. Don't make it about the position. Make it about people. Either make it about understanding their pain points and how you can help solve for it. OR seek a referral connection who may be a better fit. This method will improve response rates, earn you more credibility, and cause you to stand out in this market.

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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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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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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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Flashback to Sept 2023 in Hawaii. I'm walking on stage to accept a Founders Club award at Jobot for billing $1,032,000 in 2022. Sadly, last week was my last week at Jobot. Let me start by saying I'll always be grateful for the EPIC experience I had there. It was an amazing ride with a ton of incredible people. No hard feelings at all. So what happened? Well, my billing numbers fell off a cliff. 2018: $168,000 2019: $480,400 2020: $373,200 2021: $374,200 2022: $1,032,000 2023: $426,100 So far in 2024 I've only billed $28k 📉 Why? Here are all the possible reasons I can think of... - Down tech market? - Layoffs? - Burn out? - Resentment over changes in company policy? - Lost motivation? - Spent too much time posting content? - Regime changes at big customers? - Ineffective email sequences/campaigns? - Not enough cold calls? - Too stubborn to pivot industries? - Req snobbery? - Senioritis? - Negative mindset? - Poisoned by doom scrolling? - Fear of a pending AI takeover? - Self sabotage? I think it was a mix of all the above. TMI? Maybe, but I don't think I'm the only one suffering from these ailments. Thousands of recruiters are experiencing these. Strangely enough, I saw this day coming a year ago. I felt it. I kinda knew it was coming. But is that why it happened? Not sure, but I'm at peace with it and looking forward to a new chapter. A fresh start. A new challenge. So what's next? I'm exploring a number of options. For now, the Imperial Security Bureau Podcast will live on. There are several more interviews lined up. 🤘 Now that I'm a free agent, let me know if I can be of service. Stay tuned for the next adventure! #opentowork

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Many engineers are often taken aback when we start a call without reading bullet points from a job description. Instead, we dive straight into understanding who they are and what they aspire to achieve. As recruiters in the semiconductor industry, we understand that finding the right candidate goes beyond just evaluating skills and experience. By taking the time to understand aspirations and long-term goals, we can identify individuals who aren't just technically skilled, but also genuinely passionate about the work and committed to a long-term fit with the company!

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🚀 Free Resume Review Alert! 🚀 Looking to level up your job search? 🎯 I’m offering FREE resume reviews to help you stand out from the crowd! Just send your resume to [email protected], and let’s get you on the path to landing that dream job! 💼✨ #ResumeRefresh #CareerBoost #RockMyResume #JobSearchSuccess

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𝐃𝐄𝐔𝐂𝐄𝐒 to all the negative stereotypes about recruiters! Contrary to what people may believe, there's still a lot of great recruiters out here. 📌Order your "I Don't Ghost Candidates" tee today: https://lnkd.in/gXbWmKFm With your purchase, you're not just getting a stylish tee; you're joining a community of recruiters dedicated to advocating for candidates and creating exceptional experiences! #recruiters #recruiterlife #hr

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My current #OpentoWork Resume Promotion - is to help as many people as I can who are not working - find employment. ☎️ Reach out and see how I can help you! November is almost here; feel confident with your new resume and updated LinkedIn profile. Start interviewing more and find employment this month 🚀🚀 📣 You must be #OpentoWork - not working right now to receive this promotion. You will also receive a free coaching call. I will post your profile to my vast network to help you find employment. Let’s go #OpentoWork - take action, and let’s get you noticed and hired 🌟🌟 #OpentoWork #ResumeRefresher #LinkedIn #EmploymentCanada #Ontario #USA #Canada

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Recruiters, you do NOT need same day answers when you roll out an offer. You spent 6+ weeks interviewing a candidate. You spent 3-6 months on hiring for a great candidate. You spent 10+ hours/week intervewing. You spent countless hours communicating and negotiating and closing the candidate. You told the candidate that THEY are valuable to the company and the company cares about it's employees. Do NOT tell them they have less than 24 hours, or worse by end of business, to accept the job. This is inconsiderate and a poor reflection on you and the company. They have also spent hundreds of hours having conversations, researching, interviewing, being ghosted, etc…They have other interview processes with possibly more competitive offers. It's a HUGE decision! If you’re the right fit they’ll choose you.

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Looking for a job and earning over $100k a year? Considering a job in another state? 🌎💼Don't "demand" your current salary when looking for a new job in another state. If you earn between $70,606 and $360,659 in California, your state tax is 9.30%. However, in Nevada, Tennessee, Alaska, or other no state tax states, you don't pay a state tax at all. 🤔 Before "insisting" on a lateral salary move, consider this: Thinking you have to earn exactly what you're making today when considering a job in another state may not be the best approach. 💡 Remember to know your state tax rate and the cost of living differences between where you are and where you may want to go. 📊✨ #JobSearch #SalaryNegotiation #CareerAdvice #StateTax #CostOfLiving #JobOpportunities

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Unleashing Excellence in Talent Acquisition With nearly 30 years as a practicing recruiter, I have navigated a landscape rich with both heartache and triumph. My journey has been marked by countless experiences that have shaped my expertise and honed my skills in the art and craft of recruitment. From running recruitment at corporate and agency levels to architecting Applicant Tracking Systems and evangelizing LinkedIn and social media, each challenge has transformed into an opportunity to build a legacy of impactful placements and meaningful connections. Introducing "A Rewarding Career in Talent Acquisition" I'm thrilled to announce the launch of my latest course, "A Rewarding Career in Talent Acquisition." This simple yet profound program is designed to relay the essence of my experiences, helping aspirants make informed career choices and enabling practitioners to implement systems for Recruiting Excellence. What You Will Learn For Aspirants: - The long-term impact of choosing the wrong career - The cost associated with incorrect career decisions - The role of proper induction in understanding professional requirements For Practitioners: - The organizational support required to excel as a recruiter - Insights into the principles of Fail-Safe Hiring Course Details: Format: Virtual and free Date & Time: 13th August(Tuesday) 7:30 PM to 10:00 PM Cost: Rs. 495/- for the book "Fail-Safe Hiring" (includes courier charges) To Register: https://lnkd.in/ggYSHEzb Special Offer: 5 free seats available through a poll contest this week. Polls have been posted from Monday to Wednesday, with the remaining two on Friday and Saturday. Winners will be announced on Sunday. Return on Investment (ROI) For Participants: - Enhanced Knowledge: Gain insights from decades of experience, helping you navigate your career or improve your recruiting practices. - Practical Tools: Access to the book "Fail-Safe Hiring," a comprehensive guide to accompany you throughout your recruiting journey. - Community Engagement: Participate in discussions and polls, gaining perspectives from peers and experts in the field. By joining this program, you invest in your professional growth and equip yourself with the knowledge and tools to excel in talent acquisition. #TalentAcquisition #CareerDevelopment #SkillGrowth #JobSatisfaction #CareerSuccess #ProfessionalGrowth

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Excellent excellent excellent advice to anyone starting out, early on or even a decade into your career.

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✨ Never lose sight of what you bring to the table. ✨ Your job title doesn’t define you, and you are worth far more than a line on your resume. Remember, confidence is your greatest tool—and with it, the sky is the limit! Stay positive, keep pushing forward, and believe in your journey. You’re closer than you think to achieving greatness. #StayConfident

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