Mary Kypreos

🌟 Pro Tip for Clients: Working with a Recruiting Partner 🌟 Ready to streamline your hiring process and find top talent? Here's a tip from Zing Recruiting: Collaborating with a recruiting partner can be a game-changer for your hiring needs! 💼✨ By providing clear job descriptions, timely feedback, and open communication, you empower your recruiting partner to find the perfect candidates for your team. Don't forget to have a timeline to fill. Set the expectation based on your priority roles to keep things running smoothly. Remember, your recruiting partner is here to support you every step of the way, from providing you data on salary insights, supply & demand and sourcing candidates to facilitating interviews and beyond. Together, we'll build a strong team that drives your business forward! Let's make hiring a breeze! 💫 #RecruitmentTips #HiringSuccess #ZingRecruiting #Teamwork

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🌟 Pro Tip for Clients: Working with a Recruiting Partner 🌟 Ready to streamline your hiring process and find top talent? Here's a tip from Zing Recruiting: Collaborating with a recruiting partner can be a game-changer for your hiring needs! 💼✨ By providing clear job descriptions, timely feedback, and open communication, you empower your recruiting partner to find the perfect candidates for your team. Don't forget to have a timeline to fill. Set the expectation based on your priority roles to keep things running smoothly. Remember, your recruiting partner is here to support you every step of the way, from providing you data on salary insights, supply & demand and sourcing candidates to facilitating interviews and beyond. Together, we'll build a strong team that drives your business forward! Let's make hiring a breeze! 💫 #RecruitmentTips #HiringSuccess #ZingRecruiting #Teamwork

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There are some good ones in here! Dig in!

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Many recruiters fail to leverage automation effectively. However, by using the CATT method - Craft, Automate, Test, and Templatize - you can significantly enhance your email and LinkedIn response rates. The CATT method involves four key steps: 1. Craft your message sequence and draft your entire campaign 2. Automate it using your CRM 3. Test various approaches, such as A/B testing messages and/or audiences 4. Templatize the most successful messages within your CRM for reuse By examining your results and curating your templates, you can continually refine your messaging and launch future campaigns in minutes, not hours. This process allows you to narrow in on what works well and improve your reach as a recruiter. If you're an agency recruiter considering going independent and want to learn more about leveraging the CATT method, set up a call with me to discuss how our Associates are achieving success with this approach.

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Contingent recruiting is high risk, high reward. To maximize your odds of success, you generally want to work with a higher volume of hiring companies and/or roles. Ideally, some roles will overlap so if you source a candidate for one team, you can also introduce them to multiple others. The single best place you can find yourself is with multiple competing offers, all from your companies, and you know you're going to make a placement and earn a 20-25% fee. This is ideal for the contingent recruiter AND ideal for the candidate, as a single recruiter was the portal to multiple teams and offers. There's nothing wrong with this. The majority of my income has come from contingent placements and I know excellent recruiters who make multiples of what I do. But this is increasingly my least favorite recruiting arrangement. It's inherently higher volume, higher stress, and I don't love the idea of competing with my own clients. Contingency is, by default, candidate-focused, as the best contingency recruiters have multiple hiring teams/roles available, at no cost, to a candidate. But it's the client who pays the success fee. So while I am adamant on providing a great candidate experience, I'm even more concerned with providing an excellent service to a paying client. Over the last couple of years, I've had the chance to work on container searches, retained searches, and embedded internal recruiter roles. I've made the most hires, by a long shot, as a contract internal recruiter. Fees were much lower but consistent and the work is super meaningful. I made the most money, in the shortest period of time, on container searches. I filled four high level roles in under 8 weeks and have a 100% success rate. I'm eager to explore more retained search work. Non-executive, maybe staff/principal SWEs and Engineering Mgr/Dir. Through my container and internal work, I've proven I can fill almost any role in 4-6 weeks, given the right structure and focus. Contingency has meant filling maybe 20-25% of the roles I'm working on at any given time. That's a 75% - 80% failure rate and a LOT of wasted time and effort. Startup founders: it is possible to know when you're going to make that next key hire, and where they're going to come from. But that's least likely on a contingent search basis. Consider finding a single trusted partner. There is one scenario in which I LOVE contingent roles. More on that soon.

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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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What are the top 5 things we do at Benefex that helps our TA team move fast? 🚀💨📈 Without compromising on quality or experience!! Since October 2023, Average Time to Hire = 15 days / Average Time to Fill = 31 days. (This is a team of 2 TA, filling ~20 roles per month on average.) 1️⃣ Alignment call with the hiring team ✅ We do not go live with a role until TA and the Hiring Team have aligned. This allows us to be clear on...selling the role, core requirements, interview process, commitment & expectations from both sides. ☝ THIS STAGE IS ESSENTIAL. 2️⃣ Clear, consistent hiring process 🔁 We have a hiring blueprint that we apply to ALL roles. TA, interviewers and hiring managers are clear on their roles, each interview stage and the scoring system. 3️⃣ Removing any HM review points ⛔ Hiring managers DO NOT review CV's, TA are trusted to screen and interviews are booked in for interviews. Candidates progress based on our scoring system, not waiting for green lights from the HM. 4️⃣ 24 hour feedback rule ⏳ Every interviewer needs to input their feedback in the system within 24 hours. 5️⃣ Automation and templates 🤖 Anything in the process being done more than once needs to have a template or trigger set up. What do other great things do TA peeps do to make sure their processes are fast and efficient? (Without compromising on quality and experience). #talentacquisition #candidateexperience #hiringprocess #hiring #recruitment

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🔹 Industry Moves: - Indeed's layoffs 😟 - ZipRecruiter's financial woes call for new leadership! 🔄 🔹 New Developments: - Eightfold introduces #Talent Tracking but faces criticism for rapid expansion and loss of focus. 📉 - Stack Overflow and Indeed go Back to the Future 🔹 Controversial Topics: - #Alabama bans lab-grown meat. Is innovation under threat? 🚫🥩 - Jerry Seinfeld wows with a commencement speech! 🎓 🔹 Odd Bits: - The curious case of Twitter/X's perplexing #job recommendations. - The Portal Project stirs up a mix of controversy between New York and Dublin. 🌐 🔹 Lighter Note: - A humorous confusion between boobies and potatoes courtesy of an OnlyFans model. 😂 👉 Tune in for insights, critiques, and a bit of humor. Don't miss out! #Podcast #TechNews #IndustryInsights https://lnkd.in/dQWcYGdg

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The best talent leaders strike a balance between being “people people” and goal-oriented systems thinkers: --> They view hiring as an engine that should be repeatable, predictable and scalable --> They care about data -> “what you can’t measure you can’t manage” --> They demand clear TA success metrics from the C-suite --> They translate their goals into clear, measurable KPIs for the TA org --> They build rapport, influence and respect w/ peer leaders of other depts --> They operate with conviction and clarity --> They do whatever it takes to close the best talent (help close, call in favors from the CEO, whatever. it. takes.) Strong TA leaders are both empaths *and* great business minds who can execute on the strategic goals of the CEO in a systematic fashion.

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In the past 18 months alone, over 200 Staffing Firms have asked me how to get started with a Mobile Staffing Platform strategy. The problem they keep running into?  Most think its an all or nothing approach.  They think that day one, they need to have a tool that covers the entire candidate & client experience from start to finish. They think if they can't do it all at the same, they can't even get started.  What a shame! Instead of taking the first step, they go back to the same old things that every agency is doing.  Get client. Post job on Indeed. Coble together 6 different tools to integrate with their antiquated ATS, and keep fighting the same fight they've fought for the past 20 years.  Innovation be damned! You can almost hear the sighs from their scores of unimpressed clients and candidates...  Of course there is a better way.  It does NOT have to be all or nothing.  In fact, its much better for your internal team, your candidates, and your clients, if you start with a single step, and improve as you go over time.  I call it the '5 Steps to Mobile Staffing Success'.  Its a deliberate framework by which ANY Staffing Agency (large or small) can get started with a mobile staffing strategy.  Start with Step 1.  Learn. Iterate. Improve.  As you learn the ins and outs of how to best leverage the first step, you'll naturally know when its time to introduce Step 2, Step 3, and so on..  What are the 5 Steps you ask? I'll be posting more about them in the coming days, as each deserves their own post. Here is a high level summary: Step 1 - Mobilize your Talent Funnel Step 2 - Mobilize Onboarding Step 3 - Mobilize Deployment / Scheduling Step 4 - Mobilize Time & Attendance Step 5 - Mobilize Payroll & Billing As with anything worth doing, the journey to Platform Staffing can be a long one.  But you don't have to have it all figured out on day 1.  The most important thing is to get started.  To take the first step.  💪 By doing so, you'll already be one step ahead of all the other firms who are still stuck, waiting to get started.  --- Enjoy this? ♻  Repost it to your network and Follow Bryan Wilson for more.  If you're interested in learning more about the 5 Steps to Mobile Staffing Success, I'll post a link to our Free eBook in the comments below.  👇 Or feel free to shoot me a DM and I'll send it to you personally.   #mobilutionize #staffing #SPaaS

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🎉 🎉 Early-Stage SaaS Companies and Their Critical Early Hires 🎉 🎉 Navigating the hiring process as an early-stage startup can be daunting. How do you structure interviews❓ What qualities should you prioritize❓Where do you even begin❓ Our latest guide delivers 10 essential strategies tailored to the unique needs of SaaS startups. Discover how to: 🥁 🥁 🥁 🥁 🥁 🥁 ⭐ Define the ideal candidate for your startup’s stage and goals. ⭐ Craft interview questions that go beyond resumes to uncover true potential. ⭐ Spot red flags early and identify cultural fit without bias. ⭐ Hiring the right people can make or break your startup’s success. Let this guide be your roadmap to building a high-performing, aligned team. https://lnkd.in/g5nipsrH #hiring #GTM #interviewing #scalingsales

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What every Temp Staffing Firm Ought to know about IndeedFlex... ⚠ USA TODAY ran a paid story from Indeed last Friday. Front and center in the article is a video from Indeed Flex's CEO, Novo Constare.  If you own or work in a temporary staffing agency of any kind, you should drop what you are doing and read it now. (I'll add the link in the comments) If it isn't already clear to you, INDEED IS YOUR DIRECT COMPETITOR. They aren't even pretending not to be.  Watch the video! I don't blame them... The market for temporary staff is growing tremendously in the form of Gig Platforms, and Indeed wants their piece of the pie.  📈 As they point out, businesses who's success depends on using agency staff, face 3 key challenges (see the video for the list) They go on to outline the tools that Indeed can bring to an organization to solve those challenges. Hint: it involves cutting your agency out of the equation Pay close attention to their mobile first approach.  As Indeed already knows, over 70% of all job searches are via mobile devices. For Temporary workers, my guess is that its closer to 90% or more.  So did Indeed build a better website to advertise their new Temp Staffing Agency?  Did they buy an SMS service to send better blasts? Of course not.  They developed a mobile platform. They call it IndeedFlex. They developed something as close to an "Uber like" experience that they could for both the clients and workers they want to work with.  Why?  Because this is where staffing is going. This is where staffing has GONE.  This is how a mobile workforce wants to interact with work. Most Staffing Firms will catch on eventually...  But just like other game changing technologies before it, the early adopters are going to reap the largest rewards. They already are. The question is how long is it going to take for your firm to get started? ---- If you could build your very OWN IndeedFlex and sell it to your clients, would you?  🤔 Let me know in the comments below 👇 #mobilutionizestaffing #platformstaffing #SPaaS

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We're hiring at Quantum! 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠 $5,000 𝐑𝐞𝐟𝐞𝐫𝐫𝐚𝐥 𝐁𝐨𝐧𝐮𝐬 for anyone who connects me with someone we hire (NO Placement Guarantees/WAIT - immediate cash payout). 𝐏𝐫𝐢𝐧𝐜𝐢𝐩𝐚𝐥 𝐓𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫 (𝐎𝐓𝐄: $250-400𝐤)  𝐃𝐢𝐫𝐞𝐜𝐭𝐨𝐫 𝐨𝐟 𝐓𝐞𝐜𝐡 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 (𝐎𝐓𝐄: $500-1𝐌) 𝐖𝐡𝐚𝐭 𝐰𝐞'𝐫𝐞 𝐥𝐨𝐨𝐤𝐢𝐧𝐠 𝐟𝐨𝐫: - Background: Top 5% Agency Technical Recruiter ($500-1M+ billings) / Top Recruiter @ Tier 1 VC Backed startups with a burning desire for more impact, growth and financial upside  - Depth in software engineering recruiting for complex products (bonus if you're adept in AI / ML) - Mamba Mentality: People who are obsessed with their crafts & refuse to accept the status quo - Team-First: You aim to be the best AND elevate everyone around you. 𝐖𝐡𝐲 𝐐𝐮𝐚𝐧𝐭𝐮𝐦: - Best client portfolio in the industry: We partner with 70% of the Tier 1 VC's and are concurrently building 100+ of the world's best AI startups — insane opportunity to work directly with incredible CEOs and drive huge impact. - Career & Financial opportunity: Top % commission upside, hyper fast career growth based on results, & ability to work directly with top CEOs & build a name for yourself in the venture ecosystem [ Top earners @ $500k-1.5M ]  - Disrupt an industry: We don't just place people, we build entire companies. We're the first firm to commercialize an end-to-end service partnering with founders from Seed - IPO. Completed 50+ placements for a number of startups. - .01% Team & Culture: Work & learn the best partners & recruiters in our industry. Insanely passionate, high energy & mission driven team that loves to win & celebrate together If this sounds like you, please shoot me a DM and lets connect.

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Is it me, or is sourcing the most underappreciated function in Talent Acquisition? 🚀 In recruiting, sourcing is crucial, not optional. It's not just about profiles—it's market insights, strategy, creativity, and more. It is about leverage data to identify top channels, build talent pools, strengthen employer branding, utilize AI tools, and collaborate closely with hiring managers. Are we truly appreciating sourcing's depth? 🤔

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"I cut the agency spend by 90%..." Six months later - layoff the entire recruiting team.👇 Well done 🤷‍♂️😢 Should you rely solely on an agency for your recruiting? Probably not. However, building a massive internal team only to cut them when growth stagnates doesn't make sense either. The best TA and HR leaders know that a core team, augmented by a strong agency partnership (specialized), can deliver optimal results without the need for drastic cuts when the market shifts. Agencies need to evolve too. If all you offer is a contingent recruiting service with hefty fees, you're going to become increasingly irrelevant. Sure, it can be part of your business, but diversifying your services is crucial for scalability. That's why at ttg, we continuously expand our offerings. Our latest addition is nearshoring from (Medellin Colombia), saving companies up to 60% in direct costs without compromising in quality, making your business more competitive and profitable. We will provide ready-to-deploy, trained bilingual professionals who can adapt to any industry at your own satellite office. Our clients will access relevant top talent, for one low monthly fee per employee (ALL IN), that will compliment your existing internal team. Traditional firm: "We can fill one role at a time for a 20-35% fee" - "If it’s not broken, don’t fix it." ttg Talent Solutions: "Tell us your needs and the scope of work, and we’ll customize a solution to make sure we refuel your strategy." 🌟Contingency search 🌟Retained search 🌟Executive search 🌟Nearshoring Services (One low monthly fee per employee - ALL IN) 🌟Full desk embedded recruiting resources 🌟Managed Services Provider (MSP) 🌟Recruitment Process Outsourcing (RPO) 🌟ttg Specializations: Technology, Finance/Accounting, Adm. Support, Marketing/Creative, Sales, Healthcare, Legal, Manufacturing, Supply Chain/Logistics, Financial Services, Pharma, Biotech, Biologics I'm proud of representing a company that focuses on solving problems, not just "filling and billing." We are not looking to make a quick buck, but, aspiring for long-term mutual & genuine partnership with people/companies. Follow me for new job opportunities, staffing, recruitment & nearshoring solutions for companies, career advice and genuine motivation. ❤️ Always here to help regardless! Contact me at 786-796-5157 or [email protected] for any inquiries. #Lazthejobguy #JobOpportunities #jobsearch #recruiterlife #helpingothers #whatinspiresyou #letsconnect #Staffing #Jobs #innovation #Networking #OPT #Inspiration #humanresources #technology #leadership #hiringmanagers #Adelante #Respect #helpingcompanies #makingadifference Leo GuevaraCharlie CubillasDouglas DiazLuis GuardaminoAdrian GuevaraLaura Cáceres GiraldoCarolina Maya PalacioPaula StevensChristopher Columbus High SchoolMarc Weinstein, Ph.D.FIU AlumniNova Southeastern University Alumni AssociationVeronica Miranda, M.S-HRM LawLizabel DelgadoLuana Ritzert-RiveraAna I.

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