Matthew Southards

Weave not only has a new & sleek interface of their product, but new swag for all of their employees to go along with it! 💪🏼🔥 NWX (New Weave Experience) is the not the first - or last - of many improvements Weave has made to their product. The team here consistently comes up with ways to make Weave better - from the product to the customer journey as a whole. It’s truly amazing to see & be a part of! If you want to see the new interface - feel free to see my last post if navigate over to Weave ‘s page to see it as well! #GetWeave #domorewithWeave

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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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Calling all Marketing Leaders! Message me to learn more.

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Retention, retention, retention. It's a weighty word in the recruiting world. It's counterpart, candidate attraction, gets quite a lot more buzz in the media due to the market conditions we've been experiencing over the past few years. Everyone is still scrambling for people to fill positions that continue to remain open. But what about the employees you already have with you? What are you doing to ensure their long-term investment in your operations? One of the most impactful practices we've found in bringing more value to the job is implementing one-on-ones between associates and team leads or managers. It could be weekly, bi-weekly, or monthly, whatever makes sense for your specific business. These scheduled touches seem benign but they can have a major effect on an employee's sense of belonging to your company. Taking the few minutes to review strengths, areas of improvement, goals, and personal obstacles will give your associates a feeling of connection that everyone craves at their job. It won't cost you a dime, either! What are some of your most successful practices in retaining your workforce? #OneOnOneMeetingBenefits #ManufacturingIndustry #EmployeeRetention #LetsMakeThemHappy

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Recently I made a difficult decision in regards to my career (and work/life/everything). I made the choice to step back from my impactful role with Ketryx, an impressive product with a growing team of amazing people. While an incredibly difficult choice to make, I know it was the right one. Why did I walk away from what felt like such an aligned role with an amazing company?! How could I do this while so many are dealing with layoffs? How will I pay my bills?’ 😩 I chose to prioritize my health, both mental and physical. I chose to prioritize family. I still don’t know if I did the “right” thing. I’ve never believed in ‘sacrificing’ yourself or your life for your career (and I also recognize that means different things for different people). I knew I needed to hold myself to those beliefs and also take care of myself. (No one wants me to say it out loud but I just do not believe in the 40hr work week🙈) I also knew what I could give right now is not what the company was wanting, someone who could give regular overtime and be more physically present. I want them to succeed - which means I stepped out. As a: neurodivergent, anxious, depressed, immigrant with physical ailments (and dealing with a lot of personal & family things) that means I need: 🙆‍♀️Complete flexibility. If my pain is high, I need that day off. If I’m super productive one day and not the next, that needs to work with my team. 📝Everyone, from C-Level to interns need to be on board with and truly adopt asynchronous communication. 🥑An actual 20-30hr workload. This is so uncommon for non intern roles but so many of us need this! (And an understanding of what that workload looks like) My physical body pain increases with higher workloads due to movement patterns and restrictions and I need the time for PT, exercise, etc. Why am I sharing this? Well I think these topics are incredibly important for people to discuss! We need to know we aren’t alone in these struggles. Also, this means I’m back to looking for work. I truly need something that matches the above needs. I have extensive knowledge and experience, am happy to do fractional work or consulting, and have a love of people, procedures, policy, pedagogy and planning ;)

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Let’s talk interviews – they’re the heart of hiring, right? But as companies grow, going from one-on-one chats to a bigger hiring game? It’s tough! Early on, founders dig into interviews, making sure each new face fits the team vibe. But as teams expand, keeping things fair, squashing bias, and making candidates feel great? It gets tricky. That’s where JobTwine jumps in – an #AI-powered buddy here to shake up how you hire. With JobTwine, interviews run smoother, bias gets kicked to the curb, and your hires? They’re top-notch. Check out our video to see JobTwine in action! Calling all #founders and #HR pros who want to level up their hiring game – let’s chat! #Interviews #Hiring #AI #JobTwine #EasyPeasyHiring

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🚀 Lately, I’ve been seeing a flood of TA hires on my feed – let’s go! 💪 With 2025 around the corner, everyone’s talking about recruiting trends and predictions. 🔮 I’ve got a few ideas of my own, but I’d love to hear from my TA crew! What trends do you see coming, or what would you love to see next year? Drop your thoughts below and let’s make some noise! 👇 #TalentAcquisition #HiringTrends #Recruiting2025 

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With the market the way it is, it is no surprise that we are seeing an uptick in recruiter ghosting. I see ghosting as a symptom of disorganization, poor training, and an overwhelming number of applicants. Check out my post on how to reduce ghosting in your process. For my recruiters and recruitment leaders out there, what other tactics have you used to help you and your team reduce bad candidate experiences while sometimes getting thousands of applicants in just a few days? https://lnkd.in/eME4kCWw

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My Tips with TA debut 🤩 LinkedIn is a public extension of your resume, you want to make sure it's up to date and representative of you and your expertise. Listen below for some quick tips to ensure you're putting your best foot forward. I'll be creating another piece of content in Q3 and already have the suggestion box open 👀

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✨ My 5 months of Funemployment is over ✨ The truth is it wasn't all that fun. 2024 is a tough market to be unemployed. Sometimes you go through long periods of SILENCE waiting for responses and any kind of communication. I tracked my application submittals & referral opportunities on a spreadsheet. I'm at line 651. I networked and applied to jobs on a daily basis. Oftentimes with no response. For every open position there are a lot of applicants. That's assuming the job is real and they are actively hiring for it. The interview process is very competitive with everyone on the market (often through no choice of their own). There are typically many rounds of interviews where you have to be patient throughout the process waiting for any feedback and/or next steps. Don't even get me started on applying for jobs using Workday, ADP, Paylocity or Taleo. *shudders* Shout out to Lever, Greenhouse Software and Ashby for providing simple, quick and straightforward application processes. With that said I interviewed with some fantastic companies. Nothing but love and appreciation for those that considered me as their next recruiter. 🙏 I'd like to thank some people in my network that supported me, offered advice, referred me or just offered some encouraging words during a tough time. 🙏 〰 Hayli Thornhill (amazing recruiter running her own recruiting business - Shipped Talent. Highly recommend her for recruiting help) 〰 Diane (Nikki) Woodworth 〰 Jason Rice 〰 Michael Hinrichsen 〰 Quinn Wigington MBA 〰 Chris Lee 〰 Vanu Pilimai 〰 Weidong (Dan) Liang 〰 Judy Soto 〰 Cade Garrett 〰 Brennan Biddle 〰 Erik Santos 〰 Peter Ludden 〰 Maksym Bychkov 〰 Tyler Bonilla 〰 Kevin Pursel 〰 Kyle Lake 〰 Kiran Thumma 〰 Alyssa Rhoda 〰 Aryah Fard 〰 Kristin Thompson 〰 Sandeep Niwas 〰 Rob Jones 〰 Winnie L. 〰 dallas sobotka If I missed you please accept my apology. Appreciate all the help, advice and support! I'm excited to start my next recruiting adventure. Update incoming 🚀 https://lnkd.in/gzy8WFHa

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_Turn this comment into a post_ - okay LinkedIn, done ✅ 1️⃣ The trend is obviously to shorter and direct interviews, test cases are helpful for specific roles but not for all of them. The good tone is to pay for homework, especially if it's commercial grade (here is the real life situation, please prepare a solution). 2️⃣ Reference checks.. guys have you ever gotten a bad reference? Not to mention that it's an outdated practice, I'm good at assessing on my own and don't need ex's memories (you also 99% time don't know them, so how can you trust their judgment?). 3️⃣ One bad hire can kill a startup - to be honest it can't, but the bad decisions will. A person can steer a startup to failure only if senior management 'agrees on a plan'. My advice after hundreds of hires and X more interviews, to mentally prepare that up to 5% of your hires may not work out. If the percent is bigger, the interviewing process may not be that good. To the date, there are no solutions which predict with 100% accuracy. Do you agree or disagree?

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if i had $1 for every time I heard or saw the phrase "powered by AI," I'd probably be swimming in a fat stack of cash a la Scrooge McDuck. tell me you get the reference... it was WILD at #HRTech2024, literally every solution had AI stamped on it, to the point where it became a running joke among attendees. don't get me wrong, AI is amazing, I use it daily to help me scale as an enablement team of 1, but it was a great reminder that not everything needs to jump on the AI bandwagon. here’s the kicker: sellers and buyers need to ask themselves, “So what?” What does the AI actually do, and why should I care? simply having AI isn’t enough—you’ve got to connect the dots and show how it solves a real problem. That’s where the magic happens! stick with me this week as I continue to share some takeaways from the conference!

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We've all been there, waiting to hear about the next steps in a recruiting process after our first interview with a hiring manager or recruiter... but sometimes it's a waiting game. What happens when a company sets those expectations upfront? Imagine how amazing that candidate experience would be! Setting clear expectations and meeting them can transform your candidate experience! It's simple, obvious, and super effective. Happy candidates = better hires. 😊✨ #RecruitingTips #CandidateExperience #Hiring #JobSearch #HR #SimpleHacks

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I’ve recently heard of folks again being required by their employers to sign noncompete agreements, even though these types of agreements were banned nationwide by the FTC earlier this year (2024). Have employers found a way around the ban? Are employers not concerned with the ban? What’s going on? If you’re an employer still using these agreements, someone who is well-informed about their intricacies, or an employee currently struggling with whether or not to sign one, let’s discuss! Share your thoughts, experiences, and questions in the comments below. If you prefer to remain anonymous, feel free to DM me, and I’ll share your comment without revealing your identity. Let’s get this conversation started and shed some light on this important issue! To be clear, I’m not an attorney and am not offering or providing legal advice of any kind. You can learn more from the FTC here: https://lnkd.in/e-XZ6ARP

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In honor of Election Day, let me share "my vote" on things I feel passionate about in our recruiting world at Betts ~ Tech Stack edition ~ 🌟 Ashby is by far the best ATS when partnering with an Agency! Visibility into candidate feedback AND scheduling. Super easy to use. See candidates by stage. See email correspondance. So this is love... 📱 Dialpad I miss you! Your texting & calling never failed us like another tool we use... 📅 Calendly links are a game changer when scheduling interviews. You can add more than one person to the invite, there's a rescheduling link if needed, and you don't have to bug the hiring manager for their availability. (Alternatively, give recruiter(s) recurring interview blocks to throw interviews on your calendar.) And non Tech Stack related... 🏃‍♂️🏃‍♀️We all know time kills deals. If you're not responding to candidate introductions in less than 24 hours, 1) this isn't a priority 2) you're going to lose the candidate 3) you're wasting precious time. The sooner you get a 🍑 in seat, the sooner you can get that 💸 It's the end of the year. 1️⃣ 6️⃣ SIXTEEN 1️⃣ 6️⃣ business days left until Thanksgiving. If they're not in process starting this week, you ain't getting that offer signed before Thanksgiving. I said what I said 🤷🏻‍♀️

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𝗦𝗲𝗮𝗿𝗰𝗵𝗶𝗻𝗴 𝗳𝗼𝗿 𝗮 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗶𝗻𝗴 & 𝗿𝗲𝘄𝗮𝗿𝗱𝗶𝗻𝗴 𝗰𝗮𝗿𝗲𝗲𝗿 𝗶𝗻 𝘁𝗲𝗰𝗵? Molly Kreis, Senior Director of Talent at NWN Carousel shares with VentureFizz details on how to land a job at the company including: 📍What NWN Carousel looks for in a candidate 📍 How to stand out during the interview process 📍Why NWN Carousel should be on a job seeker's radar! 𝗖𝗹𝗶𝗰𝗸 𝗛𝗲𝗿𝗲 https://okt.to/O59Rd8

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Interesting article. As someone who lives in Ohio but works for a California-based company I am always interested in the widening gap between California HR requirements and the rest of the nation (But not you NYC-You are a world of your own lol!) Once again thanks to SHRM for a good explanation of a complex topic.

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Random Recruiting "Hacks" that help make me Exceptional: (that you can use!) 1) Be Honest. Be Transparent. 2) When in doubt -- pick up the damn phone 3) As Recruiters, we have 2 clients: Hiring Managers and Candidates. 4) Manage your calendar so that it can manage your day.

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