Maybelle Zante

As we head into the holidays, a time that’s supposed to feel joyful and connected, I can’t help but think about the heavy reality so many are facing right now. Layoffs continue to dominate the news, leaving friends, colleagues, and loved ones in uncertainty. It’s easy to feel unsure of what to say or how to help—but that’s exactly why we need to push through the discomfort and check in. Even if it’s something simple like, “I’m thinking of you—how can I help?” It doesn’t have to be perfect. Send a job listing. Write a testimonial. Offer to listen. Just let them know you care. And please—don’t stop after one message. One of the hardest parts of being laid off isn’t just losing your job. It’s the silence. When the initial flurry of “I’m so sorry” messages fades, and people stop checking in—that’s when it can feel truly isolating. So today, and in the days ahead, let’s lean into our humanity. Take the time to reach out. Check in with your friends, your coworkers, even the ones who seem like they’ve got it all together. Especially them. A small gesture can mean so much. Who will you check in on today?

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Hey LinkedIn Friends, I wanted to take a moment to highlight an incredible professional in the Business Development space—Carl Stuerke. If you're in the Call Center industry and looking for someone to energize your team, drive revenue, and significantly improve customer engagement, Carl is your go-to expert. From team leadership to operations management, and sales strategy execution, Carl Stuerke has consistently demonstrated unparalleled skill and dedication. Especially for companies poised to scale, he brings a strategic approach that's tailor-made for growth. I've seen firsthand how his innovative strategies can transform customer interactions into profitable relationships all while enhancing the team's performance. With Carl leading business development efforts, the sky's truly the limit. So here's my shout out: if you're on the hunt for someone who can turn challenges into victories and has a proven track record in the industry, give Carl Stuerke the opportunity to show what he can do. Let's connect him with opportunities where his skills can shine! #BusinessDevelopment #Leadership #GrowthStrategy #CallCenterExcellence #TeamBuilding

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I'm honored to be hosting a Voray Dinner on June 4th in Redwood City. To engage and make the event appealing to as many TA leaders as possible, I figured I would try crowdsourcing some theme or discussion ideas! I was thinking something about transferable skills and how we can help other recruiters in the current market could be an insightful discussion. Any other ideas? What would you like to discuss? Previous events covered: ▪ Optimizing the recruiting process ▪ Understanding Talent Metrics ▪ Hiring without LinkedIn ▪ Mastering the Candidate Journey I will make notes and share the ideas that come from our discussions!

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When companies *openly* engage their employees in cutting costs and increasing revenue (w/o layoffs), there typically is a deluge of good ideas, hidden gems, low hanging fruit, invisible wastes, and hard to acknowledge, but ultimately important to face challenges. Which begs the question...why don't companies do this more often? Some ideas: - Leadership may not trust employees to contribute valuable ideas - Misalignment of goals between leadership and employees (principal-agent problem) - Employees may not feel safe sharing ideas if there isn’t psychological safety - Groupthink and confirmation bias - Short-term financial pressures. Incentive structures may reward short-term gains, making layoffs more appealing. - Sorting through numerous employee suggestions can feel overwhelming. But in many cases, there's an assumption that if these ideas haven’t already bubbled to the surface, or if people haven’t taken action, they simply don’t exist (or were not feasible, or something/someone was standing in the way). Paradoxically, if those ideas do emerge and lead to change, it could cast doubt on previous efforts, creating a reluctance to explore them in the first place.

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Hang in there my fellow #recruiters and #talentacquisition peers. Even in the few weeks that I've been searching I'm seeing more and more Technical and GTM individual contributor roles being posted or shared. If you're only scouring the "Jobs" section of LinkedIn you may be missing out on opportunities shared in your feed. BUT Technical and GTM recruiting picking up and Agencies are starting to build out new teams, these are generally the green shoots I've looked for in previous downturns. I'm also anticipating that, regardless of who wins, hiring should start to pick up after the election. This may not be the best of news for us looking for something immediately, but it could be a light at the end of the tunnel. I fully anticipate that as early as Q1 of 2025 we could see significant increase in recruiting activities. Good luck to those looking. For those of us that have been looking for an unfair amount of time please continue to push. It's getting better! Good luck everyone! As always THANK YOU to my #network: You've helped with finding positions that I've missed, networking connections, AND a few initial interviews!

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For my connections seeking a new role, here are some excellent tips

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Join me on Friday! Regardless of your age - you'll learn a few useful tips about the job search in 2024.

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Let’s talk about the “September Surge” – a potential game-changer for those impacted by recent layoffs and those seeking fresh opportunities. What is the September Surge? It’s the period when hiring spikes after the summer slowdown, and companies look to fill roles quickly before the year's end. How does it impact the job market? 📈 A 15-20% increase in job postings across various sectors 📞 More responsive hiring managers as they aim to close roles before Q4 🚀 Faster hiring processes with reduced time-to-hire In recent months, major companies like Google, Meta , Microsoft, and Amazon have laid off thousands of employees. For those affected, the September Surge presents a unique opportunity to get back into the job market with renewed energy. Here's how to capitalize on it: 🔗 Optimize Your LinkedIn: Ensure your profile highlights your most recent skills and achievements. Tools like Socialsonic can help you craft an influential presence on LinkedIn. 🤝 Network Aggressively: Attend industry events and reconnect with industry professionals and hiring managers. Building and leveraging your network is more crucial than ever during this time. 💡 Leverage AI in Your Job Search: Tools like Jobscan, Zety: Resume Builder & Career Website etc can help optimize your resume, analyze job descriptions, and find tailored job matches to increase your chances of success. 📚 Upskill: Use this time to learn new technologies, especially AI tools that are reshaping industries. Remember, the job market is cyclical. The September Surge is your chance to ride the wave of opportunity 😉 P.S. At Writesonic we’re actively seeking top talent in Marketing, SEO, Content, and Engineering. If you're passionate about making an impact, we’d love to hear from you! Check out our careers page and apply for exciting opportunities today: https://lnkd.in/gHtxrJ62 #SeptemberSurge #JobSearch #CareerAdvice #AIinRecruitment #HiringTrends #AIInHR

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We have made the difficult, but necessary decision to merge Feedonomics and BigCommerce under one parent brand to reach the next evolution of our journey. Unfortunately this restructure is paired with a reduction and some incredible individuals were impacted, including my own team that I care about deeply. If any of you are hiring, I can immediately connect you with the following. Please send me a message so I can share their information. - A People Operations Specialist who is a queen of automation and will make every meeting more fun. - A Sr HRBP who will help your organization mature and be the best trusted HR partner you could ask for. - A Controller who not only will right the ship on finance and accounting teams, but will be a core part of your culture.  - Several Operations and Sales leaders who lead with heart and are admired by their peers. - Customer Success Managers who create connections way deeper than bottom line conversations. - Guided Trainers and Technical Account Managers who succeed at everything they do, especially onboarding. - A Diversity, Equity, and Inclusion executive who can help you weave inclusivity into your broader business fabric.

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It's refreshing to see that big tech companies still care about it's people. So much so, that Pinterest is investing a VP role to operate its people org and deliver insights. I'm curious what insights it's leadership team will care about. Perhaps how engaged it's employees are? Or perhaps reducing the number of employees that litigate against the company? Maybe this person will be on the hook for the candidate experience? Or perhaps how quickly it's recruited can hire adequate people for open roles? The culture of a company begins with where it invests and what measures it tracks. Anyone have any guesses what this new hire will be measured on? PS: If you want to make sure more companies know just how damn important its employees are, please repost this and let's change the narrative together♻️

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🏡 Feeling the Impact of the Return-to-Office Push 😩 I’ve been feeling the shift lately with the return-to-office push, and it’s definitely hit home for me in my job search. Remote roles, which used to feel abundant, are getting harder to come by. Living in 🌞 San Diego has made this even more challenging. Most of the tech startups and new space companies I’m interested in are based elsewhere, and more of them are asking for in-office work. For me, 💻 remote work has been a game-changer. It’s allowed for better work-life balance, more flexibility, and the chance to work with teams and companies across the globe without needing to relocate. But now, I’m finding fewer opportunities that don’t come with that requirement. It’s frustrating because I know I can bring value from anywhere, but the trend seems to be shifting in a direction that feels limiting. I’m sure I’m not alone in this, and I’d love to hear how others are navigating these changes. #JobSearch #RemoteWork #SanDiego #TechIndustry #WorkLifeBalance #ReturnToOffice

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Laid off? You're not alone. Here are key insights from my first week of unemployment 🤔 From the overwhelming support I've felt to the disorientation of losing daily structure, I'm diving deep here into the rollercoaster of emotions and practical tips to navigate this new chapter. Let's connect and support each other through this journey! Please repost or tag folks who may need some love during their job search. #jobsearch #unemployment #careercoaching #worksmarter

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I am hiring a Part Time Founding Business Development Representative (BDR). The BDR will work closely with me to establish the sales infrastructure and place appointments on my calendar. I am family centric and will work around the schedule for the right person but am based in California PST time zone. I am working on the job description as I write, but wanted to share more about our company for those hanging out on LinkedIn over the weekend. Here it is... Respiris, founded and led by Angel Cruzado, is a managed marketplace akin to Fiverr, Uber, AirBnB, and Empowerly. We have redefined outplacement assistance and career transition services, with a mission to provide personalized support to individuals who have lost their jobs. Our core values are Community, Deep Empathy, and Artificial Intelligence. Guided by a philosophy of empathy and innovation, we support companies during challenging times when they need to transition employees to align with their mission, vision, or strategies. We are seeking a Part-Time Founding Business Development Representative (BDR). We have a minimum viable product, strong client testimonials, and have pressure-tested our sales and marketing at Transform in March 2024. Additionally, we work with companies that consistently refer to us, including those backed by investors from Madrona, Sequoia Capital, Index Ventures, and Sapphire Ventures. Our Co-Founder has served as the Head of Human Resources for multiple venture-backed and private equity companies, including those funded by Salesforce Ventures, Goodwater Capital, Scrum Ventures, Tapestry, and Mighty Capital. With over 5,000 applications received for our job search coach positions, we are poised to redefine the $3.1 billion outplacement assistance industry, which is growing at a compounded annual rate of 18%. Our job search coaches provide career transition services and personalized coaching, utilizing the Respiris Method to offer strategic job search assistance. We don’t coach to the resume or LinkedIn profile. Instead, we focus on what we internally call the “career prayer.” This involves helping individuals manifest, declare, and set realistic goals in alignment with their purpose. cc: Leigh Alcott | Emily Pattyn | Ed Escobar

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After 7 years of working with exceptional teams and building long-term partnerships with brands like Atlassian, American Airlines, and AARP, my position was impacted as part of an organization-wide RIF during my maternity leave. While unexpected, I’m choosing to see this as an exciting opportunity for growth and new beginnings. During my time as a VP, Client Success at Shift, I’m proud to have led teams and initiatives that drove: 🚀 $17M annual recurring revenue for key accounts 💸 $10M+ in annual recurring cost savings through tech-focused digital transformation 📈 5x YoY revenue growth while scaling global marketing operations for a $4B SaaS organization. Looking ahead, I’m excited about the next chapter and actively exploring roles in Customer Success/Account Management, Marketing Strategy & Operations, or as Chief of Staff.  I’m particularly drawn to opportunities where I can make a meaningful impact, whether that’s through innovation, growth strategy, or contributing to social good. If you know of any opportunities or can connect me with someone in your network, I’d love to hear from you! And if you’d like to catch up and say hi, I’d love that, too! Teamwork makes the dreamwork. Let’s do this thing! #OpenToWork #MarketingLeadership #CustomerSuccess #ChiefOfStaff #SaaS #DigitalTransformation

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Start your preparations for #PrimeDay on the right foot. Take a look at our Prep Guide to make sure your brand has a smooth, efficient, and successful Prime Day! #Pacvue #CommerceAcceleration

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"If you don't listen to them, then you aren't listening to me" I had just joined Amazon. My boss was also new. The team we were supporting had finally assembled its own recruiting team. We get pulled into a meeting with an L8 - an Amazon "Big Dog" - and all of his lieutenants. There were >40 engineering & product leaders in the room. The topic was hiring. The L8 said: - Hiring is our priority - These recruiters are here to help us - "if you don't listen to them, you aren't listening to me, and that will be a big problem for you." He asked the room if there were any questions. There were none. He asked the room if they all understood. Everyone nodded. Guess what? The entire engineering and product team did exactly what the recruiting team asked from there on. No one was late to interviews. Scorecards were always in on time. Everyone focused on their competencies. We made hundreds of hires. It was the most effective hiring machine I've ever observed. I think back to that meeting a lot. I rarely see displays of very senior leaders so clearly stating their priorities and expectations - but they are so effective. Why is this so rare??

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If you're hating your job right now, use this powerful reframe👇 ✅ Say "I get to go to work" Instead of ❌ "I hate my work" Since Jan '24 I have spoken to hundreds of CS folks, here is what I hear and see 👀 ↳A lot to vent. ↳ Do 10x with 2x less. ↳Many verge of giving up. ↳ A lot to be disgruntled about. ↳A general feeling of helplessness. ↳Animosity towards the "management". ↳ There is a lot of hatred towards the profession. ↳ Only a few folks are loving their job at the moment. I get it. 2024 has been tough. 💪 If you're in SaaS, 100% you've been impacted. Not just in CS, across other teams too. And no one knows how the rest of 2024 will pan out. If you're one of the lucky few who have a job despite everything that's going around. ✨ 𝗕𝗲 𝗴𝗿𝗮𝘁𝗲𝗳𝘂𝗹. ✨ ↳It might not be what you have imagined. ↳It might not be what you have wanted. ↳But is what you have, for now. 🙋‍♂️I am not saying ❌ Don't expect more. ❌ Burn yourself out. ❌ Live in fear. ❌ Suck it up. But a Negative Nancy attitude is going hurt you more than you can imagine. It's a downward trap you don't want to fall in. I have been there and it does not end well. So everyday instead of saying 💡 "I hate my work" say "I get to go to work".💼 Reframing is a powerful psychological 🧠 trick to shift your thinking. Thinking impacts your attitude. You attitude impacts your altitude. 🚀 Ready to try reframe technique? Why yes, why no? ----------------------    #customersuccess #saas #startups #careercoaching  #CS #CSM #SuccessHacks #customersuccessmanager #begrateful  

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Long before the current fiasco about Great Place to Work's CEO getting fired (especially the way) became a hot topic, 1 have been publically speaking about the soul less vanity metric it has been for a very long time. I have myself been on the team and later led the team that worked and won multiple years before I could reflect and decide that it's an hollow employer branding excercise. While the whole thought would have been noble and even companies that start on this journey want to be a part of a project that helps them know about where they stand as a workplace, very soon you can figure how this whole thing becomes a rat race to get a better rank. Recency effect is leveraged, dialing up engagement and events, employees are told about how their employability will be better if they are part of a GPTW and hence important for mutual benefit that they give good scores. Employees are given gifts if the company comes up in the rank. Reward for good feedback reinforcing loop for the next year. Culture Audit documents are vetted by absolutely unqualified people (most of them barely with 2 years of experience), and the depth and richness of the process is ludicrous. Doing it close to 7 years, got to know few internal folks at GPTW India well, and they themselves spoke about how the backend process is a sham. Mind you, these are people who were insiders conducting the culture audit. I am sure there are companies doing genuinely a lot to make sure they make a Great Place to work (we did too with the insights) however that would reflect in the metrics that really matter. Attrition, Productivity, Quality of talent they are able to attract and overall health of the company. This is something everyone knows but rarely is spoken in the open. Rank became the reason rather than being the outcome. Micro/Inferior version of this is answer 3 questions on LinkedIn to get a Top Voice Badge.

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Ready for your next promotion? Self-advocacy is the key! 🔑 In this episode of The Customer Success Pro Podcast, I sit down with Carly Agar, founder and CEO of Carly Agar Training, to talk about all things career growth in customer success. Carly shares her top tips on how CSMs can advocate for themselves, go beyond just hitting KPIs, and make a lasting impact across their organization. We also dive into strategies for moving into enterprise CSM roles and how to proactively take control of your career path. If you’re aiming for your next promotion, this episode is a must-listen! Some of the questions I ask Carly in our conversation: ❓Are there any unique skills that differentiate an Enterprise CSM from other roles in customer success? How can people listening train themself to level up? ❓How can someone position themselves as the ideal candidate for an Enterprise CSM role? ❓How do you approach your boss for a promotion? How do you plant the seed early? 🌟 Key Takeaways: • Advocate for Yourself: Promotion doesn’t come to those who wait—speak up about your achievements and goals. • Be Proactive: Start demonstrating enterprise-level thinking, even in your current role. Strategic account planning and internal advocacy are key. • Value Beyond Metrics: It’s not just about KPIs; go the extra mile by contributing to the team’s broader success and company-wide initiatives. Don't miss out on these actionable insights! Tune in and elevate your CS promotion strategy today. 🎧 Link in the comments.👇 __________________ 🎧 Listen to the podcast in the comments. ♻️ Reshare if this helped you. 📨 Check out my newsletter if you want more of this content.

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