Michael Goldman

🚀 Data = Recruiting Game Changer 🎯 Recruiters, are you ready to power-boost your hiring strategy? Imagine having the keys to unlock a treasure trove of insights and using them to land top talent effortlessly! 🌟 📅 Dive in with me, and industry experts Amy Silverman, the Director of Recruiting at Chime, and Brittany Mitlo, the Director of TA at Duolingo as we unravel the secrets of data-driven recruitment in our not-to-be-missed webinar! Whether you're a seasoned pro or a rising star in talent acquisition, this event is your golden ticket to revolutionizing the way you use data to recruit. 🎫 ✨ What's in store? - Introductions: A quick hi and hello to network and set the scene - Expert Presentation: Indulge in 30 mins of pure, unfiltered knowledge from top industry leaders. - Q&A: Got burning questions? Get them answered! 5 mins Don't miss out! Even if you can't join us live, sign up to receive the webinar recording delivered straight to your inbox. 📬 👉 Register now: https://lu.ma/rk0zibk8 And hey, while you're at it, follow us on LinkedIn for all the latest updates and events. Your future hires will thank you! 🌈

🚀 Data = Recruiting Game Changer 🎯 Recruiters, are you ready to power-boost your hiring strategy? Imagine having the keys to unlock a treasure trove of insights and using them to land top talent effortlessly! 🌟 📅 Dive in with me, and industry experts Amy Silverman, the Director of Recruiting at Chime, and Brittany Mitlo, the Director of TA at Duolingo as we unravel the secrets of data-driven recruitment in our not-to-be-missed webinar! Whether you're a seasoned pro or a rising star in talent acquisition, this event is your golden ticket to revolutionizing the way you use data to recruit. 🎫 ✨ What's in store? - Introductions: A quick hi and hello to network and set the scene - Expert Presentation: Indulge in 30 mins of pure, unfiltered knowledge from top industry leaders. - Q&A: Got burning questions? Get them answered! 5 mins Don't miss out! Even if you can't join us live, sign up to receive the webinar recording delivered straight to your inbox. 📬 👉 Register now: https://lu.ma/rk0zibk8 And hey, while you're at it, follow us on LinkedIn for all the latest updates and events. Your future hires will thank you! 🌈

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🚀 Data = Recruiting Game Changer 🎯 Recruiters, are you ready to power-boost your hiring strategy? Imagine having the keys to unlock a treasure trove of insights and using them to land top talent effortlessly! 🌟 📅 Dive in with me, and industry experts Amy Silverman, the Director of Recruiting at Chime, and Brittany Mitlo, the Director of TA at Duolingo as we unravel the secrets of data-driven recruitment in our not-to-be-missed webinar! Whether you're a seasoned pro or a rising star in talent acquisition, this event is your golden ticket to revolutionizing the way you use data to recruit. 🎫 ✨ What's in store? - Introductions: A quick hi and hello to network and set the scene - Expert Presentation: Indulge in 30 mins of pure, unfiltered knowledge from top industry leaders. - Q&A: Got burning questions? Get them answered! 5 mins Don't miss out! Even if you can't join us live, sign up to receive the webinar recording delivered straight to your inbox. 📬 👉 Register now: https://lu.ma/rk0zibk8 And hey, while you're at it, follow us on LinkedIn for all the latest updates and events. Your future hires will thank you! 🌈

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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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"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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"Is hiring top-tier, risk-free talent in the medical and pharmaceutical space as easy as calling an Uber? With Rep-Lite®, it can be." 🚀 We like to think of https://rep-lite.com/ as the "Uber of medical staffing." Just like how Uber connects you with vetted drivers quickly and without the hassle, we do the same when it comes to providing exceptional talent for medical device, pharmaceutical sales, and clinical specialist roles. 💡 Here’s how Rep-Lite® is transforming recruitment in healthcare: 1. Guaranteed Performance: We stand behind our talent. If a candidate isn’t meeting your expectations, we’ll replace them at no extra cost. 🎯 2. Speedy Placements: While the industry average takes up to 120 days to fill a position, we do it in just 4-6 weeks. That’s time your sales leaders can spend driving revenue, not worrying about hiring. ⏳ 3. No Headcount Hassles: No headcount? No problem. Rep-Lite® employees remain on our payroll with full benefits—you just pay a simple monthly invoice. 💼 💡 Did you know? Empty sales positions can cost companies $300,000 to $500,000 annually in lost opportunities. Why wait? It’s time to stop letting vacancies drain your bottom line. If you’re ready to alleviate hiring stress and boost your team's efficiency, schedule a meeting today to discover the Rep-Lite® difference. Your Uber of top-tier medical staffing talent is just a click away. 🚖 #MedicalStaffing #PharmaceuticalSales #HealthcareRecruitment #TalentAcquisition #Leadership #SalesStrategy #HealthcareInnovation

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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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🚩 Red flags to look for when building your recruiting tech stack (part 3): Friction and unrealistic expectations. What does that mean? Despite the promise of efficiency and optimization, some AI solutions may create friction and inefficiencies at various stages of the recruitment process. In turn, doing the opposite of what they were designed to do. What to look for: 🔍 Confusing and convoluted user interfaces  🔍 Lack of integration with your existing systems  🔍 Overly complex systems that overwhelm rather than help How can you combat this: 👉 Set realistic expectations. Any solution that appears too good to be true should raise red flags. 👉 Pilot each potential AI solution before committing  👉 Choose a subset of users who can test the platforms. Get the full scoop by reading our article on The Staffing Stream by Staffing Industry Analysts 👉 https://lnkd.in/eeNd2Fpi Did you miss our other red-flag articles? Check them out here 👇 1️⃣ The No. 1 red flag to look for when building your recruiting AI tech stack - https://lnkd.in/e5BN8kp3 2️⃣ The no. 2 red flag to look for when building your recruiting AI tech stack - https://lnkd.in/dCEzWm2b #staffing #recruiting #ai #hr #talentacquisition #hiring #techstack

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Now it’s time to sync up with your hosts Leah Daniels and Kevin W. Grossman on The Talent Sync. Leah and Kevin discuss how centralized recruiting structures have the candidate experience edge. The Talent Sync Podcast is a collaborative podcast production about anything and everything recruiting and hiring – literally the kitchen sink on how all things in Talent Acquisition work together, should work together, and how sometimes they don’t. Listen and subscribe today about all things #recruiting and #hiring with The Talent Sync. #TheCandEs JobSync The CandEs The link to listen is in the comments!

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One of the key elements of modern talent sourcing is programmatic job advertising – a term ported over from the marketing realm – which automates the job ad buying process and offers HR teams data-driven decision-making and real-time adjustments. As the recruitment landscape becomes more performance-driven and transparent, programmatic job advertising is increasing in popularity and utility. #JobAdvertising #Recruiting #Automation

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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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It's easy to focus on the front-end success of your staffing agency - securing placements, winning clients, and expanding your market. But when your agency crosses state borders, things get a lot more complex. Each state is like its own country when it comes to employment laws, licenses, and worker expectations. Wage and hour laws can vary significantly, for example: 1. California has strict pay transparency rules, while Texas has none. 2. California and Nevada have daily overtime, but not in other states. 3. Some states use the federal minimum wage, while others have much higher local rates. Make sure you understand the laws of each state where your agency operates to ensure smooth operations and legal compliance. Gain a better understanding of the risks and top tips on how to stay compliant in our full article here: https://lnkd.in/egahRVfR #StaffingAgency #EmploymentLaw #BusinessGrowth #StaffingIndustry

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I am actively seeking a talent acquisition role. I am immediately available for: ✔️ Contract Recruiting ✔️ Fractional TA leadership ✔️ Consulting to set up interview processes, analyze funnel data, implement new tools (ATS & Automations) ✔️ HR & Talent Tech advisory ✔️ CON-tained searches - $10k & $15k flat fees for any level role in an early stage tech company I am open to more permanent roles with fast growth disruptive tech companies (Series A-C) with strong values alignment, like: ✔️ Head of Talent Acquisition ✔️ Director of Talent Acquisition ✔️ VP of Talent Acquisition ✔️ Chief Talent Officer More unique Lori traits: ✔️ I love being in a role that challenges me strategically and tactically (I will never get 100% out of the weeds) ✔️ I am highly scrappy, decisive and bold ✔️ I am highly transparent, humble and open ✔️ I believe in servant leadership and empowering & enabling everyone to win together ✔️ And I love to be creative (hence the infographic which I made entirely myself on Canva) ✔️ I am an early adopter of talent tech AND I value the old school action of picking up the phone ✔️ I value life long learning, self growth mindsets and human transformation and have become a coach and conduit for others ✔️ I bring veteran experience coupled with very high energy and passion for my work Please share, tag or comment for reach. If you appreciate my content, now's the chance to show me by helping this post get traction. Link to my resume is in the comments. My email is Lori at TheRebelHR dot com. I am excited for the next chapter and to help a worthy organization scale with intention and grace. My culture compass will support the scale of core values along with the scale of process and structure. Let's Chat!!! #recruiters #jobseekers #talentacquisition #recruitingjobs #pleaseshare

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In case you missed it, here is a preview of part 1 of my article series on AI in recruiting. Part 1 describes the pitfalls of over-reliance on AI and algorithmically driven recruiting platforms. ____ Mid-interview we decided that the candidate hadn’t created their own resume. So I asked… “Did you compose this resume?” “No” “How was it created?” “Through a consultant who used GPTChat and other AI tools, then I edited it – looks good, doesn’t it!” The AI-generated resume indeed “looked good” and had all the correct buzz words. The candidate had great presentation skills – charismatic, articulate, connected well with high emotional IQ, made listeners (me and a colleague) feel good about ourselves and about the candidate. Written correspondence was fine. Then we put aside our positive impressions to examine evidence and unpack the workflows required by the various past roles described in the resume… and the story began to fray. Resumes in general don’t present workflow detail – it’s left to recruiters to know those workflows, unpack detail, and analyze the candidate’s answers in context of how different organizations function. In this case workflows didn’t seem connected to claimed outcomes. There were process gaps. Operating attributes and constraints that inform real world decision-making didn’t seem to connect to detail on program, financial, revenue, development and operating decisions. The positive results claimed by the candidate seemed to materialize magically rather than through planning. There were too many unconnected dots. So I asked, “Did you compose this resume?” Read the full article here: https://lnkd.in/g7YbiFcd And part two is here: https://lnkd.in/gZH5s3tj Work with m/Oppenheim: https://lnkd.in/gDmwFXXj #AI #artificialintelligence #recruiting #AIinrecruiting #AIresumes #AIresume #resumes #resume #executiverecruiting

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I’ve been having lots of convos with Founders and Leaders this year about hiring where AI is a core part of their company’s strategy. Many of these new companies are applying AI in untapped industries. The general simple formula for hiring typically is: ➡ Relevant Functional Skills + Relevant Industry Experience = Target Candidate But, what do you do now when this formula can’t add up because of either a limited or non-existent talent pool? Well … you can’t really ‘compromise’ on the relevant functional skills, especially if AI is core to your business. The part of the equation to adapt is the second category -> relevant industry experience. Adjacent industries are an obvious choice but where the convo & strategy can get interesting is mapping & identifying talent who I call “Pioneers” or “Trailblazers” across varying industries. Why can this work? ChatGPT description: “Here's an analogy: Imagine a forest. A pioneer is the first person to hack their way through the dense undergrowth, making a rough path. A trailblazer follows behind them, widening the path, clearing obstacles, and making it easier for others to travel through the forest.” What’s my point? Over the past 10+ years in tech, so many incredible new services and businesses were formed that have entirely changed the way we work and live. Think about the war for talent across these pockets: Search Engines, Social, Mobile, FinTech, Gig Economy, Autonomous Vehicles, Healthtech, Blockchain, etc. And, in the early days of each of these, the hiring formula above could not apply either. Back then, it was all about finding talent with stellar functional skills who shared the same pioneering and trailblazing track record and spirit. It’s no different today. Find, attract, and take a chance on the Pioneers and Trailblazers. 5-10+ years from now, you'll look back and appreciate what you created together. #hiring #AI #jobsearch #tech #talentacquisition #recruiting

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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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🚨 PSA for companies partnering with recruiting agencies! 🚨 Recruiting jargon can be tricky, but here's one crucial question to ask before signing any contract: IS THE AGENCY EXCLUSIVE? Avoid exclusive agencies at all costs! Limiting your candidate pool by going exclusive could be a significant disservice to your company. I've seen too many companies get stuck in a difficult spot due to this mistake. If this post helps even one person, it'll be worth it! 🗣️ #ServiceSpecialists #TheMoreYouKnow

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Considering a flexible, custom talent solution for your TA needs? Here’s a brief roadmap to help implement RPO: 1. Assess your needs – consider factors such as growth projections, seasonal hiring demands, and any specific skill sets 2. Select the right RPO partner – look for an RPO provider with a track record of successfully managing scalable recruitment solutions 3. Define clear objectives & metrics – set measurable goals & KPIs 4. Maintain open communication – keep lines of communication open to ensure alignment 5. Continuously evaluate and adjust – be prepared to make adjustments to suit your objectives #TheUltimateConnectors #RPO #CustomTalentSolutions #ItTakesTalenttoSoar #RecruitmentProcessOutsourcing

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