Mark Israel

Better hiring begins with the right pay. Keep your pay rates and salaries competitive with Randstad's 2024 Salary Guide, which includes: ☑️pay data for hundreds of in-demand roles ☑️insights into hiring trends across industries Download your 2024 Salary Guide now.

Subject: Revolutionize Your Hiring Process with GemTek's Connective Intelligence Recruiting! Dear Hiring Manager, Are you tired of the costly and time-consuming struggle to find great candidates with sought-after skills? GemTek has the perfect solution for you: our new Connective Intelligence Recruiting Process. At GemTek, we've crafted the most exclusive approach to utilizing AI in all the right places, seamlessly blending it with essential Human Interaction (HI). We believe that while AI can significantly enhance efficiency, the human factor—the H factor—can never be removed from the recruitment process. Our Connective Intelligence ensures that you benefit from the best of both worlds: - AI-driven insights to streamline candidate sourcing and selection - Personalized, white-glove treatment with open communication at every step This innovative approach has already proven successful. For instance, we recently placed a highly skilled Network Architect, and the feedback was overwhelmingly positive. The candidate felt valued and appreciated the thorough communication, ensuring the role was a perfect fit. Don't let the challenges of modern hiring slow you down. Email us today to learn how GemTek's Connective Intelligence Recruiting Process can revolutionize your hiring strategy, saving you time and resources while securing top-tier talent for your team. Experience the future of recruitment with GemTek! Best regards, The GemTek Team #Recruitment #ConnectiveIntelligence #AI #HumanInteraction #GemTekRecruiting #TopTalent

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There are 56% more tech job postings than five years ago, with 70% of IT job seekers receiving multiple offers, but IT salary growth on average is... #knowyourworth

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Find out how aligned employers and employees are on topics ranging from compensation and culture to AI and DEI. Download your free copy of our 2024 Workforce Trends Report today.

Find out how aligned employers and employees are on topics ranging from compensation and culture to AI and DEI. Download your free copy of our 2024 Workforce Trends Report today.

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When it comes to the workforce, executives are concerned about employee engagement, productivity and the high-performance teamwork needed for organizations to remain competitive. As we experience a settling in of the hybrid work model for the long-term, join HP Poly's Joe Mukherjee and WWT's Mike Davis as they discuss effective collaboration and the role that meeting rooms and video devices have in supporting your organizational objectives. https://lnkd.in/gaG5whBA

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Looking for insights on the job market? Check out the Q2 Vaco Market Report. Highlights from this quarter’s report include: Recession Watch 2024: Q2 Update AI at Work Is Here—Now Comes the Hard Part  Balancing Act: Strategies for Achieving Both Speed and Quality in Recruitment  DEI in the Workplace: 2024 Trends and More Learn about key trends impacting hiring today. View the Q2 Vaco Market Report, available now: https://lnkd.in/eu8eFf3P. #jobmarket | #hiringtrends | #quarterlymarketreport

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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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📊 Did You Know? Across the spectrum of engineering, professional, and technical careers, experts are sharing what truly matters to them. Want to see where you fit in? Contribute to our 2024 "What Candidates Want" Survey and compare your work priorities with others in your field.  Take the survey today and ensure your voice is heard! https://lnkd.in/gmVsuYzx  #2024WCW #IndustryTrends #ProfessionalVoices #BartechSurvey

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Building a high-impact tech team in 2025 comes with challenges, but with the right strategies, it's achievable. Our latest ebook is your roadmap to attracting, hiring, and retaining top talent in the fast-evolving tech landscape. Stay ahead of the curve with insights into key trends, roles, and best practices to future-proof your hiring strategy. #TechHiring #TalentAcquisition #RecruitmentStrategies #2025Tech #FocusGTS #TechTalent #HiringSuccess

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Is your hiring plan future proof? Watch this FREE SHRM webcast presented by Robert Half for a look at the latest hiring trends and insights you need to attract and keep talent well into 2025 and beyond. You’ll hear the hottest recruitment challenges and learn actionable strategies to tackle talent shortages, meet the shifting expectations of top candidates and optimize the hybrid workplace. Available now! Watch here: https://bit.ly/3AIfHHr

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Yesterday at #TalentConnect, I sat down with dynamic TA leaders from various companies, and one thing stood out: The most impactful TA leaders see themselves as revenue drivers, profit centers—not cost centers—and true business movers. These leaders understand that TA drives business success, and those who embrace this mindset are the ones who win.

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TA and HR leaders who harness the power of AI will play a strategic role in driving success in their organizations. What’s already possible with AI? What are the barriers and challenges to AI adoption? How are companies implementing AI? Should you buy, build or outsource AI? Get straight to the right candidate. Explore the answers in our new report: https://lnkd.in/gBC9i9tT #Talent #TalentAcquisition #HumanResources #HR #Hiring #Recruitment #Staffing #WeAreAMS #TalentIsOurWorld

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If you’re a head of talent acquisition or a VP of talent acquisition, I want to talk about your talent acquisition model. You see, whatever your model, in-house, agency or RPO there are gaps. And those gaps go beyond just having more recruiters or TA Partners. #itsthemodel #talentacquisition #fillthegap

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