Molly (Koch) Spradling

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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This one's for my friends who use Calendly 📣 Be honest: who has totally given up on reaching out to someone because you couldn't find a link or contact info? Don't make people hunt down your Calendly link — that makes it all too easy to lose meeting opportunities. Instead, make your scheduling link available everywhere! Use this list for inspiration. There are places I never thought about on this list! 💡 #BetterMeetings

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Straight talk you might not always hear from a Recruiter. Volume is a problem. Those searching for jobs are challenged to apply to a 100 jobs per week. Meanwhile, recruiters, who should care about candidate experience, are pulling efficiency levers that maddeningly frustrate those they should want to build relationships with. Let me give you an example. A job post says you need 3+ years of experience with a specific software. An application question asks, "Do you have 3+ years of experience with [that specific software]?" You have more than 2, but less than 3. Even though you have far more experience in that line of work, you answer "No" because you are an honest person. That "No" triggers a decline because it's a knockout question based on if-this-then-that logic. It's frustrating, and all the more so when that decline note comes 30 seconds after the one that just thanked you for applying. That's not AI; that's lazy, and it's the opposite of people-first. Here's some other hard truths. When a role is advertised on a job board, the percentage of candidates that reach a final interview from that ad is often 2-3%. Referrals, on the other hand, often reach final rounds at 10x that rate. The same is true when a recruiter reaches out to you proactively. If you're playing the numbers game, invest a little less in the 100-applications-per-week challenge and a little more into networking and discoverablility. A well-framed, cold outreach to an executive often lands back in our court to respond to. Even when it doesn't net you the response you're looking for, it establishes communication. Recruiters still run references. If you're searching, or if you know someone who is, and you are asked to be a professional reference, fulfill the courtesy and then snag 2 minutes of our time. You just did us a solid by being helpful to our hiring; we'll repay the favor. Contract opportunities aren't always posted because recruiting teams often outsource them to agency partners. So, get to know our partners. Recruiters play a big role in designing the interview experience, but make no mistake, recruiting is a team sport. If the process changes dramatically, if the reason you're declined wasn't a requirement of the job, if your follow-up thank you is met with radio silence, that should tell you something about what it's like to work there. Hidden, whited-out keywords on your resume might work for those few shops that use the tech to index keywords, but when they're discovered using Ctrl + F by those that don't, those reviewing your resume will be skeptical and likely decline you. Looking for a weirdly fun way to network? LinkedIn just released games that are Wordle-like, with a networking aspect. It's an easy icebreaker if your connections also play. Use that as a fun way to reconnect. This market is crazy. But it's far less crazy when we value connection, and when we are authentic and empathetic, whether you're hiring for a job or you're looking for one.

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A thought during this time of uncertainty: If you get InMail outreach from a recruiter for a new job today and don't plan to leave your current role -- share the name of someone you think is great who you know is looking. With role eliminations in tech and beyond, most of us are aware of people in the market who will be super employees for their next org. Help two people with one action: the recruiter and the job seeker. Both may be under a lot of pressure. "Hi there XX (recruiter)-- thanks so much for reaching out. I don't plan to leave my role, but I've worked with XX and think they could be a good match for what you need. I'd recommend that you reach out to them." I have committed to doing this for years and it feels great. It may be the most high impact action you take all week: -- your referral has a chance at a job that could be their next best career move -- the recruiter has a direct line to a great employee with a solid reference -- you have the potential to broaden your network and to pay forward a good deed You never know when you might be changing someone's life for the better.

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When it comes to recruiting the best people, it all starts with top-notch recruiting emails. 🌟 I love this tip from my teammate Becca Scherff, Senior Recruiter at Calendly: “I like having an agenda on the booking page so people know what to expect. I let them know that I’ll call them at the number they provide, and we’ll start by discussing their background and interests before getting into role specifics. Letting them know it will be conversational makes the process less intimidating for candidates.” There are so many ways you can make the recruiting and meeting process smoother — for you, your team and interviewees. We're sharing our secrets here: https://calnd.ly/3LkLDTX

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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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Boost your recruiting game now! Save time by viewing InMail and email together in LinkedIn Recruiter, giving you one location to keep track of your conversations with candidates. Personalise your outreach, spend less time switching between tools, improve candidate experience, and collaboration. 😊 To know more on such integrations click here: https://lnkd.in/epPFXmr2 #LinkedInRecruiterUpdates #importanthacks #levelupyourrecruitinggame #hiringefficiency #candidateexperience

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Q4 is my favorite and least favorite quarter, simultaneously. Every recruiter, sales leader, and hiring manager knows this time of year is more than just a sprint to the finish line. Headcount planning for next year is heating up. Targets need to be hit, and budgets planned. But the real test? Balancing it all while top sales talent quietly scans for their next move. ➡️ It’s a delicate dance. Hiring managers are pulled in two directions: business goals demand focus, while top candidates demand speed. Decisions drag, and momentum stalls. The best companies? They don’t let this happen. They find ways to keep hiring front and center, even in Q4 chaos. Because they know top talent won’t wait. A strong Q4 finish lays the foundation for a comfortable start in 2025 —when hiring goals are met now, there’s no scrambling to fill critical roles later. So, how does your team keep the pace? Curious to hear your insights. #SaaS #Hiring #Recruitment

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This is post is for Dave Mendoza. Please send him Contract Sourcer and Contract Recruiter jobs ASAP! Thank you! You're the best! #CEO #hireme Hi everyone - I am looking to START ASAP. Thank you in advance for any connections, advice, or opportunities you can offer. hashtag #OpenToWork CAN WE START THIS WEEK? hashtag #ContractSourcer hashtag #ContractRecruiter hashtag #AIML * 71 Linkedin Recommendations: (https://lnkd.in/ejAFNWp ) Open to contract/perm and Leadership or IC as a remote It’s the most stressful situation in my twenty-plus-year career. It’s make or break in this downturn to ensure I can cover my daughter's freshman university year in 3 weeks and keep afloat I have twenty+ years of experience. I have also mentored and led sourcing teams for 14 of my 20 plus years experience domestically, as well as in Europe and Asia. I have received global recognition for innovation and establishing best practices, with 10 awards and recognitions for sourcing innovation. I have been published in 22 publications, two white papers, and presented as a speaker at over 50 conferences, webinars, and senior research labs. I can demonstrate an immediate impact on the business with contributions of my entire passive talent leads of Artificial Intelligence/ML/Robotics applied scientists (70,000), Cybersecurity, DevOp, and full stack (40,000). Above all I have developed a large-scale talent pipeline of multimillion-dollar billers (Account Executives, Sales Development Representatives, Business Development Managers) in SaaS sales (60,000); identifying the top 9,000 performers globally. I am an expert in Boolean search queries and X-Ray in LinkedIn, ChatGPT Competitor Intelligence, Conference presentations, Google Scholar (Specialties & Dissertations), Arxiv.org, CrunchBase, DBLP, DeepAI.org, Github, Hackathons, IEEE, Kaggle, Papers With Code, ResearchGate, Semantic Scholar, Stack Overflow. Advanced Search Across key social platforms and Diversity & inclusion Sourcing, Location, Language & Top-Level Domain Search. Please hashtag #CFBR and Repost. Please forward my Profile/CV to your hiring leadership hashtag #recruiter hashtag #sourcer hashtag #sourcecon hashtag #talentacquisition hashtag #VPTalent hashtag #TalentManage

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Recruiting Agencies Are Too Expensive! Why do I think that? Because I've seen it from the inside. Recruiting agencies charge companies between 20-35% of a new hire's annual salary. They justify this by saying they have the right connections, but is that worth the cost? Often, I hear agencies justifying their existence by claiming they have a great network built with a lot of effort. While it's true that building a network takes time and energy, it still feels strange to pay that much for the service. Here's the problem: agencies do basic screening but often miss out on proper assessments because they can't do it well. For example, hiring an engineering manager with a salary of €120,000 can cost a company €42,000 (35%) through an agency. That's a lot of money for "just knowing the right people". There is one exception: Executive Search. In this area, confidentiality, urgency, and importance are at a different level compared to regular recruiting. For high-stakes positions, specialized agencies might be worth the investment. But in most cases, I believe agencies exist because in-house recruiting teams lack efficiency and know-how. For the same cost (42k), a company could hire a mid-level recruiter for half a year, improving their own processes and the quality of hires. Do you agree or disagree? Let's discuss it! ----------- This is why I founded Justmatch! At Justmatch, we think companies shouldn't pay high fees just because an agency knows someone you don't. With us, you only pay for the platform + a tiny fee for a job posting, and both talents and companies benefit. And here's the best part: with Justmatch, you pay up to 90% less compared to traditional recruiting services 😱. The savings you make can be reinvested into improving your internal recruiting efforts and overall quality. Let's change how we hire. Visit www.justmatch.wtf and check out a new approach to accessing talents. Stop overpaying for connections. Start investing in your own talent & team.

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A lot of employees have trouble switching off. That means email, slack, etc, gets checked outside of their work hours or on the weekend far too often. I’m guilty myself. As a people leader, there is so much power in scheduling a send to align with regular hours whenever possible. Weekend panic about something you really can’t tackle until Monday is not fun. A late email may ruin someone’s dinner when it may have been handled more easefully if received the next day. It’s stressful. And a lot of times it’s unnecessary. Just like you re-read something before sending. Double check the clock and calendar and use the schedule function when it would better serve the person you’re sending the message to. #workplaceculture #peopleops #leadership

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"What's the company culture like?" 5 or 6/10 question to ask during an interview. 👀 "How often do people 'take it offline' versus just saying it?", "When's the last time the CEO posted an actually funny meme on Slack?", "How do you all celebrate it when someone wins, both big and small wins?" are wayyyyy better ways to dig that information out. 👍 (this post is only slightly an attempt to get more memes from Michael Gao on Slack as they're always 🔥 ) #hiring #hiringtoptalent #recruitmentlife #recruiterlife #dogsatwork #coworkersbelike #recruiters #remotejob #remotehiring #jobsearching #interview #talent #peoplefirst #employeeexperience #newbeginnings #newbeginnings2024 #jobalert

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A lot of org sucks at hiring. There .. I said it. You know what they suck even more at - Value-based hiring Value-based hiring is how you bring people in who fit your mission. Remove "value" from that equation, and all you’ve got is hiring. You’re just filling seats. Period. Most companies barely do Value-based hiring right. But you know what they screw up even worse? They don’t follow through with Value-based firing You can’t keep someone just because they’re hitting targets if their values are down the drain. If their behavior goes against everything your company stands for, you’re failing if you keep them. And here's where it gets tough - What if the candidate in question is a star performer? You see - firing a star performer based on values takes immense reflection on whats right and what wrong, what’s right versus what’s easy. It’s easy to get caught up in their numbers, their contributions, but deep down, you know they’re a time bomb. When you’re too weak to make that call, you’re telling your team and yourself that values don’t matter - that as long as someone is "crushing it" on paper, they can walk all over what your company represents. That’s when you lose. Value-based firing is about integrity. It’s knowing that keeping someone who doesn’t align with your core beliefs is like injecting poison into your culture. Numbers come and go. Your values? That’s what lasts. If they don’t live it, they don’t belong - period. We have done a poor job educating orgs and ourselves on value-based hiring and value-based firing. You know what we did even worse? We did not educate the job seekers enough too. There’s value-based employment. This is what keeps you showing up every day with a reason - a real purpose - to perform, contribute. It’s intrinsic, it’s personal, and it makes your work matter. Remove the value, and all you’re left with is employment. A paycheck. You turn up because someone pays you to. That’s it. You’ll do what the money has bought. There’s no purpose behind it. As I see it - if all you’re doing is clocking in for cash, you’re replaceable Ask yourself: What are you really here for? As I see it, for a better tomorrow - both Orgs and Talent needs to practise value-based X. Question is - would you? #recruitment #hiring #recruiting #recruiters #talentacquisition #linkedin #startups #founders

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Recruiting Ops and Enablement are often widely used terms but not the same. Unsure of what your org needs? Check out this helpful chart and definitions from Growth by Design Talent's Mike Joyner. #recruitingoperations #recruitingenablement #talentops

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A candidate wrote me a few weeks ago "I'm looking for a remote role but finding it a bit hard to find a job" If you haven’t been living under a rock, you’ve heard about the 384+ companies that have laid off more than 124,000 employees in 2024 - [source:layoffs.fyi] I get it—looking for a remote role in this market feels tough. More competition, yes. Maybe more than "a bit hard" but it’s not impossible. You just need to be strategic. Widen your search, change your approach, update your LinkedIn, refine your resume, and keep offering value and connecting with people. Opportunities are out there, but they might not come through the usual channels. Keep pushing, stay flexible, and remember that persistence pays off. 1 more rep! ♻ Feel free to share this or follow me for more candid job seeker advice.

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Cobwebs blown away, at least for now. Now a few days to mull over staying and fighting yet again for a position In TA, fighting like so many of us in TA shouldn't have to be going through. One thing I've witnessed recently, and over the last 12 months is that deployed and native TA teams are not fit for purpose. Process and workflows out of synch, weak and ineffective line management that don't know how to communicate to achieve the right result. It's time to get back to the core fundamentals of TA and do some rebuilding.

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Happy TA Day to all who choose to work in this crazy slice of the corporate pie. Things I enjoy in Talent Acquisition: 🌪 It's never boring 🌱 We grow companies 🤝 Our teams collaborate far and wide 😎 We (virtually) meet new people every day 🎯 We solve complex business problems ❤️ We have the opportunity to make someone's day #GlobalTADay #Recruiting #TalentAcquisition

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I wasn't thinking Resume Reviews would hit the way it has! 🤯🫢 So many folks have gotten instant success, just like Tori after having me thoroughly review their resume. Tori's comment in one of my YouTube Lives is just some of the amazing feedback I've gotten (pictured here). Many ask me to revamp and recreate their resume. Totally something I CAN do but I prefer not to do. Folks have said that by me giving them a thorough video recorded resume review, they have: 🥸 Laarned out to speak to their skills better and seen that reflected in their interviewing skills ‼️ Gotten clarity on which roles their skills best fit for 👉🏾 Identified exactly what their transferrable skills are 👏🏾 Gotten interviews immediately after using their updated resume 👀 Been introduced to tools and resum writing techniques to help them elevate their resume These are the top reasons that I no longer recreate resumes. I prefer to "teach a person how to fish so they can eat for their rest of their lives". Ok, I'm going to be real transparent here because I know HR, not marketing. 🤷🏽‍♀️ So here goes.... Client testimonials and feedbacks have given ME clarity on pain points and how to share how MY resume reviews can propel others' careers. Yep, I'm just a transparent HR leader and entrepreneur that doesn't mind telling you that I started this service and initally got little interest because I simply didn't know how to "market" this service. Resume Reviews have even given me clarity how Resume Reviews helps others AND on how to improve Heyyy HR's career mentoring programs. 👉🏾 Click the link below to get started with having your resume reviewed. #Resume #JobSearch #HR #Interviews #HeyyyHR

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