Nazr Irfan

On September 4th Trestle announced that it raised $2.3 million in pre-seed funding, led by venture capital firm Lerer Hippeau. Trestle, based in New York, offers a cloud platform designed to help general contractors rate and manage subcontractors and vendors, with tools to automate pre-qualification. Their platform currently includes a database of 54,000 subcontractors and suppliers. Their product, Trestle Benchmark, allows users to track the performance of subcontractors over time. Launched in 2022, Trestle's API is designed to integrate seamlessly with any accounting or ERP system that contractors use, and it also integrates with Procore for project management. Trestle Co-Founder and CEO Victor Zhang noted that many contractors only see how much they’ve paid a subcontractor on a per-project basis, which makes it hard to get a full picture of the total volume of work. Trestle pulls all that data together, helping contractors manage suppliers and see their total spend without needing to tie everything to project codes. It's fantastic to see organizations like Trestle continue to receive funding. They are driving innovation within an industry that is traditionally slow to adopt new technologies.

1

Hiring is networking. No matter how many tools, algorithms, or fancy AI bots we bring to the table, hiring always comes down to making a human connection. When it’s time to build a team, the first step is usually reaching out to people we know—colleagues from past roles, folks we’ve met at conferences, or introductions made by trusted contacts. I make my network my top priority by maintaining connections, staying aware of the projects people are working on, and always looking for ways to add value. A strong network is like a garden; it needs regular care and feeding. Whether you find the perfect candidate through your own network, or by working with someone like me whose daily focus is connecting great people with opportunities, it always comes back to the same thing - people. What are you doing to keep your recruiting and hiring process focused on human connection in an age of increasing automation and AI?

12

4 Comments

Hiring managers, Let's discuss what truly matters when evaluating talent. Too often, we get caught up in checking boxes for pedigree, certifications, specific degrees, and minimum years of experience. But great hiring is about much more than that—it's about discovering talent and recognizing the capabilities that can be unlocked with the right opportunity. It’s time to focus on assessing a candidate’s potential and ability to grow, adapt, and innovate. When you see a spark, don’t let the absence of a “perfect” background hold them back. Value their ambition, curiosity, and problem-solving skills as much as their experience. Remember, the best teams aren’t built by hiring only those with a specific set of credentials—they’re built by recognizing the power of potential over pedigree. Let’s give candidates a real shot and watch them thrive. 🌟

16

3 Comments

📈 142K jobs added to the U.S. economy in August. Slower than expected, but up from July. 💼 The unemployment rate decreased slightly to 4.2%. And the number of unemployed people changed little to 7.1 million. ⬆️ Top job gains occurred in construction and health care. 📺 Watch for more insights into the current job market for job seekers and hiring managers. #BLS #JobsReport #RobertHalf

2

Leadership is not a noun. It’s a verb. Anyone can have a fancy title but leadership is what you do everyday to support your team. Grateful to be surrounded by strong leaders at Jobot. We are continuing to invest in leadership training and collaborating to get even better. @Tag a leader in the comments who you feel has made a positive impact in your career. Past or present! Also, let us know what being a good leader means to you! Empathy? Training? Decision making? Here’s to good leaders! 💙🤖 Heidi Find a Good Job at: Jobot.com #jobot #jobs #recruiting #staffing #recruiters #leaders #leadership

197

75 Comments

This is a 3 post deep share and worth every word! Recruiting teams are always the first to be let go and also always the first to be scrambling to find as soon as there is a need. We are resilient… Companies listen closely- Your best bet is to build a strong one to two person recruiting internal team that you keep no matter what and then always having at least one to two third-party recruitment firms in your back pocket to utilize as necessary. The worst thing you can do is remove all recruiters and think you can hire for all your roles through HR on indeed

2

Last night, Elon Musk Interviewed Trump on X. X had technical issues, which Musk claimed to be a cyber attack. This morning, the headlines read, “Elon Musk on X plagued with glitches.” I didn’t watch the interview. A quick glance at the headlines can make one quick to judge and question. Regardless of your political leaning A storyteller can change the way someone views You, as an employer OR You, as an employee A good Recruiter is a good reporter who can effectively tell your story. A reporter who digs deep to discover What is missing in your job description Or Resume. We tell the story of who you are and what’s not being written on paper. A good recruiter Is your own marketing agency that spreads the good news. A lousy recruiter Can easily spend false narratives That can impact Your company - for that hire who will grow business Or Your candidacy- for your dream position. Beware and choose wisely.

9

2 Comments

Recruiting Agencies, when you look at your most successful client with your firm, how did you find them? Where did they come from? Are they people engaged with the social media channel(s) you are engaging with or did they come from playing golf at a local community event... Get out there. Did they find you from speaking on a podcast...? Speak more. Did they find you from posting in a facebook group for that industry, then post and engage more. Did they hear you speak at an event on a topic you know too well? Keep booking speaking engagements. Did your content get them to call you? Start a LinkedIn newsletter and instantly get your audience and the professional world engaged with you. Being in the right places as often as possible creates a brand awareness and identity that lasts.

10

13 Comments

Giving you the context of why/how each submittal matches your core requirements makes it easier to pick the people you want to hire. When you go to a mechanic, you want to know if they have fixed cars like yours in the past, specifically dealing with some of the issues you might be facing. When you hire someone to build anything in your house, you want to know where this "specialist" has built something similar and how it came out. This same principal is how I look at hiring staff: 💥 You have a specific need you are hiring for. 💥 When you are reviewing profiles, you want to know how well they match the role. Pretty straight forward in context but if you are a hiring manager or talent acquisition specialist, you know the execution is never that straight forward. My team excels at the things you look for in a recruiting partner. We make it easy for managers to see how each applicant aligns to your core requirements. Ask me how!

10

2 Comments

I use Systems Engineering in recruiting: 1 * Understand Requirements Know exactly who you need (no unicorns, please), I’m on it! Need specific skills but aren’t sure who fits, I’ll help define the blueprint. 2 * Build the Right Framework I leverage an engineering mindset to align leadership qualities and technical skills with your specific needs, mapping out the best talent market. 3 * Test and Validate I don’t just pass along resumes—I test them to ensure they’ve thrived in high-pressure environments and are a perfect match for your requirements. 4 * Deliver Quality is my focus. I present 4 to 6 top-tier candidates, each one ready to ‘launch’ and drive your projects forward. I started my career as a Systems Engineer and believe it's the heart of any product or service. What systems do you use to find the right talent?

18

17 Comments

📈 142K jobs added to the U.S. economy in August. Slower than expected, but up from July. 💼 The unemployment rate decreased slightly to 4.2%. And the number of unemployed people changed little to 7.1 million. ⬆️ Top job gains occurred in construction and health care. 📺 Watch for more insights into the current job market for job seekers and hiring managers. #BLS #JobsReport #RobertHalf

1

In the real world labor market, 2024 has been a shitshow of layoffs... 1. Everybuddy: 100% of workforce 2. Wisense: 100% of workforce 3. CodeSee: 100% of workforce 4. Twig: 100% of workforce 5. Twitch: 35% of workforce 6. Roomba: 31% of workforce 7. Bumble: 30% of workforce 8. Farfetch: 25% of workforce 9. Away: 25% of workforce 10. Hasbro: 20% of workforce 11. LA Times: 20% of workforce 12. Wint Wealth: 20% of workforce 13. Finder: 17% of workforce 14. Spotify: 17% of workforce 15. Buzzfeed: 16% of workforce 16. Levi's: 15% of workforce 17. Xerox: 15% of workforce 18. Qualtrics: 14% of workforce 19. Wayfair: 13% of workforce 20. Duolingo: 10% of workforce 21. Rivian: 10% of workforce 22. Washington Post: 10% of workforce 23. Snap: 10% of workforce 24. eBay: 9% of workforce 25. Sony Interactive: 8% of workforce 26. Expedia: 8% of workforce 27. Business Insider: 8% of workforce 28. Instacart: 7% of workforce 29. Paypal: 7% of workforce 30. Okta: 7% of workforce 31. Charles Schwab: 6% of workforce 32. Docusign: 6% of workforce 33. Riskified: 6% of workforce 34. EA: 5% of workforce 35. Motional: 5% of workforce 36. Mozilla: 5% of workforce 37. Vacasa: 5% of workforce 38. CISCO: 5% of workforce 39. UPS: 2% of workforce 40. Nike: 2% of workforce 41. Blackrock: 3% of workforce

8

2 Comments

🌟 Direct Access to Top Talent 🌟 With NextIn, you get to skip the intermediaries and connect directly with exceptional candidates. Our mission? To streamline your hiring by providing you with access to vetted, high-caliber professionals—at no extra cost. 🔹 No Fees 🔹 No Middlemen 🔹 Only Quality Talent Let us make hiring simple. Connect directly with the talent your team deserves! #Startup #TalentSolutions #Hiring

4

Well, it finally happened – the Fed actually cut rates for the first time since 2020. Guess they noticed the job market cooling off! This is great news for job seekers and companies eager to turn up hiring efforts. This is because lower rates are typically associated with more hiring as employers’ bottom lines get a boost from cheaper borrowing costs. This interest rate cut comes after hiring has been up (barely), with 142,000 new jobs in August. Unemployment even dipped a smidge, from 4.3% to 4.2%. Not groundbreaking, but hey, we'll take any steps in the right direction. The big question is if the Fed will keep slashing rates? Depends on inflation and the job market, I suppose. #JobMarket #LaborMarket

46

A contact recently hired a search firm to help him hire a CRO for his Series A tech firm, which was a recommendation made by their VC. The end result was not favorable, so in honor of helping him and others in his situation... When interviewing a search firm, a hiring company should ask questions that help assess the firm's capabilities, experience, and approach to ensure they are the right fit. #WeAreEastward

24

8 Comments

📈 142K jobs added to the U.S. economy in August. Slower than expected, but up from July. 💼 The unemployment rate decreased slightly to 4.2%. And the number of unemployed people changed little to 7.1 million. ⬆️ Top job gains occurred in construction and health care. 📺 Watch for more insights into the current job market for job seekers and hiring managers. #BLS #JobsReport #RobertHalf

2

📈 142K jobs added to the U.S. economy in August. Slower than expected, but up from July. 💼 The unemployment rate decreased slightly to 4.2%. And the number of unemployed people changed little to 7.1 million. ⬆️ Top job gains occurred in construction and health care. 📺 Watch for more insights into the current job market for job seekers and hiring managers. #BLS #JobsReport #RobertHalf

1

If you work in tech/product/engineering, and your company asks you to take on a new project with a very niche product/solution/department, really think about if that is where you want to take your career. I remember all the Y2K Analysts being obsolete 12am January 1st 2000. And I remember talking to them in 2000/2001 as they were laid off and looking for a job, for a while. I also saw Software Engineers, take on Salesforce like 10 years ago and their trajectory was forever changed. From many I talked to who wanted to get back into Product Development, it was not so easy. If you are going to take on something niche, you should negotiate a raise, and a performance bonus and some guarantee of when the project is done you can assimilate back into what you were doing. You maybe very valuable to your current company, but how does this niche translate to other places? It may sound cool and you maybe pigeonholing yourself unintentionally. #Careers #Growth #Tech #Product #Engineering

24

7 Comments