Samuel K

Hey all... JOB OPPORTUNITY !! mini story included_ 2 weeks ago I posted for this role and we made it through interviews in 1 week. I hate dangling 'speed' in front of people bc I know how frustrated people are (this market sucks!), but this truly was a special, refined process. ⚒ Took the brief > presented a stand-out candidate > interviewed over 5 business days > offer! 🙀 It was wild but in the best way! A dream for a great recruiting partnership. But also a > 🎢. And as things go, it wasn't the right timing for this particular candidate. That's okay! 🥁 That means the role is still open, and I gotta fill it. This client has been interviewing for a couple of months, and by now, knows exactly what they are looking for, and are ready to hire yesterday. So here is what we learned we really need from this most recent interview round: 🌟 🌟 🌟 Have you worked at a startup? Have you worked for a big company? Are you in the Bay Area (able to get to San Mateo 2x/wk for jam sessions)? Can you get down with being an IC for 6-12 months and want to/have experience building a team? Do you want to be a strategic partner and build from 0-1? And hang out in Figma every day? 🌟 🌟 🌟 Please see original post below for all relevant/required info! Hit me up and share with your SF buddies/networks. I appreciate you! This team is cool. Level-headed. Accommodating. Clear-sighted. Passionate. TYSM. 🧡

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DIRECCÇT HIRINGGGGGGGGG ⚠️ Position - Senior Product Engineer $150,000-$300,000 annual Location - San Francisco, California Hybrid ________N O T E 👇 ______ INTERESTED CANDIDATES CAN SENT ME OVER HERE CV 👇 "[email protected]" Description 👇 Candidates need to be willing to work hybrid in San Francisco We are an early-stage startup; our team dynamics are different from companies of other sizes and stages. We're a small team, with high ownership, who are not only passionate about what we do, but seek to be exceptional as well. Currently, our team consists solely of our 2 co-founders, Sina and Joe. There's a lot of stuff going on, and a lot of ambiguity. We prioritize having a strong, in-person culture in San Francisco for our founding team. We are open to team members who operate remotely on a case-by-case basis. We do NOT expect you to work all the time, but you’ll have to be diligent and hold yourself accountable regarding the boundaries for your work day. Depending on your location, you may need to be flexible to accommodate the schedules of other team members and clients. We want teammates who own it. We strongly believe that empowering everyone on our team with ownership is a key to our growth and success. We expect every team member to not only own decision making, but also own the success or failure that results from their decisions. Requirements Experience shipping production code in a language like Typescript, Rust, Python, Go, Solidity Excellent problem-solving skills and a strong sense of ownership Obsession with shipping code with a bias for self-reliance Past work experience spanning Web2 and Web3 systems 4+ years of experience shipping Typescript or Javascript for web based front end applications Comfort shipping code with the following tools: React, NextJS, Tailwind, Wagmi, Viem Hunger for pushing the boundaries of what's possible in crypto today, with a knack for quick iteration Familiarity with design principles and tools About You A solid understanding of engineering principles. You enjoy building and shipping quality, resilient, and dependable services. A sense of grit to dive into a problem and own the implementation of solutions. Possess excellent communication skills for effectively conveying your perspective, ideas, problems, and solutions. A strong sense of ownership and prioritization when navigating the ambiguity of an early-stage startup. A motivation for accelerating the adoption of digital ownership beyond the current limitations of public blockchains. Responsibilities As an engineer, you'll play a critical role in building out our foundational infrastructure in a fast paced startup environment. This will involve researching, designing, and implementing novel engineering solutions related to hybrid onchain/offchain systems. You will ship a lot of code, with the potential to work on things like indexers, databases, smart contracts, cryptography, and APIs all operating at a global scale.

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I’m in immediate need of work! Who’s hiring candidate experience focused exceptional recruitment pros??? I’m available now! I’m looking for a full-cycle recruitment or sourcing role. Based in greater Seattle/Tacoma area in Washington state. Open to full-time/part-time/temporary, W2/1099, Onsite/Hybrid/Remote, and willing to relocate for the right opportunity! General look at some of my experience in recruitment: • 12 years corporate  • 3+ years technical • 3+ years Agency/Staffing/RPO • 5+ years NGO  • 5+ years Executive  • 6+ years Light Industrial/Supply Chain/3PL  • 6+ years of Sales/Customer Success/Call Center/Customer Service  • 9+ years of recruitment team specific leadership experience  • 1+ years of healthcare I’ve not recruited for everything under the sun but I have recruited for a wide range of industries and roles while working for corporations, agencies, and RPOs. I’m open and immediately available to work! I come with references from former leaders, colleagues, and candidates (that I’ve been able to get hired & those I have not). Miscellaneous facts about me: • Boolean is an old friend I enjoy spending as much time with as possible • implemented Greenhouse twice  • worked in over 10 ATS systems • I love panda bears • dedicated to providing world class candidate and hiring team experiences  • pink is my favorite color followed close by rainbow and black • exceptional as an IC or team leader (I love both equally at this point in my career) • I’m an activator • active presence on social platforms as recruitingSHEro  • whenever I say or hear the word Boolean I begin to sing in my head to the tune of Dolly Parton’s, Jolene (“Boolean, Boolean, Booleaann, Boooleaaannnn…”) • open to project, permanent or contract work • I love rainbows • link to my website in comments • there are 20+ great recruiters roaming the planet today who learned recruitment fundamentals directly from my training and mentorship • I love Wonder Woman and what she represents  • there is so much more to me vs. what I can share in a LI post - take a chance on me so we can do incredible things while hiring the right candidates for your open roles without cutting corners because we both know retention is king and one bad recruitment hire can set back recruitment efforts 3-6 months. I NEED YOUR HELP! Who do you know? Can you introduce me to someone who is hiring? Can you refer me to an open recruitment role within your organization? Will you share this post? If you have worked with me, for me or if you've been a candidate that's gone through the interview process with me, are you able to write a recommendation for me here on LinkedIn? Do you have an idea that will help? #HrCommunity #LinkedInCommunity #HireMe

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Tech Job Market Update: Tough Times for White-Collar Roles Even seasoned pros are struggling. After 13 years at eBay, a candidate applied to 135 jobs—only two callbacks, zero offers. What’s happening? Tech hiring is down 25-32% in IT, engineering, QA, and more. Overhiring, AI efficiency, and record job applications are slowing hiring timelines (now 66 days on avg). Job seekers face fierce competition—standing out has never been harder. How are you navigating this market? Let’s share strategies below! 👇 #JobSearch #TechCareers

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25 new requisitions all in 1 day? 🤯 Yep, that was my Monday. 🤷‍♀️ If you’re in #recruitment or #talentaquisition, you may have experienced that "OMG how will I have time?!" feeling. 😅 When I first started my recruiting career 6 years ago in a high volume staffing firm, sometimes that high pressure made me want to run for the hills🏃🏻‍♀️(not literally, but maybe to the stairwell for a quick panic moment). 🫣 But I quickly learned that with a strong recruitment strategy, it doesn’t have to feel impossible. You can even keep your sanity intact all while maintaining a work-life balance. Here are a few tips and tricks I’ve incorporated into my strategy that have helped me keep my #confidence and stay on track: 🌟 𝐖𝐫𝐢𝐭𝐞 𝐂𝐨𝐦𝐩𝐞𝐥𝐥𝐢𝐧𝐠 𝐉𝐨𝐛 𝐃𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧𝐬: This is your gateway to find the right talent. If it's not engaging, who will take it seriously? Highlight the day-to-day tasks, what they’ll gain, key benefits, and more. 🤖 𝐀𝐈 𝐓𝐨𝐨𝐥𝐬: Leverage AI-powered sourcing tools like HireEZ and SeekOut to efficiently identify and receive alerts about available talent globally. 🎥 𝐎𝐧-𝐃𝐞𝐦𝐚𝐧𝐝 𝐀𝐬𝐬𝐞𝐬𝐬𝐦𝐞𝐧𝐭𝐬: HireVue has been a game-changer for streamlining screening and evaluation processes, but this does NOT replace the candidate experience. Train your managers to use it effectively for easy collaboration. 💬 𝐀𝐬𝐲𝐧𝐜𝐡𝐫𝐨𝐧𝐨𝐮𝐬 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧: Lean on tools like Slack, Zoom, Loom, or Microsoft Teams to facilitate flexible communication between team members and managers. 🏆 𝐒𝐡𝐨𝐰𝐜𝐚𝐬𝐞 𝐘𝐨𝐮𝐫 𝐂𝐮𝐥𝐭𝐮𝐫𝐞: Give an authentic glimpse of your company culture by sharing employee testimonials, video job descriptions, day-in-the-life videos, etc. 📈 𝐃𝐚𝐭𝐚-𝐃𝐫𝐢𝐯𝐞𝐧 𝐃𝐞𝐜𝐢𝐬𝐢𝐨𝐧𝐬: Share talent market data from LinkedIn Talent Insights and TalentNeuron to influence hiring decisions and educate managers on the competition and how to remain competitive. 🌟𝐎𝐟𝐟𝐞𝐫 𝐂𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐯𝐞 𝐁𝐞𝐧𝐞𝐟𝐢𝐭𝐬: Highlight relevant benefits that matter to your candidates, such as remote work options, flexible schedules, or wellness programs. 🤝 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥𝐢𝐳𝐞𝐝 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞: Ensure every candidate feels valued with timely updates, personalized communication, and feedback. And yes, even no update is STILL an update. To me, a strong recruitment strategy is all about adaptability, having an open mind, and being able to pivot. Since I started 6 years ago, my process has evolved annually to help me stay current with #industrytrends and #bestpractices. Just take a deep breath, assess the situation, and prioritize accordingly. You got this! ————————— Hi, I’m Casey 👋 + Talent Acquisition Specialist & People Enthusiast + Remote Work Advocate + Follow for more TA/Recruiting tips 👩‍💻 #TalentAcquisition #Recruiting #RemoteWork

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Question for the tech recruiters or TA leaders out there. You're hiring software engineers, what would you expect your CV Submitted to Offer ration to be based on the below hiring process: 1. CV submitted (fully prescreened by recruiter/TA) 2. Hiring Manager CV Review 3. Hiring Manager Phone Interview 4. Technical Interview 5. Values Interview Granted there will be lots of nuances, but broadly speaking what are you expecting? 5:1, 7:1, 10:1, 15:1 ? #recruitment #recruiting #talentacquisition

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Know Your Numbers! 💟 What I’m going to share below is based on how we work here at C/P! I can’t speak for other agencies/recruiters, so don’t jump me in the comments. I say this to candidates I work with: understanding what you need from a comp perspective (I’ll focus on base here) is important. Before we jump in, things I hold myself accountable for/ my commitments: - Always including salary range in every post I make - Sharing salary ranges during the first call/screening call - Checking in after the later rounds to discuss comp/realign - Being honest around flexibility or lack of! When I’m on calls and ask candidates where they want to land after I share the salary range, I can often hear them improvising #s. The truth is, we don’t need/want to know your current salary, but we do need to know what you want/what's your desired comp. It’s also important to note the difference between joining an early stage company and a later stage company. The base salaries + total comp can be very different. Of course, so much goes into comp outside of the base— equity, bonuses, and other benefits and perks— but start playing around with and thinking about numbers starting with your base. We have seen people get real creative around total comp so having at least your minimum, ideal, and sign-on spot numbers in your head already will make things so much easier. You are less likely to be disappointed if you approach convos with agents at C/P (I can’t speak for other agencies/recruiters) with a clear, realistic understanding of your expectations. We are transparent about salary ranges on all of our screening calls. We'll work ✨ for✨ and ✨with✨ you to make sure the offer you receive is one you are excited about!

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Layoffs Are Not a Vacation You face a tough reality after losing your job. Friends and family may believe you’re on a break (they don’t see the full picture). But the truth is crushing. Daily stress, endless applications, and rejection wear you down. The anxiety of bills looms large (it’s hard to relax when money is tight). You feel exhausted and on edge. The Emotional Toll of Unemployment Your self-esteem takes a hit. The burden of mortgage payments and daily expenses weighs heavily. Each rejection feels like a punch to the gut (it’s not just business; it’s personal). You wish you could escape, but responsibilities hold you down. Constant worry eats away at your mental and physical well-being. This isn’t just a pause; it’s a struggle for survival. If you land a new job, you will need time to recover from the last chapter (this isn't just about finding work; it's about healing). Find Your Path Forward Step into your power. Start by prioritizing self-care (it’s okay to take a moment for yourself). Face each day with a job-hunting strategy. Set aside time for networking and personal growth. Seek support from friends, family, or groups of others who understand your situation. Embrace small wins, like new connections or a great conversation (every bit counts). Remember, each step forward matters. You will find your way. Believe in yourself as you push ahead (you’ve got this).

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You and your friend from the same team are part of the same RIF at the same time. You dig into the job hunt together, make useful introductions to your respective networks, and share openings that you think the other would be a good fit for. You apply to dozens of jobs and only get a few first round interviews, while your friend has final round interviews scheduled almost from the beginning. WHAT THE HECK?! You have a similar skillset, similar education, and an almost identical recent job history where, if you’re being honest with yourself, you were a better performer. So why are they getting all of this love and attention and you can’t even get a recruiter’s side-eye? There may be a few reasons, but one of the biggest ones is the resume that you’re using for your applications doesn’t reflect you or the value that you can bring to the role you’re applying for. Not really. That resume is a marketing document. Resumes may have originally been intended to accurately reflect your experience and abilities, but in today’s hyper-connected, attention-span-crippled, artificially intelligent marketplace, modesty or even 100% honesty are going to get you nowhere. If you’re not exaggerating, or straight-out lying, on your resume, then you’re very possibly not getting through that first #ai keyword barrier to an interview. This puts all of the burden on overworked recruiters to give resumes a sniff-test and then spend incredibly valuable time challenging candidates on their claimed experience while trying to detect if they’re using ChatGPT to respond. This is the classic goal-reward misalignment: companies want highly skilled, motivated employees, but we’ve created, and are currently accepting, a system that rewards people who are more comfortable self-promoting at best and better at lying at worst. I’m dreaming of a world where being good at what you do gives you the advantage in the #jobmarket that you’ve earned, and I’m inviting you to come share that dream. Details to come early 2025. 😁

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Building a Foundational tech team from the ground up is a challenge at the best of times. This qtr already though Allyssa has done just this and more multiple times over. As our Partner that leads our embedded function - Allyssa brings so much talent expertise directly to Founders who are needing to scale and launch rapidly, with no pre-established talent function, No real talent strategy and typically not more than a handful of employees and a V1 of a product. Thankfully the rest of us in the crew can lend our support and expertise across our verticals (Design for me!) and help scale up these founding teams of Head of Product, Head of Engineering, Head of Design, Head of Finance and more. Founders are busy building their products, raising capital, acquiring customer and more. Embedding Allyssa as a 'Head of Talent' to scale as needed and then roll off once done has been a game changer for our customers. NYC is a hot bed for tech companies launching (especially as more global companies want to establish in the US) but they need on the ground, local guidance and support. #bamboocrowd #embeddedrecruitment #startups #startuptalent #coffeewiththecrowd

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At Elevation Search Group we see that Silicon Valley is at a crossroads. After years of seemingly unstoppable growth, the tech industry is facing a reality check. Layoffs are the headline, with 36K layoffs in the Bay Area over the past two years​ (Joint Venture)​​ (Insider)​. This isn't just a minor adjustment; it's a significant shake-up. But let's not panic. This isn't the dot-com bubble bursting all over again—it's more of a recalibration. We are finding some light as summer draws to a close and companies realize their hiring needs. #Hiring #TechJobs #AI #Marketing

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"Strange how the media completely ignored the story that all California job gains in 2023 were fake. Contrary to prior reports of over substantial job gains in the deep blue state in 2023, the reality was far uglier. Based on the most recent release of the early benchmarks, payroll jobs declined by 32,000 from September 2023 through December 2023. On the contrary, the preliminary monthly reports showed a solid increase in job growth (+117,000 jobs) at the time. With the fourth quarter revision, calendar year 2023 saw essentially no net job growth (+9,000 jobs overall). But one can be absolutely certain that once the next set of revisions come in, California will not have generated any actual job growth for the second year in a row. In fact, make that all of America." - Zero Hedge https://lnkd.in/er4hC9Ga

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In the past two weeks I’ve jeopardized $50k in revenue by coaching candidates and hiring teams AWAY from “placements” that would have won me large contingent fees. Why? Because longterm fit is so much more important than just “making the placement”. Traditional upfront placement fees haven’t aligned the incentives for recruiters and hiring teams adequately towards that end. In each of recent these instances, the more I learned, the more I realized that the match wouldn’t have lasted long or been the right fit for both parties. 🤑 So I’m putting my money where my proverbial mouth is… 🤑 New Recruiting Model where pricing increases over time depending on longterm success $1,000 Retainer + $1k/month for each month they stay employed Examples: 😩 If this person remains a fit for only 6 months >> $7,000 total spend 🤔 If this person is a strong fit for 12 months >> $13,000 total spend 🤗 If this person is still anchoring the team 18 months in, we’ll celebrate our joint “success” >> $26,500 total spend Book a discovery call (or zoom if that corded phone my daughter's currently obsessed with isn't your jam) to see if your next role might qualify for this new model! https://lnkd.in/gPckAH9V #Hiring #Startups #TheTruthAlways #Transparency #Recruiting

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When we talk to candidates who want to relocate, it is the ones who have their ducks in a row who stand out… 🗺 Do they have a SPECIFIC place in mind? So many times, I speak to people who 'just want to get out of California' with no particular goal destination. 🏠 Have they looked at the cost of living – especially the housing and rent costs? Usually, people have an idea of this one, but the average cost of a “house in North Carolina” vs. “a house in Winston-Salem” vs. a “house in Burlington” vs. a “house in Cary” can easily be hundreds of thousands of dollars. 🏙 Do they know (or are they seeking to know) how their experience in a different market will translate to experience in a new market? If they build high rises in NYC, the opportunities and the pay to do something similar in Wilmington will be very different. 🧡 Do they have a compelling reason for making a move? E.g. Do they have family in the area? Are they moving for love? Have they spent a great deal of time in the area? Have they done extensive research and can tell me all the reasons the move makes sense for them personally and professionally? ⏰ Do they have a timeline mapped out? A big yellow flag is: “I can start whenever.” Moving is time intensive: they need to consider selling a house or breaking a lease, the spouse’s job, the kids’ daycare/school, packing and unpacking, providing their current employer a two-week notice, getting the dog across the states, etc. 💲Have they considered what realistic salary expectations are in the new market? This is a delicate conversation when someone is moving from NYC to Greensboro, but c’mon, if you are moving from NYC to a town of less than <500K people, if you haven’t begun to consider how your salary might change, this is a very big flag. 🛫 Do they have a preliminary trip planned where they will spend time exploring different communities where they can settle, put in for daycares, and possibly take in-person interviews? When I have early conversations with candidates just dipping their toe into the water, I have few expectations. And, that is fine. Asking these questions is part of my job. However, if when I speak with someone, they DO have this all thought out: I know they’re serious. My advice: talk to a recruiter as soon as you are considering making a move. You don’t need to have everything figured out. Probably, the recruiter can help you (yes, I’ve shared compensation expectations, recommended towns and neighborhoods, passed on realtors’ names, and sent lists of all the best of restaurants). If you DO happen to be ten steps ahead on all these things, I guarantee you will impress me.

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You do not need to memorize the HM’s LI history, be prepared with quips about the college they graduated from, deliver a cake with your resume on it, etc etc 🥵 But you absolutely should send a quick 2-3 sentences thanking someone for taking the time to meet with you directly after the interview, bonus points if you can include some specific context from the meeting. 👍 At worst, it gets deleted without being read/ignored. At best, it leaves a good impression as they’re entering their feedback/making a yes or no decision following your interview. ❤️ #hiring #hiringtoptalent #recruitmentlife #recruiterlife #dogsatwork #coworkersbelike #recruiters #remotejob #remotehiring #jobsearching #interview #talent #peoplefirst #employeeexperience #newbeginnings #newbeginnings2024 #jobalert

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