Sara Sanchez Monsalve

268 tech companies laid off 75,122 employees in 2024 😳 😱 Reshare with your network to help more job seekers ♻️ Compiled list of 50+ companies that are currently hiring remotely in 2024 🔥 👀 ✅ Graylog ✅ Accela ✅ Acquia ✅ Own ✅ Oyster ✅ Pachama ✅ Actabl ✅ ActBlue ✅ Actian ✅ ActiveCampaign ✅ AE Studio ✅ AffiniPay ✅ Affirm ✅ Green Dot Corp ✅ Grin ✅ Framework ✅ Frontsteps ✅ Twilo ✅ Twitch ✅ Sparrow ✅ Fuelmade ✅ Funnel ✅ FusionAuth ✅ Fusion RM ✅ Grow Therapy ✅ GSTV ✅ Own ✅ Oyster ✅ Pachama ✅ Paper ✅ Parabol ✅ Parknav ✅ Blueprint ✅ BlueConic ✅ Bonfire ✅ Bonterra ✅ Bonusly ✅ Toptal ✅ Tremendous ✅ Trio Mobil ✅ Tropic ✅ Sporty Group ✅ Spring Health ✅ Sprout Social, Inc. ✅ Stack Overflow ✅ Starburst ✅ Stellar Health ​✅ kea ✅ Kin + Carta ✅ Kinsta® ✅ Zapier ✅ Zayo Group ✅ Zendesk ✅ Knack ✅ Knock ✅ Kona ✅ Zeta ✅ Zoom ✅ Zone & Co If you are looking for remote job opportunities, take a look at the following job boards as well to check more roles: ➡ Remote.co ➡ FlexJobs ➡ We Work Remotely ➡ Working Nomads ➡ Jobspresso ➡ RemoteWoman ➡ Wellfound ➡ Uplers ➡ Email Uplers ➡ EU Remote Jobs ➡ JobTeaser ➡ EuroJobs Company If you liked this post, 1. Save it for future reference. 2. If you’re not getting any job shortlists because of your resume and need help of our resume writing services then message us “RESUME” to get pricing and other details. If you liked this content, ♻️ repost this and follow Mir Zubair Ali ✍️

336

63 Comments

Ignoring equity hinders innovation and creativity. It means missing out on incredible talent and ending up with homogenous teams, dominated by similar profiles. Recently, SHRM made the controversial decision to drop 'equity' from IE & D, causing a huge backlash in the HR world. Some in the MENA region will dismiss this as irrelevant / fluffy news, but let me explain why it’s crucial. Imagine a dinner party: - Without diversity, you’re having dinner in an echo chamber - Without inclusion, most guests don't have a seat at the dinner table - Without equity, the privileged feast while others have not eaten at all One can’t work without the other. Especially with the nuances and diversity across our region. Equity ensures everyone, not just the privileged, is set up for success. It leads to more opportunities for typically marginalized groups in the workplace, such as mothers, individuals with disabilities (visible & invisible), refugees, older workers. And ultimately, it's a win-win for the company, the employees and the culture. I know this could be a polarizing topic, so I'm curious, what’s your take on equity in HR practices? -- #Diversity #Inclusion #Equity #WorkplaceCulture #HR #Leadership #MENA #EmployeeEngagement #InclusiveWorkplaces

23

4 Comments

🚨 What's Wrong with The Recruiting Department? 🤔 I really enjoy Josh Bersin's weekly podcasts where he covers all things related to recruitment, talent acquisition, L & D, AI architecture and human connection and so much more. Josh Bersin advocates the systemic workplace where hiring, development, and career progression are driven by skills rather than traditional job titles or roles, which I am completely onboard with. 😊 I thought this particular podcast https://bit.ly/3WTRUeT would provide my network with much food for thought and had to share. 💡 These are just some of the top takeaways that stood out for me: ☑️Integrate Learning & Development with recruitment to promote a skills-first workplace and career development. ☑️Many companies are stuck with legacy ATS systems—time to clean up and embrace AI-driven tools. ☑️Upskilling is critical—without it, companies risk falling behind in the brutal talent market as continuous learning is a No 1 priority for employees and companies alike. ☑️Align internal mobility and skills-based hiring with recruiting. ☑️Outsource what you can’t do internally. ☑️Cut down on bureaucracy and focus on quality time to reduce time to hire. ☑️Turn recruiters into talent advisors by leveraging tech. Listen to and enjoy the full podcast. It's time to start rethinking your recruitment strategy! 🎧 #Talentmanagement #skillsfirst #RecruitingRevolution #AI

5

2 Comments

BrightHire just made a major move—and it’s a total game changer for skills-based hiring! For the first time ever, teams committed to hiring for skills have an end-to-end platform to actually make it happen. Before now, scaling this approach was like trying to herd cats. You could have all the skills taxonomies, question banks, and rubrics in the world, but getting interviewers to consistently run skills-based interviews? Nearly impossible! No more flying by the seat of your pants in interviews. No more head-scratching over what "great" really looks like. No more wondering if you actually asked the right questions. That changes today. 🎉 Watch Ben's video to see these transformative features described! #SkillsBasedHiring #HRInnovation #FutureOfWork #BrightHire #HiringTransformation #AIinHR

32

🚀 Launching my free guide on salary benchmarking and pay transparency! 🚀 Compensation is never neat, and implementing a structured approach can be overwhelming, but speak to any business that’s been through it and out the other side, and they’ll tell you the results are worth it! When you get this right, it saves everyone time and lets you focus on what really matters – building a successful business. To help you on this journey, I’m excited to share my free guide outlining the steps and key decisions for designing a compensation system that’s fair, consistent, and transparent 💛 The guide draws on my experience working with over 70 global organisations over the last decade and I hope it becomes your go-to resource when creating a pay structure that fosters transparency and trust. Access the free guide here - https://lnkd.in/eJ-58ztN I’d love to hear your thoughts and please consider re-posting this to share with others in your network who might find it useful. #transparency #salarybenchmarking #compensation #payequity #paytransparency

126

29 Comments

I'd not be able to guess at how many interviews I've led in the past 22 years 👂🏻🗣 What I'd like to be able to confirm however, is that the questions I've asked weren't skewed when it came to gender 🙊 I've certainly been witness to these findings ⏬ 👩🏼Women often feel uncomfortable when discussing the topic of compensation 👩🏼Female candidates report having a better experience when interviewed by women and when questions are focused on soft skills 👩🏼Female interviewers often conduct longer interviews 👨🏽When men talk to men, there’s more small talk centered around sports This market intel from Pillar shows (frustratingly) insightful data when it comes to gender & interviews. Do you really know what's going on behind closed doors of an interview in your business❓ Thanks to Recruiting Brainfood for the share. #peopleandculture #talentacquisition #diversityandinclusion

10

3 tips for navigating in-house politics as an HRBP. 1. Stop trying to get alignment across *all* your stakeholders. Optimizing for alignment leads to slow and arduous progress at best, and an inability to make any change at its worst. Instead, identify the decision-maker (be it the head of your business group or your CEO), socialize your idea with the key stakeholders you know they’ll want input from, and then share your proposal directly with the decision maker. Make sure your proposal clearly flags the stakeholders you’ve spoken to and highlights areas of alignment as well as concerns they flagged. Not only will this cut all the back and forth across a bunch of people who don’t have final say in the process, it will also empower the actual decision maker to make a quick and confident decision vs hemming and hawing as they worry about what their key stakeholders will think. 2. Orient discussions around team priorities vs individual priorities. In-house politics often get fueled by a sense of divisiveness, i.e. one leader feels like their team’s needs aren’t being taken into account. Ex: HR rolls out training at the end of a quarter, right when most Sales reps are at their busiest. Cue: All the in-house politics and upset. Instead, center discussions around overall team goals to ensure you’re having holistic discussions that everyone feels invested in and that surface risks for conflict so you can get to a better end solution. Instead of driving a discussion around Performance Reviews (an initiative that is often viewed as an “HR” initiative, and which often feels bothersome to busy leaders), center the discussion around the team goal you’re trying to help achieve. If your business group is the Sales team, that might be: “Getting everyone to hit quota.” If your business group is the entire leadership team, that might be: “Getting us to hit our ARR goal.” 3. Don’t be part of the problem. Yes, you read that right. From participating in badmouthing to being defensive and close-minded, we’ve all succumbed to these negatively impactful behaviors at one point or another. But if you’re struggling with in-house politics, being part of the problem is only going to make things worse. It is in your best interest for your leaders to get along and view each other with respect. So if someone starts badmouthing another leader during an HRBP call, gently coach them towards a more solution-oriented discussion. If you get the sense that there’s tension between you and your stakeholders, proactively solicit their feedback and partner on a better path forward. For more detailed tips on how to make sure you’re not part of the problem (including sample Qs and language to lean on), check out some of my favorite resources below: HRBP 1:1 template: https://lnkd.in/ehKtXDs2 Coaching questions: https://lnkd.in/ehZxSXSm Navigating pushback: https://lnkd.in/egBrc4Kj

253

16 Comments

🔥 New Podcast Episode! I had the pleasure of chatting with the amazing Alex S. dual-path leader who has juggled incredible responsibilities in HR across industries like finance, luxury retail, nonprofits, and now… government! 🚀 Oh, and did I mention Alex is the President of NYC SHRM one of the largest SHRM chapters in the country?! 🏙️💼 In this inspiring episode, Alex shares: ✨ His leadership journey through diverse industries. 🌊 How he uses the environment around him to recharge and reset. 📅 Why intentional boundaries (and a well-managed calendar!) are game changers for HR professionals. 🏡 The power of “micro-vacations” for maintaining balance. 👩‍💻 How NYC SHRM fosters a community of support and ideas for HR practitioners. 💬 One key takeaway? Leaders MUST role-model wellbeing! It’s not only about policies—it’s about walking the talk. As Alex says, “Leadership sets the tone for workplace culture.” This conversation is packed with golden nuggets 🏆—from actionable wellbeing tips to strategies for thriving amidst chaos. Don’t miss out! 👉🏽Listen now wherever you get your podcasts https://lnkd.in/eSEBea5e 🎧 COMING THIS FRIDAY: Debbie Goodman joins us to discuss leadership wellbeing techniques 🌟 ✨ What’s your favorite strategy for maintaining wellbeing as a leader? Drop it in the comments below! ⬇️ #LeadershipWellbeing #LifeWorkBalance #HRLeadership #NewPodcastEpisode #POVfromPrudence #selfcare #harmony #trust #conflictresolution #culturalsensitivity #diversity #celebratingdiversity #Network #Support #psychologicalsafety #resilience #wellbeing #work #employeewellbeing #hr #people #pearrm #mentalheal

52

5 Comments

We had an awesome chat with Andy (CTO at SHRM) and Michelle (Head of People Ops at Hopper) a week ago. Here are my biggest takeaways: 📈 HR is now expected to lead continual business transformations The last 4 years have dramatically changed the expectations businesses have for their HR leaders. Shifts to remote/hybrid work, rapid headcount growth, subsequent contractions, and disruptions from AI have all demanded big changes from businesses and CEOs have looked to HR leaders to navigate them. It's no longer good enough to be a department that just runs a set of unchanging processes and operations -- executives expect HR to be modernizing as rapidly as the rest of the business. 🏃‍♂️ HR leaders need to be agile The business impacts of improving a process are being measured in shorter increments than ever. It's no longer acceptable to ask your stakeholders to suspend disbelief for a 12-18 month process or tool implementation before seeing results. You have to: - Pick the minimal subproblem you can solve to deliver value. Ex: "We're going to define and reconcile our job architecture for just Engineering at first, since that's where we're growing the most" - Roll out updates incrementally. Ex: "We'll run comp planning for HR & Finance departments in our new platform first to get feedback on the implementation before a full rollout" - Constantly get feedback on your changes from business stakeholders. If functional leaders don't understand or agree with process or tool changes you're making, they'll be dead on arrival 🔧 Make sure your tools are as nimble as you are The processes that serve your company today are not going to be the ones that serve your company tomorrow. If it's not headcount that's changing rapidly, it will be any one of the laundry list of other disruptions that we've observed over the last 4 years that demand adaptation and evolution. If you adopt a comp planning, workforce planning, or other solution that automates an HR process, you have to make sure that it allows you to change that process quickly, or either you or the tool will be left behind. We see agile HR leaders all too often abandon an inflexible tool that they've already paid for in favor of spreadsheets when their needs evolve past the initial implementation. Check out the rest of the conversation and the full recording in the comments below 👇

26

1 Comment

In a complex job market, addressing clients’ challenges with transparency, realism, and optimism is essential. Check out the featured article in this month's Career Convergence, https://buff.ly/3DjTccI, "Reflecting the Times: Effective Strategies for Advising Clients in a Tough Job Market, Providing Career Support with Both Hope and Transparency."

12

To my fellow people leaders and coaches: Lets talk about the “E” You might have noticed folks getting spicy on here about SHRM’s recent decision to remove the term "Equity" from their mandate. As leaders and coaches in the startup ecosystem, it's essential for us to understand why equity matters and how it can be integrated into our organizations and coaching practices: ⭐ Why Equity Matters 1️⃣ It is distinct from equality: Equality aims to provide the same resources and opportunities to everyone. Equity goes a step further by recognizing that individuals have different needs and starting points. Imagine giving a group of people the same sized ladder. Now imagine giving each of them a ladder sized for their bodies. One is definitely more helpful. Equity ensures that everyone has access to the resources and opportunities they need to succeed. 2️⃣ It enhances diversity and inclusion: Diversity is about increasing representation. Inclusion is about creating a container where everyone can bring their whole selves and have a voice. Equity is about addressing systemic barriers and biases that hold people back, ensuring that diverse talent can thrive. Without equity, efforts in diversity and inclusion can fall short, as they may not address the underlying inequalities that set a population back. 3️⃣ It drives innovation and growth: A workplace that prioritizes equity fosters a culture of trust and collaboration. When employees feel valued and supported, they are more likely to contribute unique perspectives and ideas, driving innovation and business growth. 💡 Integrating Equity into Your Startup and Coaching Practices 💡 1. Conduct an Equity Audit: Assess your current policies, practices, and culture to identify areas where inequities may exist. This can include pay disparities, promotion practices, and access to professional development. 2. Implement Targeted Programs: This could include mentorship programs, leadership development opportunities, and tailored support resources. 3. Foster an Inclusive Culture: Encourage open dialogues about equity, provide training on unconscious bias and ensure that all voices are included in decision-making processes. 4. Measure and Adjust: Regularly measure the impact of your equity initiatives and be willing to adjust your strategies as needed. 💡 Coaching for Equity 💡 As coaches, we have a unique opportunity to influence and support leaders in their equity efforts. By incorporating equity principles into our coaching practices, we can: - Help leaders identify and address their own biases. - Support the development of equitable leadership practices. - Provide tools and strategies for them to reflect, evoke awareness, and drive sustainable change in their organizations Equity is not just a buzzword; it's a critical component of building a thriving, innovative, and inclusive working world. #Equity #DEIB #Leadership #Inclusion #Innovation #Diversity #Coaching

27

7 Comments

OK... so... AI for TA... we're about 18 months in and recent data has shown that less than 34% of Talent Teams are leaning in enough to make a difference to performance. Sure, you can invest in new tech (if you have budget), but the process of relevancy, capability, integration and success is long, confusing and draining. I've been researching, learning and putting together a possible solution over the past 12 months that may help you to understand and improve your talent function... Meet Promptai (by talentflexx). We work solely within the Generative AI/Machine Learning Environment (think ChatGPT, Bard or Gemini) and we help you with your Prompts. It's really difficult to get Gen AI to breakdown your culture and specific needs in TA & HR functions - it's bloody frustrating! After a few attempts, most businesses give up. Our Promptai solution can help you in 3 ways: 1) Consulting - we will run a complete diagnostic to see what parts of your function will improve using AI prompt tools, and provide an implementation plan. 2) Training - we train your entire team to use AI Prompt tools to improve in areas such as PDs, Resume Matching, Interview Guides, Reference Checking and more. 3) Outsource - we have a trained team that can implement the change you need and develop business-specific prompt templates to match your needs. I know this is not for everyone, but 81% of businesses that have implemented AI strategies have seen improvements in results. If you would like to have a chat - get in touch. Thanks! https://lnkd.in/gzvqhED8

11

2 Comments

Hey! NY HR professionals and recruiting agencies hiring for strategy, ops, bizdev roles in tech - this one is for you! ******** As part of NY Tech Week, we have nearly 300 registrations (and counting) of high caliber professionals from top consulting companies looking to get into tech. If you’re hiring for Strategy and Ops roles in tech, come join! We’ll make sure you’re approved on time for the event. If you need more info, feel free to drop me a private message on linkedin. For more information and to RSVP, visit: https://lu.ma/7nks6kk7 If you're seeing this post, don’t shy away - share/comment for visibility. We’re helping professionals transition from top consulting firms (Big 4, MBB, and other leading consultancies) into the tech industry. __________ FYI- if you’re looking to sponsor - whether recruitment agencies, HR tech companies, other tech companies, and MBA institutes - feel free to drop me a note as well #Networking #TechWeek #HR #Recruitment #Big4 #Strategy #Operations #NYTechWeek

14

2 Comments

Something was announced yesterday that has played a major part in my 20 years of recruiting and hiring talent in the US and beyond. The FTC in the US have just ruled that non competes are no longer enforceable. (Currently digging into the details on this). What is a non compete? It has been a longstanding legal tool, that restricts an employee working for a competitor or stops them from setting up their own company, that is in direct competition with their employer. This has generally been structured around a geographical area or period of time. The ruling will go into effect 120 days from now with a massive impact upto 30 million employees. This will apply to all new non-compete agreements, with a requirement employers inform, both current and former employees. Including all existing agreements cannot be enforced. This is another strong step in the US economy and a further move to unlock movement in the labor market. This unlocks financial benefits, increasing wages very likely to remain competitive and reduce the legal burden on an employee/employer. As we wave bye to a legal tool, that will now avoid those many conversations “we cannot speak with them as they have a non compete”. that has been long argued being unfair to the employee. I am really pleased we also welcome a new fast evolving world of fairness and transparency in the labor market. My friend Gerry Crispin has long argued this and many other elements of the tools required to unlock the Global labor market. Other countries now need to wake up, otherwise they are at risk of reacting slowly and becoming the jurassic park economies. https://lnkd.in/eTPdERSf

18

8 Comments

SF TA Leaders, have you got plans for Thursday evening? You have now. A few seats are left at Thursday's Talent Leaders Dinner at 25 Lusk. Join the perspicacious (chatgpt give me a word to describe someone intelligent, charming, and has expert knowledge in a specialist subject) David Moore, other erudite TA Leaders and me as we discus Optimizing the TA process. Message me if you are interested in joining us! https://lnkd.in/guDtXjkX #TalentAcquisition #LeadershipDinner #ProcessImprovement

22

3 Comments

Miro scaled from 300 to 1500+ employees in 18 months. Here are five TA tips from their Head of Tech Recruiting. 👉 TA teams should assess tools for return on investment, making sure they meet the evolving needs of the company. Tools that no longer serve their purpose should be reconsidered to allocate resources more efficiently. 👉 It's important to have adaptable processes and tools as the company scales. What works at one stage may not fit another which is why you have to iterate constantly. 👉 Miro leveraged external resources like freelance recruiters, RPO and placement agencies to hit their hiring goals. 👉 People are likely to want to hire people similar to them but hiring someone opposite brings new ideas and energy to the team which can lead to great results. 👉 Burnout is a real issue across all companies and it should never be ignored. Be transparent about how you're addressing burnout within your company. Do you have any burning questions about Miro's road to 1500+ employees? ⬇️

43

5 Comments