Shriya Patel

My growth strategy for Bamboo Crowd NYC: Hiring niche recruiters. (because I know that top-tier startups no longer waste time with generalist recruiters) I've built a team that has a deep sector-specific understanding of startups' recruitment needs. And they're awesome humans too! Meet our NYC team: Allyssa steps in as a fractional talent partner. Nathan is our expert in health tech recruitment. Alicia for design, research & insights recruitment. Neil is your recruiter for product, data, & engineering.  Chelsea recruits for innovation and strategic design. Jared, your go-to guy for design recruitment. Annie is for tech recruitment and shines as an embedded partner. And Rachel who keeps us together as our operations and community manager. To all the founders setting new benchmarks: We're with you. I love helping mission-driven Founders get the right people on board. Because I know exactly what it feels like to be driven by a relentless pursuit of setting new industry standards. PS. My team's DMs are open if you're looking to get quality talent on board fast in Q2.

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Founders Office Intern   Location: Remote Duration: 06 months Compensation: Paid + Other perks Reporting to: Founder About Us: We are an early-stage recruitment startup on a mission to revolutionize the hiring landscape by leveraging innovative technologies, data-driven insights, and personalized approaches to talent acquisition. As a dynamic and fast-growing company, we are looking for a highly motivated and versatile intern to join the Founder’s Office. Role Overview: As a Founders Office Intern, you’ll be involved in a wide range of projects, supporting the founders with critical tasks across multiple business functions. You will be expected to take initiative, learn quickly, and contribute in meaningful ways to the success of the startup. No two days will be the same, and you’ll have the opportunity to make real contributions that drive the company forward. Key Responsibilities: Strategy & Operations: Assist the founders in analyzing key business metrics, identifying growth opportunities, and implementing strategic initiatives. Business Development: Research potential clients and partners, help craft pitch decks, and support outreach to build relationships and expand our network. Market Research: Conduct research on industry trends, competitor analysis, and market opportunities to inform decision-making. Product/Project Management: Help track project timelines, milestones, and deliverables to ensure the smooth execution of key initiatives. Customer & Candidate Support: Occasionally help with managing candidate or client relationships, providing support to ensure a seamless experience. Administrative Support: Provide day-to-day administrative support, including scheduling, meeting preparation, and general office management tasks. Who You Are: Highly Motivated: You’re driven, proactive, and eager to learn. You take initiative and love working in fast-paced, dynamic environments. Entrepreneurial: You thrive in unstructured environments and are comfortable handling ambiguity. You’re excited to contribute to the growth of an early-stage startup. Strong Communicator: You can write and speak clearly and professionally. You’re comfortable interacting with team members, clients, and partners. Detail-Oriented: You have an eye for detail and can manage multiple tasks without missing important deadlines. Problem-Solver: You enjoy tackling challenges and thinking creatively to find solutions. Tech-Savvy: Familiarity with common productivity tools ( Suite, Slack) and a willingness to learn new tools quickly. Qualifications: Current Enrollment: You are currently a student (undergraduate or graduate) in Business, Marketing, Communications, Engineering, or a related field (or have equivalent experience). Excellent Written & Verbal Communication: Ability to draft emails, reports, and presentations with clarity and professionalism. How to Apply: Please submit your resume [email protected]

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The day and meeting: May 30th All TA Team Meeting on a zoom call. I was reporting on our teams success sharing that after a year of building out the first COE where recruiters and sources were working as a team - communicating and partnering like Sourcers and Recruiters should be. I felt a huge sense of pride and then...waterworks. while on camera letting every recruiter, my boss, and my peer that I was extremely proud of our teams. I got myself together and started talking again until I couldn't...b/c the tears came back. No one said anything except my peer who knew what I wanted to say and continued for me. For me that is when I knew, the team understood. I have never in my many years as an employee cry in front of others. It was a first. There were so many emotions going through my head. But, I knew it was OK as I was comfortable doing what I did. I was like a proud parent and I couldn't help it. Did I mention how proud I am of my team? #recruiting #meetings #talentacquisition #hr

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Today, let's talk about resumes. With all the recent layoffs, it's important to have a strong resume that highlights your professional journey. Remember, a resume is your personal narrative. Here are some tips that have worked for me in the past: ✅️ Top Center- Start with your name, city, state, zip, LinkedIn URL, phone number, professional email, and whether you're authorized to work in the US and willing to relocate. ✅️ Instead of a "Professional Summary" section, try listing the title of the role you're applying for. Create a 2-3 sentence elevator pitch of what sets you apart from other candidates. ✅️ Next, add a "Skills" or "Education" section. For skills, keep it relevant to the role you're applying for. Research top desired skills and add 6-9 of them. For education, list your highest degree to lowest and omit grad years to prevent ageism. If you're still working on a degree, list your expected grad date. Then, add any relevant certifications or licenses with license numbers. ✅️ In the "Experience" section, list your positions in reverse chronological order. Use bullet points to describe your accomplishments, not just your job responsibilities. Include quantifiable data such as budgets managed or processes improved. Avoid company-specific jargon and instead use widely used industry terms. If you're pivoting careers, highlight relevant experience such as customer service, communication, multitasking, creative marketing, and stakeholder communication. If you have multiple short tenure roles, explain why. If you have large employment gaps, add a bullet explaining what you were doing during that time. Remember, your resume is your narrative and you're in control of what the reader sees. Don't lie, but rough estimates are fine if you no longer have access to information due to job loss. And if you need help, Google "star resume format writing", ChatGPT (AI), or check out Indeed's guide. Let's empower each other during these rough market times. Attached is a free resume template to help you out.

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As many of you know, Prelude's shutdown by Calendly caused a lot of movement in the interview scheduling space as many TA teams look for a new solution. Many amazing Prelude customers have migrated to Guide in recent months and we’re working hard to make the transition even easier for anyone looking for a new solution. Here's a few things we're doing: 👉 1. For Prelude organizations, Guide will match or beat your current pricing terms so you don’t have to ask finance for additional budget. 👉 2. The Guide product team will migrate your Prelude data for you (interviewer pools, etc) so you can avoid any repeat work and launch quicker. 👉 3. We’ll also prioritize your launch date on Guide's implementation calendar to meet any contract/switching deadlines you might have, and help you focus on other things :) 💥 And the kicker (or teaser, really): stay tuned for an exciting announcement soon about some familiar faces joining the Guide team. If you’re using Prelude and looking for new scheduling software, DM me. I’ll personally show you around Guide and share why teams like Duolingo, MongoDB, Openly, Strava, Glossier, Inc. and many more are making the switch.

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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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✨ Career Conversations Tip # 06✨ Are you looking for a job or starting your career journey? Let's chat about ways to make your application stand out!  Our TA team is here to share insider tips from real-life experiences to supercharge your job search and land your dream role. Today, Stephany A. shares some valuable advice on the tricky subject of salary negotiation. 💰 Many candidates worry about undervaluing themselves or being overlooked due to high expectations. So, how should you respond to the “salary expectations” question during the interview process? ⚖️ Align Expectations: Ask if the employer can share the starting salary or a range for the role. This helps both parties align their expectations.    🔎 Do Your Research: Look up current market data for your specific industry and role. This will give you the confidence to share your expectations and needs, based on current trends.   🧘‍♀️ Be Flexible: Consider other perks like professional development, flexible hours, or company culture. If the salary is slightly below your expectations, revise what other benefits are open for negotiation.     🗣️ Practice Your Response: Rehearse your answer to stay calm and composed during the interview.    🌈 Frame Your Answer Positively: While stating your expected range is key, it is equally important to show openness to negotiate and discuss the whole package.   A big thank you to Stephany Aguilar for her insightful advice! 🙏 Ready to take the next step in your career? Let’s make it happen! 💼✨ #CargillCareers #InterviewTips #CargillEMEA

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Recruiters reach out a lot, even though I say no to the jobs they have open. 🙄 Candidates response: Jan 21’ - Not interested July 21’ - Not interested Jan 22’ - Not interested but my friend is looking I’ll forward to her. Jan 23’ - Not interested July 23’- Not interested Jan 24’- Not interested July 24’- Not but my wife is looking July 24’- I just got laid- off can we talk now? Hiring doesn’t happen overnight. 🙂 Forward openings to others if you aren’t interested. 🙌 If you don’t tell the recruiter to never contact again, they will, because hiring is about timing! 😉 You can always reach out to a recruiter, if you said no in the past, the worst they can say is no. Do you respond or ignore recruiters messages?💡 #recruiting #jobsearch #networking

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**Dive Into the Deep End: Why Talent Pooling is the Recruiter's Secret Weapon** 💯 Hey TA Pros, Ever felt overwhelmed by the scramble to fill a position as soon as it opens up? It’s time we shift from a reactive recruiting mindset to a proactive one. Talent pooling isn’t just another buzzword—it’s one of the most effective strategies in our recruiting toolkit for just this reason. Here’s why being proactive is a game changer: 🎯 **Preparedness Over Panic**: With talent pools, we’re always ahead of the game. Instead of starting from scratch each time, we have a ready lineup of potential candidates who are pre-qualified and eager. 🔗 **Stronger Relationships**: Proactive recruitment lets us engage with talent before we need to fill a role, building relationships that enrich our employer brand and keep candidates engaged for future opportunities. 🚀 **Speedy Placement**: When a position opens, having a ready pool of candidates not only speeds up the hiring process but also gives us the luxury of choice in a competitive market. ### How Do We Build These Mighty Pools? 1. **Leverage Social Media**: Platforms like LinkedIn are goldmines for spotting and connecting with potential candidates. Regular posts and interaction keep us on their radar. 2. **Networking Events and Webinars**: These are perfect for meeting potential candidates in a more relaxed setting, allowing for genuine connections that can be nurtured over time. 3. **Alumni and Silver Medalists**: Keep tabs on past applicants and former employees. Their familiarity with the company culture and processes makes them prime candidates. 4. **AI and Automation Tools**: Use technology like ChatGPT to automate initial contacts and maintain relationships with minimal effort but maximum personalization. Talent pooling isn’t just about having a list of names—it’s about fostering a community of potential future employees who are ready and eager to jump on board when the right role opens up. Let’s make hiring less about searching and more about connecting! #TalentAcquisition #Recruiting #HumanResources #TalentPooling #Networking

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lay offense in interviews, not defense. Here’s how👇 → Create something valuable before you walk in → Approach the interview like a discovery call → Shape the narrative with your questions Shift your mindset: ❌ Don't defend your past ✅ Shape their future Why? → It’s not about what you’ve done; it’s about what you can do Showing beats telling 💪 Make this shift: From: → "I hope they like me" To: → "I hope I like them" Remember, interviews go both ways. Ensure they're the right fit for you. Attack with purpose in preparation and attitude. It works ✌️✨ #InterviewMindset #JobInterviews #CareerGrowth #InterviewTips #MindsetShift #ConfidenceInInterviews #ValueCreation #ProfessionalGrowth #SuccessMindset #CareerSuccess #recruitment #HR

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I've been recruiting for well over a decade. From staffing to startups to big tech like PayPal, Venmo, Braintree and LinkedIn. I've had some heavy workloads and some wild hiring goals but NEVER have I had the goals that GEICO is looking to get to. We're already moving into Tech (ask around, we're making our mark and paying accordingly 😉) SO, my friends at TikTok, Tesla, PayPal, LinkedIn, Google and SO many more. Reach out to me. I can help. I know I have plenty of connections with y'all at these companies and layoffs are hard. I've been there. I'm hiring. This message needs to go viral. Not for me, but for others. I repeat, I can help. So, please... like, comment for reach, and SHARE SHARE SHARE!!! GEICO is doing things you wouldn't have even imagined an "insurance" company to do. Share this for folks who have been impacted. Let's see how many people we can help. #hiring #geicotech #opensource #data #engineering

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"Half of my coworkers just got laid off abruptly. I've not been in the job market in 7 plus years. Should I start looking? At least to get a feel for it?" I received this message today from a personal (not professional) connection today. I can only imagine how upsetting this must have been, even to the coworkers who managed to survive the layoff. The friend expressed that they weren't really wanting to do a job search yet. My advice to my friend: "Start updating your LinkedIn and resume. Make sure to forward yourself any personal documents you want to keep, such as copies of performance reviews. Write down some concrete metrics for your resume while you have still access to them." "You don't have to start looking before you are ready. But be aware ... your workload may change now. You may find you don't like it as much as you used to. And if you find yourself in that situation, at least you've got updated materials ready to go." I feel so much empathy for my friend's situation here. I've personally been in situations where I was comfortable at a company and thinking I would work there for a long time...and then something changed abruptly that was out of my control. Situations like: -The owner of the company got married. Their new spouse joined the family business, managed it much differently, brought in their own people and gradually cleaned house. -The company signed a contract with a huge client that they didn't have the staff to support, and a once trusting manager started putting pressure on many departments without increasing resources. It can be heartbreaking when a once healthy and comfortable work situation changes abruptly for reasons out of your control. Acknowledge that. Grieve that if you need to. Should my friend leave right away? I don't think so. It's perfectly fine to stick around and see how things settle. But it is never a bad idea to have a resume up to date and ready to go. As we are all seeing in this current economy, we might not be as safe as we feel. Have you ever left a job earlier than you wanted to, because something changed in the environment? #careeradvice #jobsearch

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🌟 Excited to Announce: Resumes Remade is Now Live! 🌟 Over the last four years in recruitment, I've had the incredible opportunity to connect with thousands of candidates and place hundreds of great people into great opportunities. Being able to help friends, family, and clients in their job searches has truly been the highlight of my career, and I'm thrilled to continue making an impact in a bigger way with something special that I've been working on - Resumes Remade! 🎉 What is Resumes Remade? It's your go-to online resource designed to help job seekers succeed in their career journeys through three fantastic offerings: 1. The Job Seeker's Journal: A free collection of blog posts and articles packed with tips on resume revision, job searching, interviewing, and even some entertaining recruiter horror stories, all posted weekly! 2. Full-Service Resume Revision: My expert partners and I will work directly with you to review, revise, and optimize your resumes and cover letters, maximizing your chances of landing your dream job. We also offer virtual consultations to coach you every step of the way! 3. Free Resume Template and Guidebook: This resume template has helped me land every job I’ve had, and it’s been a game-changer for so many of my friends and clients. The accompanying guidebook covers everything from resume revision to effective job searching and crushing interviews! I’m genuinely so excited to share these resources with anyone looking for a little extra help in their job search. If you know of anyone in the midst of their job search, please share this with them to give them that extra boost! Keep an eye out for new posts and additional resources coming soon as we work to navigate this challenging job market together! Check it out below! 👇✨ https://lnkd.in/g_5dzTW5 #ResumesRemade #JobSeekers #CareerSupport #ResumeTips #JobSearchHelp #JobSearch #Recruiting

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I continue to see stories and hear first-hand accounts of how badly candidates are being treated. As a recruiter, I know that candidates also treat employers, hiring managers, and recruiters in the same manner. What can we do to make this better for all concerned? Each one of us needs to be professional in our interactions with one another. Weren't most of us taught good manners at a very young age? Wasn't technical advancements supposed to make it easier, better, faster for us to connect with one another? What then is the issue? Are we just so busy we forget to treat others with respect? Let's continue this conversation across all facets of the hiring process.

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My journey with Le Wagon 🚂 began in November 2022. Shortly after the layoffs at Chili Piper, I started the interview process while balancing life with a child about to turn 1. The opportunity truly felt like a lifeline, as I had only been unemployed for a few weeks. What started as a six-month contract was extended twice—first for another six months, and again in December 2023 for the entirety of 2024. This was my first experience working on a temporary contract, and those extensions were very valuable and humbly believe speak about the value I was bringing to the role. After making over 75 hires, my adventure at Le Wagon has come to an end. Reflecting on the experience, I feel both grateful and a bit sad. Here are some highlights of my journey: 1. First Six Months: I helped implement a new recruitment process for Le Wagon’s teachers, a framework developed by Miguel Jiménez. I had the pleasure of working alongside the amazing Edyta Andrzejczak as we collaborated as talent sourcers (Still miss our calls with Frankie) 2. Second Half of 2023: I worked closely with Daniel Rodriguez, who trusted me to support revamping the hiring process. By October 2023, we successfully implemented it, receiving positive feedback from our Hiring Managers. What began as a sourcing role eventually evolved into full-cycle recruitment, from sourcing to onboarding. 3.   2024:  was all about streamlining processes and assessing the impact of our hires, who received great feedback across the board. 4. Learning at Le Wagon: I had the chance to go over some SQL and Python courses and couldn't help but notice Le Wagon's excellent courses and bootcamps—highly recommend their top-quality programs and teachers. I’m deeply grateful to everyone I had the opportunity to work with, especially for the synergy with City Managers and the trust the team placed in me. I’m open to discussing new collaboration opportunities and, while the market is challenging, I remain optimistic about what’s next.

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  🚫 Stop Sabotaging Your Freelance TA Resume! 🚫   Hey Freelancers, let's cut to the chase. Ditch the mundane “Implemented an ATS” or “Onboarded new colleagues.” If you’re in freelance TA, it’s all about filling roles quickly—not just ticking boxes. Claiming to be data-driven with zero data on your resume? That’s not going to fly. Try the XYZ formula to clarify your impact: "Accomplished [X] as measured by [Y], by doing [Z]." It’s a simple way to show you mean business. For example: “Cut hiring time by 30% by streamlining recruitment.” The ball is in your court now…

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7 talent acquisition problems that if left unchecked, can cause a sh*t storm downstream ☔️ → Inconsistent onboarding → Low offer acceptance rate → Untrained hiring managers → Over-relying on rec agencies → Lack of a structured process → Offers based on candidate rates → Poor quality inbound applications → Candidate experience not tracked What these will lead to downstream: → Damaged employer brand → Losing out to competitors → Inability to hire top talent → Negative culture → Spiralling costs → High attrition → Less revenue → Slow growth Get expert advice on these things as they're not as easy as you think to solve. If you get on top of the basics now, it'll be less painful and costly later. Any I’ve missed?

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Hi Allison , I would like to hear your advice on this offer. I received an offer and its 10% less from what I wanted. I want to negotiate the salary and I also have prior commitments that I will need days off, in the near future. What are some of your advice to approach this? Great Questions, a few initial thoughts here... Did you previously tell your recruiter the times/days off that you would need when you originally engaged in the interview process? And did you make your salary requirements known to the recruiter at the beginning of the process & then reaffirm as final interviews were approaching? You definitely need to have the "time off" conversation (ASAP) and get it in writing with your offer letter if they plan to honor the days that you need off (paid or unpaid). Now, as far as the salary negotiation goes... If it's 10% below what you need, did you make your salary requirements known before you entered the interview process? If so, and they knew what you needed when they decided to interview you, then you are welcome to let them know (KINDLY & RESPECTFULLY) that you appreciate the offer, and look forward to working together, however, you will still need to be closer to the number you gave when you began the interview process. You can kindly let them know that number didn't change for you, and ask them to meet it. Then see what they come back with. Include the days off that you'll need because of prior commitments in your calendar (and be willing to take these days unpaid, depending on how the company accrues PTO). REMEMBER... try not to feel like they are "out to get you" because they are not! No company, manager, or leader would make an offer to someone just to "Stick it to them with a lower offer." They made you the offer because they think you'd be great at the job and you are the solution they are looking for! So if you can keep this mindset throughout your offer negotiations, it will go much better for you! Your Coach, AK

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