taylor desseyn

When you’re recruiting in a new region or market, getting your outreach right is critical. You can create the best searches ever, but if you're messaging isn't hitting the mark then you're just wasting your time. One of the best ways, I've found to improve your approach is by sharing your outreach message with the teams you’re hiring for. Here’s why: 🤝 It’s a Partnership, Not Just a Process Your hiring managers and teams know the local market better than anyone. By collaborating on your outreach message, you tap into their insights about cultural nuances, candidate habits, and what resonates in the region. For example, they might point out differences in communication style or values that are important to highlight. 🌍 Don’t Be Precious It’s tempting to think your outreach message is “perfect” when you send it. But in new regions, what works in one market might not land in another. It's essential to get feedback from local teams. Being open to adjusting your tone, structure, or even the details you focus on can transform your outreach into something candidates connect with immediately. 📈 Boost Response Rates and Attract Top Talent When your outreach reflects local insights, it feels more relevant and personal to candidates. In my experience, response rates improve significantly when hiring teams are involved in shaping the message. And it’s not just about numbers, these tweaks also bring higher-quality candidates into the pipeline, creating a stronger top-of-funnel process. 🌟 Build Credibility in New Markets Breaking into a new region often means competing with established companies and recruiters. A refined message that’s tailored with input from your local team shows candidates you understand their market and that you’re serious about building meaningful connections. Sharing outreach messages with hiring teams isn’t about seeking approval; it’s about creating something stronger together. By leveraging their regional expertise and being open to changes, you create a candidate experience that feels personal, authentic, and effective. This was something I learned from the great  Dan Matthews and it's always been a great tool whenever I've been stuck. What's worked best for you to increase your response rates?

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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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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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Bold moves are what make or break every venture. → I left the safe path in talent acquisition. → I started my own business - six months pre-pandemic. → Chose a niche: tech and robotics talent search. Not flashy. Most would’ve called it crazy. But here’s the truth: → Passion drives results when the odds are steep. → Conviction builds networks that stand the test of time. → Adding value creates momentum that can’t be ignored. Now the industry’s turning. Attention and investments are pouring in. And the work I've put in these last few years has set me up to be at the forefront of it all. #machineminds #techpodcast #venturecapital #startup #recruitment #robotics #ai

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How professional virtual recruiters like me can be game-changers for Amazon Delivery Service Providers (DSPs), without breaking the bank? As a DSP owner, finding top talent is crucial, and navigating the hiring process can be time-consuming and costly. That's where virtual recruiters come in. Here's why they're a smart investment: 1️⃣ Cost-Effective Solutions: Virtual recruiters like me and my team offer cost-effective hiring solutions, allowing DSPs to access professional recruitment services without the hefty price tag. With flexible payment models and competitive rates, you can streamline your hiring process while keeping expenses in check. 2️⃣ Specialized Expertise: Virtual recruiters bring specialized expertise in sourcing, screening, and hiring candidates specifically tailored to the needs of DSPs. Their industry knowledge and networks can help you find qualified candidates quickly and efficiently, saving you valuable time and resources. 3️⃣ Scalability: Whether you're ramping up hiring during peak seasons or expanding your delivery operations, virtual recruiters offer scalability to meet your evolving workforce needs. You can scale up or down as required, without the burden of maintaining a full-time recruitment team. 4️⃣ Focus on Core Business: By outsourcing recruitment tasks to virtual recruiters, DSP owners can focus on core business priorities, such as optimizing delivery routes, improving customer satisfaction, and driving business growth. This allows you to allocate resources where they're needed most, enhancing overall operational efficiency. 5️⃣ Quality Candidates, Faster: With a virtual recruiter like me and my team, managing the hiring process, you can attract and onboard quality candidates more efficiently. Their expertise in candidate sourcing, screening, and selection ensures that you find the right talent to drive success for your DSP. Ready to elevate your recruitment strategy and build a high-performing delivery team? Consider partnering with me to unlock these benefits and more! #AmazonDSP #Recruitment #VirtualRecruiters #DeliveryServices #BusinessGrowth

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any good recruiter is going to keep you in mind for future headcount - assuming you are worth it 🤷‍♀️ any good, niche agency recruiter has a book of clients they can get on the phone and get excited about YOU 📲 🎯 any GREAT recruiter is going to know what you can do to prepare to put your best foot forward to bring the most value and get the FATTE$T BAG take away: take the advice of your recruiters - we have access to positions but need to know you have the numbers, stories and receipts to make it on our winning bench #sales #salesrecruiter #accountexecutive #foundingsaleshires #agencyrecruiter

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GA Linkedin! It's that time of the week, your #NewcoreJobs update is here 🎇 The hiring market is in full swing, we're onboarding new partners & roles on a regular basis. Here's a snapshot on what's new this week: - Solidity Smart Contract Dev (Non-custodial lending protocol): Looking for a smart contract🧙‍♂️ with exp on Perp DEX's. Oliver Smith & I are leading the hunt 🐺 on this one. - Developer Advocate (Blockchain Security): Requires a high technical acumen, bonus points if you've been involved in Security audits 🔐 or grown/managed a community. Reach out to Kevin Murray or Oliver Smith. - Ecosystem Marketing Manager (L2): It's all about $ETH, if you've led ecosystem marketing campaigns 🌐 & provided project support Christina Kitsa wants to speak with you. Check out the comp details & location requirements below 👇 Following on from TOKEN2049 we're still working some awesome roles in Singapore, I'll tag the post in the comment section. #Newcore #web3jobs #blockchainjobs #hiring

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📢📢📢 Calling the TA & recruitment folks in my network! 📢📢📢 🔔 Join the waitlist!! 🔔 https://lnkd.in/eE_6fBSV During the last 18/20 months - thousands and thousands of TA's and recruiters have been laid off from their jobs in tech. Many being on the hunt for a new positions for months on end and many even a year plus. Having been a business owner during that time I know how difficult it has been to keep your head above water. However, what shocked me is how so many job seekers within TA & recruitment have been treated during their job search. ❌ Many fake job ads ❌ Being ghosted ❌ Lack of feedback ❌ Generic/not useful feedback ❌ Lack of empathy The list goes on. I went to search and see what platforms are out there that would make a job search journey much more enjoyable and stress-free. Unless I've somehow missed it, I couldn't find a single job platform that focused solely on matching TA's & recruitment professionals with relevant roles. So, I've decided to do something about it. I'm currently building a platform that will match job seekers in TA & recruitment with mission-led companies that want to build successful and innovative teams with the right talent. Without the right talent team, you can't find the right people for your company. And the right recruitment team is the beating heart of a company. Please, can we spread the word and get TA's and recruiters who are looking for a role - join our waitlist! The main sector we are currently targeting is tech. So, if you've recruited in tech or want to switch to tech - then please join. Whether you're: - Internal - Freelance - Embedded There will be many options available for different working preferences. Find the perfect match- professionally speaking 😏❤️ #talent #tech #recruitment #talentacquisition #match

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Here's Marc Andreessen's guide on hiring 10s. Detailed process to hire the best people you've ever worked with.

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Yo Linkedin Fam! So if you know anything about me, you know I'm always in the tech, always testing and demoing new tools, and as always, proudly connecting folks with each other. Whether it’s Employers to Candidates or vice versa, or just out in the community meeting with new Founders/Execs/Investors. I connected with Andrew D'Souza (Ex-Clearco), and demo’d his brand new tool Boardy and by far, this is the SICKEST and SMOOTHEST AI I've interacted with telephonically, like EVER! Most of the tools I’ve interacted with have before telephonically have experienced a lot of lag, and weren’t really ready to go to market in a way where the end user would have a great experience with it. I called Boardy to talk about my business, and the level of detail this AI could generate and discuss with me, blew my f*cking MIND!!!!! 🤯 This tool will make thoughtful intros to a network of Founder, Investors, Creators & Executives! He’s done a FANTASTIC job with Boardy! I’m swooning over this tool, and it even pumped out a stellar report about the interaction between both of us, and I can not wait for more folks to get in front of this thing to experience its capabilities! 🙌 Do NOT WALK - RUN! 🏃‍♀️

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Compass Collective just placed a Senior Fullstack Engineer in just 30 days! How did we achieve this? Unlike traditional recruiting, we don’t claim to be experts, our team consists of experts. Jonathan Beebe, our Engineering Practice Lead is an active participant in the due diligence and candidate screening process, and with his expertise, we quickly zeroed in on the right candidates allowing us to eliminate any concerns for our client. By leveraging our deep technical knowledge and understanding of the product landscape, we filled a role that was open for months in less than average time. Our unique approach involves diving deep into the tech and product needs, ensuring we find the right fit quickly and efficiently. Our team is reinventing recruiting, just ask us how. #recruiting #softwareengineering #productmanagement

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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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Building a tech company isn’t for the faint-hearted. Some people will rip your product apart… Others will tell you they love it. That’s just the reality. Here’s what to do to ensure you get the most out of the process: 1) Embrace feedback—both good and bad. 2) Iterate quickly based on user input. 3) Stay focused on your vision. 4) Build a strong, resilient team. 5) Celebrate small wins to keep morale high. 6) Keep a strong eye on new trends. 7) Prioritise user experience. 8) Stay flexible and adaptable. If you can do this? The journey is worth it.

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🚀 Hiring Revolution Alert! 🤖💼 Are you a future-focused recruiter?! In my 16 years of tech recruiting, I've seen plenty of changes. But nothing compares to the seismic shift we're experiencing now with AI-driven candidate matching, sourcing, outreach, advanced behavioral analytics, etc, etc. It's not just about filling positions; it's about connecting with top talent in ways we never imagined! These tools are game-changers. 🎯 They're slicing hiring times by up to 30% and skyrocketing the quality of our hires. With that said, it's a tool-heavy market. SO....to all my future forward recruiters out there. Comment below and share the MUST-have AI recruiting tools. #InnovationInRecruiting #FutureOfWork #TalentAcquisition

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Most companies say they want "top talent." But here's the truth: *Top talent* isn’t looking for you. They’re busy building, solving, and innovating somewhere else. So how do you attract them? Start by showcasing what makes you different. - Highlight your culture, not your open positions.   - Share your team’s wins, not just your company’s metrics.   - Post-bite-sized insights that show you’re a leader, not a follower. The best talent wants to work *with* people, not *for* companies. Give them a reason to choose you. #Leadership #Recruitment #TalentAcquisition #CompanyCulture

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The tech world craves innovation, but are résumés holding you back? Traditional hiring overlooks hidden gems - those with the  "X-Factor" to push boundaries. They might not have the perfect experience, but possess the raw talent and diverse perspectives your startup craves. DirectionsHR unlocks that potential. We go beyond résumés to identify these unique individuals. AI Power: Our cutting-edge technology analyzes not just skills, but also the soft skills and personality traits that drive success in your specific startup environment. X-Factor Focus: We leverage behavioral assessments to predict a candidate's problem-solving approach and cultural fit. The Result? A thriving, diverse team brimming with fresh ideas and the potential to disrupt. Leave the "same old" behind. Find your startup's "X-Factor" talent with DirectionsHR! Connect with us today and unleash your innovation potential! Email at [email protected] #DisruptiveTalent #HiringInnovation #CaliforniaStartups #Recruitment #TalentAcquisition

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Calibration 🔧 One of the practice tools that I use a lot when working on hiring with Founders. Why? It unlocks the "you don't know what you don't know". Every organization or business is different. Building up the understanding of what we are trying to solve with that hire is the ultimate enabler to a successful process & ROI, especially for Leadership hires where impact is multiplied. Full article in the comments 👇🏼 #vc #startups #hiring #recruitment

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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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