Tom Erwin

Jax 5.0 has arrived here at Jobot! OG Jax has experienced all 5 iterations of Jax the software. When asked what his thoughts are about the Jax 5.0 release, he went on to say... "Jax 5.0 brings all the great features from 1-4 and adds that 5.0 punch to it! My only suggestion would be to integrate more high protein treats!" OK, OG Jax didn't actually say that, but he is certainly hoping for more treats (: #recruiting #recruitment #staffing #changinglives

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SCAM ALERT! Heads up, folks! There's a concerning scam targeting Staffing Agencies in Southern California that we need to be aware of. Here's how the scam works: - A company calls in a panic, claiming their payroll person left and they need help processing payroll. - They send a deposit check that bounces, followed by a promised ACH that never materializes. - They cash the payroll checks, leaving the agency holding the bag for thousands of Dollars. This is a timely reminder for all of us in the staffing world to stay true to our client onboarding best practices and thoroughly research new clients' credit worthiness. This scam appears to be prevalent in the Inland Empire. Let's stay vigilant, protect our organizations, and steer clear of falling victim to such fraudulent schemes. #ScamAlert #StaffingIndustry #StaySafe

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W2 ROLE Job Title: Technical Support Engineer - Integrations end client - ServiceNow Inc. Pay Rate:<$45.00/hr on W2 without benefits Location: Santa Clara, CA Note: This position will also require onsite presence weekly on Wednesday and Thursday at the Santa Clara office. Duties: Overview: Provides technical support to field engineers, technicians, and product support personnel who are diagnosing, troubleshooting, repairing and debugging complex electro/mechanical equipment, computer systems, complex software, or networked and/or wireless systems. Responds to situations where first-line product support has failed to isolate or fix problems in malfunctioning equipment or software. Reports design, reliability and maintenance problems or bugs to design engineering/software engineering. What you will do in this role: Be a Customer Advocate providing support to users/administrators of our platform Understand our platform, cloud technologies and troubleshooting practices to ensure successful resolution of challenging technical situations Resolve technical cases created by customers looking for help to understand or troubleshoot unexpected behaviors or answer technical questions about the ServiceNow software and platform. Gain an understanding of the ServiceNow platform and all core functionality. Analyze data with a view to isolate the potential cause of the issue. Involve others to accomplish personal and group goals. Skills: What you will need to be successful in this role: Knowledge on LDAP/Active Directory, SSO or other authentication or user management systems Understanding of Email Troubleshooting (e.g. Office 365, Exchange ) Knowledge on Web Services (SOAP, REST) Working knowledge on Network troubleshooting (e.g. Ping, Telnet) Hands on experience in any bi-directional, integration between two systems Some experience with Scripting languages: JavaScript preferred Experience with relational databases (e.g. MySQL, Oracle) Experience with the gathering and reading of various log files Hiring Manager Notes: Integrations gets a mix of issue types that typically center around there broad topics: 1) Email  2) SSO/Authentication 3) Web Services 4) Scripting /Rest API 5) database issues Given the wide variety of issues that we get there is no 1 or 2 must have skills. Instead we are looking for candidates that some firsthand experience in as many of these technical areas as possible as it speeds up the ramp up time. What backgrounds/skills can we be more flexible with that can be learned on the job? SSO and authentication, Email protocols and servers What will the interview process look like? First round - 30 to 45 minute monitoring phone interview (behavioral and technical questions) Final round - 1 hour panel interview with 2-3 engineers and hiring manager (technical questions) please share the resumes on [email protected] 6783211898 If i did not replied Here please connect with me directly. thankyou .

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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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🌟 **Discover the Truth Behind Recruiting Agencies!** 🌟 Our very own Emily Benedit dives deep into the 5 most common myths about working with recruiting agencies and reveals the true value they bring. From cost-effective solutions to high-quality candidates, Next Level Impacts is here to revolutionize your hiring process. 👩‍💼 **Read Emily's insights and learn more:** www.nextlevelimpacts.com #Recruiting #MythsDebunked #TalentAcquisition #NextLevelImpacts

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Checkr lays off 32% Workforce, 382 Employees San Francisco-based Checkr, a leading provider of employee background screening solutions valued at \$5 billion in April 2022, announced a workforce reduction as it adapts to a shifting economic climate. According to TechCrunch, the company laid off approximately 382 employees, impacting roughly 32% of its workforce across various departments and levels. "In response to current https://buff.ly/3xxZFhE Find more Hiring, Layoff & Job Market Trends at Remote Jobs In HR - buff.ly/43W1HnL #Hiring #Layoffs #HiringTrends #HumanResources #JobOpening #Recruiting #TalentManagement #CareerOpportunities #EmploymentTrends #WorkforcePlanning #Unemployment #Jobs #Business #JobCuts #Economy #JobSearch #EmploymentLaw #JobMarketJobSearch #EmploymentLaw

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How many agencies are doing weekly Power Hours to source for their top priority roles?!? What is a 𝐏𝐨𝐰𝐞𝐫 𝐇𝐨𝐮𝐫? It's when your entire team spends 1 hour sourcing for 𝐎𝐍𝐄 of your top contingent roles. 𝐇𝐞𝐫𝐞 𝐚𝐫𝐞 𝐨𝐮𝐫 𝐫𝐞𝐜𝐞𝐧𝐭 𝐏𝐨𝐰𝐞𝐫 𝐇𝐨𝐮𝐫 𝐫𝐞𝐬𝐮𝐥𝐭𝐬: - 3 offers: 1 accepted, 1 lowballed, and 1 will be an early 2025 hire - Multiple Power Hours led to 5+ submittals within 48 hours - A client said, "You've quickly found us the best candidates we've seen to date," though no hire yet from that client 😅 More energy and excitement from our recruiters It's amazing how small changes can drive massive ROI. You should try a Power Hour! Excited to start our BD Power Hour :) #recruitment #teamwork #ROI

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🚀 Data = Recruiting Game Changer 🎯 Recruiters, are you ready to power-boost your hiring strategy? Imagine having the keys to unlock a treasure trove of insights and using them to land top talent effortlessly! 🌟 📅 Dive in with me, and industry experts Amy Silverman, the Director of Recruiting at Chime, and Brittany Mitlo, the Director of TA at Duolingo as we unravel the secrets of data-driven recruitment in our not-to-be-missed webinar! Whether you're a seasoned pro or a rising star in talent acquisition, this event is your golden ticket to revolutionizing the way you use data to recruit. 🎫 ✨ What's in store? - Introductions: A quick hi and hello to network and set the scene - Expert Presentation: Indulge in 30 mins of pure, unfiltered knowledge from top industry leaders. - Q&A: Got burning questions? Get them answered! 5 mins Don't miss out! Even if you can't join us live, sign up to receive the webinar recording delivered straight to your inbox. 📬 👉 Register now: https://lu.ma/rk0zibk8 And hey, while you're at it, follow us on LinkedIn for all the latest updates and events. Your future hires will thank you! 🌈 Covey

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More "Human Resources" and "Talent" jobs here in the USA!! Senior level👉Director level openings+ Remote and Hybrid NEW Opportunities 🤝🧡💛💙🤝💚🧡❤🤝 👉Apply directly to the jobs and if there is any interest from the company,they will reach out to directly for an interview!! 🤝 Follow me Tamara Swearingen for other job leads, motivational content, career advice, stort sharing each week here on LinkedIn. ❤ Lets get more HR and Talent back to work now! 🤞Is the ice starting to melt? 🤞 Are we getting a sense in the air that companies are really ready to start hiring again? ❤ What are your predictions/Thoughts??? Feel comfortable to add your 2 cents in the comment section! 🤝🧡💛💙🤝💚🧡❤🤝

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Real-world AI in Talent Acquisition: The Truth Behind 1,000+ Placements A reality check from our consulting with 50+ tech hiring managers and TA leaders across various clients last quarter: 📊 The Starting Point: • 72% were deeply skeptical of AI recruiting tools • 89% felt pressured to "implement AI somehow" • Top concerns: Missing great talent & damaging candidate experience After successfully placing over 1,000+ professionals across various Andiamo divisions and clients, here's what ACTUALLY works: 🚫 The Wrong Approach: Jumping straight to AI screening. Yes, there are countless tools promising to revolutionize screening to reject candidates - but the technology isn't there yet. Period. ✅ The Right Approach: Start where it matters most (today) - efficiency, accuracy, and speed of candidate engagement. Real Client Case Study #1: Fortune 500 client company implementing AI for: → Real-time ATS-driven status updates (24/7) → Intelligent scheduling automation → Instant FAQ response system The Results? 📈 Candidate satisfaction increased 89% in just 60 days The Numbers That Actually Matter: • 15 hours/week saved per recruiter • Candidate update response time slashed: 72 hours → 5 minutes • Interview no-show rates down 35% 🔑 Key Insight: Candidates actively prefer automated interactions for routine updates. Speed wins over human touch for *basic* communications. ​Real World Case Study #2: F100 Tech Division Challenge: High applicant volume Previous Approach: AI auto-rejection Audit Discovery: Lost 3 eventual top performers to AI screening Solution Implemented: • AI ranking without rejection power • Human review guaranteed on all ranked candidates  • AI-assisted prioritization Results: • Quality of hire: +22% • Time to hire: -30% The Bottom Line: AI's Role: ✅ Decision support (analyzing and ranking) ✅ Administrative efficiency ✅ Experience enhancement AI's Boundaries: ❌ No autonomous decisions ❌ No replacement of human judgment ❌ No unsupervised operations ❌ Never Use AI For: • Candidate elimination • Final hiring decisions • Cultural fit assessment Additional use cases are being tested now, with data to come in the coming quarter: 1. JD optimization & improvement 2. Enhanced smart resume-to-job matching (again, ranking but never rejecting) 3. Custom interview question generation 4. Automated notes & summary creation Implementation Framework: 1. Comprehensive recruiting touchpoint mapping 2. High-volume task identification 3. AI implementation for admin/engagement 4. Careful expansion to screening support 5. Maintained human oversight 6. Continuous measurement & optimization ⏱ Implementation Timeline: 6-8 weeks 🤔 Leading talent acquisition? Let's talk about implementing this framework as part of our dedicated recruiting TA consulting solutions for your team. #TalentAcquisition #AIRecruitment #TechHiring #RecruitingInnovation #TalentStrategy.

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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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How a hiring manager/s treat and rely on their internal TA teams provides a great deal of insight to the relationship before establishing a partnership with a client. - What’s the hiring manager/s perception of the internal TA team? - What’s TA’s perception of the hiring manager/s? Every hiring manager will claim their hiring needs are urgent, but do their actions show that? Internal TA teams will categorize hiring manager/s on the following: - How does this hiring manager compare to other hiring manager on making timely decisions? - Does this manager want 3,4,5 rounds of interviews where the process can be completed in 2? - Are they willing to invest the time to ensure an efficient and timely interview process? - Do they pre-determine who will be involved in the interview process? - Do they schedule update calls to drive process? - Do they provide timely feedback within 24 hours to the respective parties to keep the recruitment process fluid? … and so on. Hiring Managers are expected to be experienced interviewers. By the time an interview is complete, you’ve most likely determined, subconsciously atleast, if you want to pass on the candidate or move forward. Communicate this. The most successful relationships I’ve ever had with my clients sheds light into the business and HR/TA. Understanding both of their perspectives and challenges, creating a unique opportunity to provide a solution that is mutually beneficial. Often times, the business wants results immediately and HR/TA wants to deliver those results in an efficient manner ensuring checks and balances are in order. COMMUNICATION IS KEY. Even over communication at first to establish credibility and trust is required. Internal TA teams want what’s best for the business. Hiring managers, do all that you can to consistently align with your internal TA partners. You’re all on the same team. TalentoHC #BuildYourBestTeamYet

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Registration for HTD Talent's August Webinar is LIVE! (registration link in the comments) The job market for IT talent SUCKS right now… The demand for junior talent is even WORSE. So many Comp Sci grads can’t land a job. And if you aren’t working in the field, what happens to your skillset? It's not fair...especially for those who took out student loans to get here. So, does that mean that we are slowing down our training model? NOPE…this market won’t last forever…it can't. Instead, we’re doubling down on our investment into Comp Sci grads. ----------------------------------------------------------------- Announcing HTD Talent’s Java Accelerator Program. We’ll teach you the real world engineering skills that college doesn't cover. We’ll also keep your skills sharp while we work to land you a role in the industry. So…How much does it cost?? It’s FREE—that part of our model will never change. If you are: A Comp Sci or STEM grad; With US work authorization; And solid soft skills; And open to relocating to major US cities; Click the link above to register for our upcoming webinar that will share more details of how you can join this program!

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Hiring engineers in 2024? Get ahead with Randstad USA's curated list of interview questions designed to reveal the problem-solvers and innovators your team needs.

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Posts like this are SOOOOOO good. Just helping folks out. For kicks I read through the first 15 posts and something stood out. We all know that TA folks (in general) are are increasingly expected to "do more with less" and are expected to "be strategic", and in a lot of cases see themselves as value drivers for their organization. Yet, none of these posts (save for Electrolux Group - shout out to y'all!) specify in any meaningful way, how they expect an incumbent to achieve that kind of impact. Being in TA is always a tough role, and we all know it's getting tougher by the day....companies could start to rethink the relationship between the expectations and realities their TA team have imposed on them. "Be a strategic advisor to the CEO" and "handle inbound candidate questions" AT THE SAME TIME!! Have a great weekend y'all!

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