Zach Piester

📺 Episode 24 of VPTV is now LIVE! 📺 What are the Best Tools to Streamline the Recruitment Process? In today’s episode of VPTV, we’re diving into tools that can streamline your recruitment process, making it easier for both you as an employer and for potential candidates. In this video, you’ll learn more about: 📈 The benefits of a streamlined recruitment process 🔧 Tools for sourcing candidates 📝 How to use applicant tracking systems 📊 Assessment and testing tools 👩🏻‍💻 Interview scheduling and video interviewing 🔎 Background check services 🙋🏻‍♀️ Employee onboarding tools If you're looking for some insights on how you can improve the recruitment process in your business, today's episode is for you! 📽️ Watch the full episode now over on our YouTube channel (link in comments) #Recruitment #HiringTips #RecruitmentProcess #VirtualAssistant #Leadership

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"Tech jobs have dried up", writes the WSJ today. But our business is booming. So what's going on? The WSJ paints a worrying picture of the broader market: - Engineers used to recruiter reachouts are now having to hustle and send resumes out. - For every 100 applications, some engineers are getting 2 invites to interview. - Companies are investing their budgets in AI rather than software engineers. Yet I just head the opposite from a Series B, a16z-backed AI client yesterday with household name recognition and millions of users: "We're having lots of trouble finding backend engineers -- no matter how hard we tap our network." How do you reconcile these two perspectives? Here's our take: What we've observed in general over the past two years is a shift towards wanting quality hires. Good but not great isn't cutting it. And the great engineers? They're still getting hired and can command multiple offers. What does great look like to clients? It means being able to demonstrate technical excellence, product-minded thinking, and not be afraid of a highly dynamic environment. As a result, we've been placing ex-founders (many from YC) into these roles. We've placed ex-Heads of Engineering into Staff SWE and Tech Lead roles at top companies. These are folks that our clients will make space to hire, even if there isn't a listed open role. And we're seeing these folks absolutely knock it out of the park when we check in several months later. So yeah, the game has changed. The "do more with less" is leading to an entire quartile of engineers, many of whom were highly sought after three years ago, find that the talent bar has been raised. My prediction? I expect to hold true into 2025, even as hiring heats up more. So many companies have experienced what a smaller, more focused team can accomplish when the skill bar is held high across the entire organization. Founders want to partner with talented entrepreneurial DNA, and they're increasingly willing to wait to find the right ones.

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New Article Out By Us & Staffing Industry Analysts! What Do You Think After Reading It?!

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It's easy to focus on the front-end success of your staffing agency - securing placements, winning clients, and expanding your market. But when your agency crosses state borders, things get a lot more complex. Each state is like its own country when it comes to employment laws, licenses, and worker expectations. Wage and hour laws can vary significantly, for example: 1. California has strict pay transparency rules, while Texas has none. 2. California and Nevada have daily overtime, but not in other states. 3. Some states use the federal minimum wage, while others have much higher local rates. Make sure you understand the laws of each state where your agency operates to ensure smooth operations and legal compliance. Gain a better understanding of the risks and top tips on how to stay compliant in our full article here: https://lnkd.in/egahRVfR #StaffingAgency #EmploymentLaw #BusinessGrowth #StaffingIndustry

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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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Is your talent pipeline inundated with tons of applicants? Sounds like a good problem to have right? Our latest blog dives into reasons why outbound sourcing, in todays market, is still one of your best strategies to find top talent and those purple squirrels 🐿️, especially when using tools like RecruitBot! Read it now! 👇 🔗 https://lnkd.in/gFidFQVQ #Recruitment #TalentAcquisition #HiringStrategies #TalentCollective #RecruitBot | Natalie Stones

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Recruiters, how do you handle radio silence from clients? You send over great candidates for an 'urgent' role… and then, nothing. 🦗 How do you keep things professional while moving the process forward? 1️⃣ Do you follow up with reminders? 2️⃣ Or pause the search until they reengage? I’d love to hear how you navigate these situations! #RecruitingLife #ProfessionalChallenges #TalentAcquisition #help

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RECRUITING SCAMS With individuals having access to so much and AI being in the forefront. It is easy to be taken in by a scam, and one of these is the recruiting scam. I am sure that almost all of us have been the target of this type of scam. You receive an email that says; we have reviewed your resume and we feel you would be a perfect fit for one of these positions. Most of the positions listed are not close to any of your skill set. They will ask you to click on the link to set up an interview and once the interview is completed we will send you the offer letter to start you on your way. Once you click on the link, you will be caught up in their web. They will ask you to give them a start date, they will tell you that you will need a computer to start working and then they will ask you to purchase the computer and they will reimburse you. Another one will be; in order for us to get you set up and started on you fantastic new position, please give us your bank information so that we can get your computer set up, and they will ask you for you social security number to set you up in their HR system. They may tell you that you will receive training but ask you to pay for the course and you will be reimbursed. Non of these are what they seem to be. If someone tells you that you are a great fit for a position that you have no skill with, that should be a red flag. If they tell you they need your personal information to set you up in their system, another red flag.  They will try and get your banking information so they can direct deposit your paycheck. A legitimate company will never send you an email saying that you are being hired for a position that you didn’t apply for, or interview for, they will be more inclined to ask you to apply for a job or ask for a phone call about a position When you receive these kinds of emails, check the email address; it will most likely be a fake address, if it has a company name, check the website for the company, it will most likely be a foreign company with not much information. Follow us on our linkedIn company page Check out our other informative blogs on our website www.axiomsearchco.com

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Build a Strong Talent Pipeline with Staffington! Struggling to create a sustainable talent pipeline?  Follow these 4 key tips to attract, engage, and retain top talent: 1️⃣ Define Candidates: Know exactly what you need. 2️⃣ Engage Early: Build meaningful relationships from the start. 3️⃣ Leverage Referrals: Tap into your team's network for trusted candidates. 4️⃣ Stay Connected: Keep potential hires engaged and interested. At Staffington, we empower businesses to create efficient and long-lasting recruitment strategies. Let us help you transform your hiring process! 💼 👉 Learn more at www.staffington.net #TalentPipeline #HiringTips #Staffington #SmartRecruitment

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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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🚨 Lead Generation vs. Demand Generation in Recruiting: What’s the Difference? 🚨 I just recorded a video breaking down the differences between Lead Gen and Demand Gen in the recruiting world! 🎯 - Lead Generation in recruiting is all about immediate candidate capture—using job boards, ads, and resumes to fill roles quickly. It’s a more transactional approach to finding talent. - Demand Generation, on the other hand, builds relationships and long-term talent pipelines. By partnering with a successful recruiting agency like ours, you create sustained interest and engagement with top-tier candidates, ensuring you’re always ready to fill key positions. Want to know how both strategies perform in the hiring process? Watch the video and let me know your thoughts 💭. #LeadGeneration #DemandGeneration #Recruiting #TalentAcquisition #SeniorLiving #hiring #careers #jobs

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The market for agency recruitment talent headed into 2025 is So. Darn. GOOD!!! It seems like the worst is over: the uncertainty around the election, high interest rates, hiring freezes, and waves of layoffs - all are now more or less stabilized and/or decreasing. This means that companies are now gearing up for an optimistic 2025 ahead. We're already seeing clients really amp up interest for 2025 hiring. They're ready to spend $$$$ so let's go... Here are the markets we have clients who want headhunters & staffing salespeople in: - Accounting and Finance - PE, Hedge Fund, Fin Services - Energy, renewables - Construction - Cyber, Analytics, Data, Machine learning - Tech in general is coming back - Legal especially for lawyers - ALL Temp Staffing Salespeople who want to run their own business & are looking for a platform to prop them up - most verticals outside of light industrial or similar market dynamics are of interest - Locum Tenens, Life Sciences to a smaller degree As always, strong agency producers are in high demand across the board. IF you're passively planning out a move in early 2025, this is the time to get started. Let's chat confidentially :-) OUR CLIENTS WANT YOU!! #r2r #rec2rec #headhunter #sales #salespeople #headhunters #2025 #recruitment #hiring #agencyrecruitment

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Attention Newrez LLC employees who are being affected by the upcoming #layoffs #reductioninworkforce and are #opentowork I offer 20 years of experience writing #resumes in every industry with a background as a Recruiter/hiring manager. How I can help guide you through your search and ease frustration to help you land your dream job quickly: ·I am a one-person company offering personalized services for every client throughout the process incorporating the right keywords, so you stand out from the competition. ·Customized resume preparation- taking the time to thoroughly understand your expertise, not just providing a basic questionnaire, or mass-produced “cookie-cutter” resume templates. I also ensure you get through the automated HR systems with ATS-friendly formats. I PREPARE your new resume. I do NOT do computer-generated resumes and I do not guide you to write your own. ·LinkedIn profile preparation/optimization. ·Job search coaching to walk you step-by-step through the process so you aren’t aimlessly applying to jobs and not getting responses. ·Freelance Recruiter with a vast network of hiring manager/recruiter contacts to connect you to. Accolades: ·Proven track record of turning around clients' stalled searches. 50 of my clients accepted offers in 2024, 106 of my clients in 2023, 112 in 2022 and 124 in 2021! ·One client obtained a $70K increase in his previous salary, two a $50K increase, one a $55K increase, one a $27K increase and yet another a $35K increase! I know looking for a job is daunting, but I can help make it less frustrating for you. I will help you rebuild your confidence if you feel defeated to set you up for success. I can also help you define transferable skills to help you pivot to a new industry, if you prefer. So if you need to get back to work rapidly, let me take the frustration out of your job search and help you land our dream job. Please take advantage of my FREE RESUME REVIEW offer on my website. https://lnkd.in/g-4bcFV #careercoach #ono #laidoff #gethired

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For staffing firms, building trust is job #1. ✔️ Even if you have the best candidates, without trust, deals won't close. But building this trust isn’t about magic tricks or flattery; it’s about authentic connections, consistent reliability, and transparency—and that's infinitely harder. In this article, we provide practical tips and strategies to go from handshakes to heartstrings. 👉 https://bit.ly/3Vs7BdA

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