American Medical Staffing’s Post

**Texting someone they are being laid off. **Emailing someone they are being laid off after the employee had a recent stellar performance review. ** Offering a candidate a job that they did not apply for or interview for but received a formal offer for because "the original job was filled" ** Not calling the candidate for the verified interview. **Interviewing once, twice, and at the final round, communication stops. **Not updating candidates, at all. ** Providing a formal offer, offer accepted, offer pulled with no explanation. ** We now want you to come into the office because this job cannot be done remotely. (Hmmm odd how it was being done remotely since COVID) It has been said that people do not leave bad jobs, they leave bad managers. I think we are going to be seeing a lot of companies that think the great resignation was a fluke find that people also leave jobs because of bad company practices and overall employee treatment. Time will tell but I am angry after hearing this stuff happening way too often. Keep in mind that I work with people with disabilities, veterans, and the veteran community. It does not have to be this way. I must add that PVA and my team are amazing and I really wish more people had such supportive companies, managers, and colleagues!

Don't hire overseas until you do these 5 things ✋🏼 1. 𝗚𝗲𝘁 𝗰𝗹𝗲𝗮𝗿 𝗼𝗻 𝘁𝗵𝗲 𝗿𝗼𝗹𝗲 Be specific about what you want to delegate. Clear expectations lead to better results. 2. 𝗞𝗻𝗼𝘄 𝘁𝗵𝗲 𝗳𝘂𝗹𝗹 𝗰𝗼𝘀𝘁𝘀 Factor in salary, tech, payroll, and service fees. 3. 𝗧𝗵𝗶𝗻𝗸 𝗼𝘂𝘁𝘀𝗶𝗱𝗲 𝘁𝗵𝗲 𝗯𝗼𝘅 Could your business benefit from a data analyst or market researcher? 4. 𝗞𝗻𝗼𝘄 𝗶𝗳 𝘆𝗼𝘂 𝗵𝗮𝘃𝗲 𝘁𝗵𝗲 𝘁𝗶𝗺𝗲/𝗿𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀 𝘁𝗼 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝘆𝗼𝘂𝗿 𝗵𝗶𝗿𝗲𝘀 Treat overseas staff like locals, all starts with strong onboarding 5. 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝗰𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗻𝘂𝗮𝗻𝗰𝗲𝘀 Hiring in Spain? 🇪🇸 Remember, 4 hour siestas (Just kidding!) But in South Africa, be aware of things like load-shedding. Anything I've missed? If you're toying with the idea to look at overseas but not sure where to start, speak with myself or RocketMan Kyle Grainger 🚀

When we started Incubyte in January 2020, Rushali Parikh and I had only met twice before the pandemic quickly pushed us into fully remote work.  Adapting fast wasn’t just a challenge—it became our advantage.  We’ve thrived, with team members joining from across India, bringing a diversity of talent that enriches everything we do. 🌍  Why does remote work so well for us?   It lets us tap into top talent, wherever they are. It fosters a results-driven culture and gives our team the flexibility to balance life and work without the commute. Our success comes from focusing on collaboration, communication, and trust—none of which depends on a physical office. Remote work isn’t just a necessity; it’s a strategy that keeps us agile and innovative. If you’re looking for a flexible, remote-friendly environment where your work speaks for itself, we’re hiring across the board. 🚀  Check out our open positions! https://lnkd.in/gmkBtRFY  #remotework #hiring #incubyte #workfromanywhere

That feeling, of togetherness. Being connected, together as one. And you? Ready to move forward at https://ow.ly/rs2l50SEkBW? #vacatures #hiring #moveforward #careers #jobs #humanresources

Interesting question - because I think reducing this to a binary choice between job A and job B misses a lot of interesting nuance. Personally I like the principles from this blog post by Will Larson on the "forty-year career": * Your career is a marathon, not a sprint. * Apply different weights to job pros and cons depending on career stage. * Try to strike a balance between Profit, People, Pace, Prestige, and Learning. https://lnkd.in/eJSiyQNA

Last week, I found myself in a situation I’ve never encountered before. I had two job offers I had to decide between. So I want to hear which job YOU would have chosen: Company A — Manager job title — One direct report — Better pay — Worse tech stack — A industry I don’t enjoy — Reports to someone who I don’t think I’ll get along with — Mediocre benefits — Not much PTO Company B — Senior job title — No direct reports — Slightly worse pay — Amazing tech stack — Same industry I’ve worked for my whole career — Reports to a great manager — Decent benefits — Unlimited PTO I ended up choosing Company B and leaving more money and a better title on the table. But a job is more than money and title. It’s also enjoying the people you work, the tools you use everyday, and the benefits that let you job your home life. Anyways, I’d love to hear what you would have chosen. #datawithdickson #analyticsengineering

🚨 Only 7 working weeks left in 2024! 🚨 If you’ve been considering a career change, now is an excellent time to explore the job market. On average, it takes about 4 to 6 weeks from the first interview to receiving an offer. ✅ 𝐌𝐢𝐝-𝐃𝐞𝐜𝐞𝐦𝐛𝐞𝐫 𝐒𝐥𝐨𝐰𝐝𝐨𝐰𝐧: By mid-December, most tech companies start winding down projects, focusing on completing key tasks before the holidays. ✅ 𝟐𝟑𝐫𝐝 𝐃𝐞𝐜𝐞𝐦𝐛𝐞𝐫 𝐭𝐨 𝐄𝐚𝐫𝐥𝐲 𝐉𝐚𝐧𝐮𝐚𝐫𝐲: Most tech offices in Stockholm close around 23rd December and remain closed throughout the Christmas and New Year period. ✅ 𝐑𝐞𝐦𝐨𝐭𝐞 𝐖𝐨𝐫𝐤 𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲: There’s often more flexibility with remote working, so while offices may be closed, some teams may operate at reduced capacity. However, hiring, major development sprints, and product launches usually slow down or pause during this time. These are our LIVE jobs - https://nxtgen.click/Jobs If you don’t see a job that fits your needs, we’re still here to chat and assist you in finding the right position while exploring the market together.

"A thrilling opportunity to navigate office politics in a way that would make Game of Thrones look like a children's story." "A so-so opportunity to join a fledgling company that hopes to still have a chance at growth in 3-5 years, but let's be honest, it's a long shot." "We're looking for a mediocre candidate to fill this role because we believe in maintaining the status quo and then repeating the vicious cycle of hiring whoever fits our budget in 12-18 months." "Why make your vacations 'quiet' when you could just take your two weeks of PTO riddled with guilt once your boss begrudgingly approves it the day before you're scheduled to leave?” "Say goodbye to time with your family and enjoy the daily hustle of traffic jams and crowded public transportation." "Looking for an exciting chance to work with outdated technology and a management team that thrives on chaos? DM for details - there's a less than 10% chance I'll respond but at least my CEO will stop bugging me to repost." While we might never see this kind of brutal honesty for sports job postings in our feed, we know that reality can sometimes be harsh. Hiring managers and recruiters: level setting with candidates on the good, bad and ugly of what a job entails might be not easy, but it will earn you a candidate's trust and respect over the long run. And it will ensure you find the right person for the job. 🏆

Beginning of May can be a challenge with public holidays at different times across Europe and UK and people using the time to get away. Keeping hiring processes on track can be difficult with clear deadlines and touch points with key stakeholders. The phrase "herding cats" can be heard often at these times. #hiring #executivesearch #projectpipelines

🚀 Exciting Opportunities in the I&C and NFP space 🚀 4 day working week 🫨 🌟 Why this client? They specialise in Finance, Operations, and Executive Talent across Commercial, Not-for-Profit (NFP), and Green industries. 🔥 Growth: November 2024 marked their best month and quarter ever, and they’re just getting started. 🚀 Diverse Teams: With two dynamic divisions—NFP and Industry & Commerce (I&C)—you’ll find a home for your skills and ambitions. Vision for 2030: On track to scale to 50 employees globally, with exciting opportunities in the UK and the US. ✨ 🚀 Key Roles We're Hiring For 𝐍𝐅𝐏 𝐃𝐢𝐯𝐢𝐬𝐢𝐨𝐧 𝐏𝐞𝐫𝐦𝐚𝐧𝐞𝐧𝐭 𝐁𝐢𝐥𝐥𝐞𝐫 Experience: 3–5 years with leadership aspirations or fast-tracked potential to AD/Director. 𝐒𝐞𝐧𝐢𝐨𝐫 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫 / 𝐀𝐬𝐬𝐨𝐜𝐢𝐚𝐭𝐞 𝐃𝐢𝐫𝐞𝐜𝐭𝐨𝐫 Focus: P&L management, team leadership (3+ members), billing contributions. Compensation: up to £70k base + commissions + bonuses. Billing Manager Focus: Interim-heavy markets transitioning into senior perm roles. Requirements: Proven leadership, billing expertise, and market presence. 𝐈𝐧𝐝𝐮𝐬𝐭𝐫𝐲 & 𝐂𝐨𝐦𝐦𝐞𝐫𝐜𝐞 (𝐈&𝐂) Temp or Perm Recruiters Ideal for business development professionals or those hungry to excel in a fast-paced environment. 💼 What they Offer 4-Day Workweek: Work smarter, not longer (Mon–Thurs in-office with optional WFH bi-weekly Wednesdays). Parental Leave: Up to 6 months for tenured employees, plus paternity leave. Unlimited Holiday: Recharge and perform at your best. Vitality Health Plan: Wellness perks, gym discounts, quarterly well-being days. Sabbaticals: One month off every three years. Competitive Pension: 5% matched contributions. 🎉 Thriving Culture Ambitious & Collaborative: They’re all about high performance and mutual growth. Social Events: From monthly gatherings to Thursday Wrap-Up beers, we celebrate success together. Flexibility: Designed for high achievers who value work-life balance. 🌎 Shape the Future with Us This is more than a job—it’s a chance to grow with a company on a mission to redefine recruitment. Whether you’re a seasoned leader or a rising star, there’s a place for you here. Reach out to find out more 💫