Campbell’s Post

I’ve helped hire over 800 people. Here’s what I’ve learned about finding and attracting top talent. For most people, a “dream” company isn’t a Fortune 1000 company, FAANG, or even a Techstars-backed company like Arc. It’s a company that: - pays well and fairly - provides challenging work - aligns with your personal values - offers respectable work-life balance - rewards a job well done with promotion If you want to recruit, engage, and retain top talent… Keep these things in mind, and you’ll already be ahead of the competition. Creating a company worth working for is the fastest way to out-maneuver bigger companies that treat people like rows in a spreadsheet. — Founders and hiring managers…what do you think? Comment below, and repost if you agree! Finally, check out arc.dev if you’re hiring…

The Washington Post cuts 25 percent of tech arm, Arc XP In strategy shift, The Washington Post laid off 54 employees from Arc XP, which makes and sells publishing software to other media brands. https://buff.ly/3BgA5j3 Find more Hiring, Layoff & Job Market Trends at Remote Jobs In HR - buff.ly/47zZfoT #Hiring #Layoffs #HiringTrends #HumanResources #JobOpening #Recruiting #TalentManagement #CareerOpportunities #EmploymentTrends #WorkforcePlanning #Unemployment #Jobs #Business #JobCuts #Economy #JobSearch #EmploymentLaw #JobMarketJobSearch #EmploymentLaw

How are we already into the second half of 2024? Despite the usual summer lull in hiring, this year remains very active. As we head into next week I am focusing a lot of time in TMT, specifically Software. Attention Analysts! Whether you're an up and coming or seasoned in the field, I have some exciting opportunities on the table. Let's connect to discuss the latest seats that have crossed my desk recently. #SoftwareAnalyst #EquityLongShort #HedgeFund #EquityResearch

Last week I was in Southern California and stopped over to visit my brother who works for a MAG 7 Tech firm ….. we were having conversation about the state and health of both the Tech and the Financial industries and making comparisons. He was talking about the amount of talent on the street and lack of opportunities for more senior established candidates and that the Tech sector is going through a restructuring within the industry ….. in short Tech wants to “RESET” hires, titles and of course compensation. After a few hours I realized that the Financial Industry is also going through this “RESET” ….. in a way CoVid helped accelerate this process and allowed Banks and managers to focus on more junior candidates. Currently, Associates and VP level candidates regardless of product area are in the “sweet spot” of new hires today. This decision was made easier by Banks when employees were given the choice to work remotely or on a hybrid model. I believe we are slowly moving towards a more normalized work culture again. The advantage that tech has over banks in the near term is that it’s more attractive, enticing, and more “shiny“ …. recently Banks have done a better job replenishing intern pools and attracting new people …..but the “RESET” is happening just look at Global Research along with Trading and Sales Trading these areas have been punished the most in recent months. Fletcher Kosut Buzios Consulting Group [email protected]

𝘉𝘢𝘴𝘦𝘥 𝘰𝘯 𝘢 𝘳𝘦𝘢𝘭 𝘲𝘶𝘦𝘴𝘵𝘪𝘰𝘯 𝘐 𝘨𝘦𝘵 𝘦𝘷𝘦𝘳𝘺 𝘯𝘰𝘸 𝘢𝘯𝘥 𝘵𝘩𝘦𝘯... HIRING MANAGER (HM): I need to hire the next Andy Wong. What's your secret sauce? How can we make it so that our next hire ends up just like you? ME: Pfft, that's easy, you didn't have to bribe me with dinner for that info. HM: ... I wish you told me that sooner. ME: No takesies-backsies. Okay, first, you'll need to hire a software engineer (SWE). Any average one will do; the more average, the better. HM: <Raising eyebrow> Okay. And then? ME: Have them listen to "Mr. Brightside" by The Killers. HM: ... ME: ಠ_ಠ Write it down. HM: Okay. And then? ME: Have them listen to it again. HM: ... ME: And again. And again. Have them listen to it on loop an obnoxious number of times. I mean, really obnoxious. Like, so much so that the British Prime Minister declares them an honorary citizen without ever having stepped foot in the country. HM: I need an adult. ME: I 𝘢𝘮 an adult.

Friend: "And... DONE!" Me: "Done with what?" Friend: "I Just sent out my 100th application!" Me: "Have you heard back from any jobs?" Friend: "Well, no... but I feel productive." Isn't it weird how sending out tons of applications somehow feels like progress, even when they rarely result in anything? If you're ready for something better, I'm building a platform that matches you to jobs that actually fit, without all the wasted effort. Pre-save Peeking here: https://lnkd.in/eVEePvNK #HiringBetter #JobSearch #Peeking #Boston

Founders, be very careful with your first few hires. There’s an easy way to de-risk a lot of the back-and-forth on who to hire. We do some sort of trial before hiring. 2-4 weeks (or longer!) of hands-on work where you get paid. We learn a lot about each other in both directions. This helps us see if you’re a fit and lets you see if we’re right for you. It's a two-way street. Not everyone is able to do these types of trials for various reasons, but we strongly prefer it.

“A recent #estimate by #Goldman Sachs found that #generative A.I. could #eventually automate #activities that amount to the #equivalent of some 300 #million full-time jobs #globally — #many of these in #office roles like #administrators and #middle managers. When #imagining a #future where #technology replaces #human effort, we #tend to #think in two #extremes: as a #productivity boon for #businesses and a #disaster for the #humans who will become #obsolete. There is a #possibility that #lies somewhere #between these #scenarios, however, in #which A.I. #kills off some #jobs that #workers themselves deem #meaningless, and even find psychologically #degrading. If it #did, would these #workers be #better off? The way #researchers talk about A.I. can #sometimes sound like a #human resources manager #evaluating the bushy-tailed #summer intern: shows #tremendous promise! It is #evident that A.I. can do #quite a lot — #mimicking Shakespeare, #debugging code; #sending emails, #reading emails — though it’s #not at all #clear how far it will go, or what #consequences that will #bring.”

Growing and thriving plants get repotted. While watering a plant (that needs repotting) in my office today, I thought about how we as employees can get limited by our environments. Sometimes change is necessary. Many years back I was told that I was being transitioned out of the company I was at. While that hurt so much and triggered unmeasurable anxiety, it resulted in our family moving to the Bay Area where we had incredible success, both personally and professionally. Then later we relocated back to Utah for another tremendous job change. It is interesting that there is an inverse correlation to (overall) employee tenure and innovative results. Companies with the highest employee retention, such as ConocoPhillips (10.6 years), Union Pacific (9.3 years), and Wells Fargo (6.6 years) are not known for their cutting-edge innovations, whereas Apple (1.7 years), Amazon (1.8 years), and Nvidia (3.2 years) have a lot of change going on. So whether you are feeling the itch to leave your tech company after a few years of service, or you were forced to leave before your desired timing, please try your best to view the opportunity as a positive one where you can grow both your roots and branches. And the benefits are often from the environment itself — even with a “lateral” move when it comes to salary or title, finding a place where you can learn new things and be happy is the most valuable part of any new opportunity. And it helps when you join a great company with fantastic business growth. (Canopy is hiring ;) )

How Can I Navigate Pumping at My New Job as a New Lab Tech? Answers: https://lnkd.in/gQifTr8b #NewJob #WorkingMom #PumpingAtWork #LabTechJourney Hey everyone! 👋 I recently landed a lab tech position in NYC, and I’m super excited to start this new chapter. However, there's a little something that's been on my mind: I'm a new mom to a 10-month-old and I need to pump while I'm at work. Since I'm fresh to the workforce, I'm feeling a bit uncertain about how to navigate this. 😅 Here are my main concerns: Timing to Inform HR: When should I let HR know about my pumping needs? Since I haven't started yet, should I reach out now? Child's Age Disclosure: Should I mention my child's age in my communication with HR? Will it help them understand my situation better? Handling Conversations: If colleagues ask about my child or related topics, how should I respond? I want to keep it professional, but I’m aware that it may come up. Job Security: Is there any risk that the company might reconsider my position once they know I need to pump? Each of these points can weigh heavily on a new mom starting a job. It's tough when you’re balancing the excitement ...