Kyle Rapaport’s Post

This talk, presented at the 2016 UX Link Conference for Recruiters, was designed to provide insights to help provide a solid foundation and improve skills related to filling UX openings. Though presented in 2016, the elements addressed in the video still ring true today. Looking to improve your UX candidate evaluation skills? This video is for you. https://lnkd.in/e-tm6J4P

Are your offsites fun? Or are they forced fun? How do you build enough vulnerability to help people feel like they belong on the team, help people share who they are, help people push themselves further with their work and challenge themselves and each other? And how do you end in a high note with gratitude? Our purpose for our Adobe #Lab82 offsite was inspiration, connection, and learning, all centered around innovation and experimentation. Today was all about pushing our experiments further this year by deepening our impact, building new skills, and continuing to influence a culture of experimentation across teams. We did the work today - we got uncomfortable. And so how we ended was amazing - new concept for a team connection moment invented by Jessica Stocks that is nostalgic and fun. We wanted to make room for play. So Jessica cooked up an idea to do a round-robin with games from childhood, with candy and sweets that reflected the same vibe. Hungry Hungry Hippos, Scrabble, Clue, Connect 4, Uno, Battleship, Taboo and more. We mixed up groups and rotated. It was silly, serious, competitive, collaborative, and overall just so FUN! When people work really hard to make the big things happen, sometimes the best thing you can do is give them the gift of joy at work. That is a thank you that goes beyond a performance review - it creates a core memory that lives on for years. Thank you to everyone who drives innovation, motivation, and inspiration at Adobe. You help make us a great place to work and build a culture we are all proud of. More to come from this very special cross-functional team this year. One thing we’re committed to is helping make offsites better for everyone. And you can’t do that without learning, iterating, and innovating. Thanks again to Gina Mendolia and Kati Osztian-Hadfield, CPACC for your facilitation magic. ✨ #offsite #teambuilding #play #gratitude Pictured are Gina Mendolia Kati Osztian-Hadfield, CPACC Eric Kline Dave Ochs Mirit Cohen (she/her) Adam Eisen, CTS Damon Guidry Pamela Chueh Jessica Stocks Jamie Villareal Chris Castaneda Kaitie Hively Rey Ursery, CTS + Momo! 🐶

Let's celebrate Friday with a post about Grammarly! This week, all Grammarly Ambassadors are sharing how they use the tool in their professional lives. If you are interested in hearing what HR/TA is doing and how to use Grammarly, read this post 😁 💚 In the mornings, I usually write answers for all the email messages; hopefully, Grammarly can quickly improve my answers within one click in the email window. Recently, I started using paragraph corrections, which has made my life even easier! 💚 I also prefer to write big announcements in the morning. For that, I'd prefer to use a Grammarly web page; I do appreciate fancy UX and find it even better than email or Slack screen. 💚 During the day, I receive a variety of messages in Slack and discuss many topics. When I answer them, Grammarly always provides me with corrections. Honestly, in Slack, I usually skip the clarity feature but use the correction of spelling mistakes feature. It's fast and easy. I don't need to review the whole sentence; just click for the highlighted word. 💚 In the evening, I also set some interviews in ATS. With the browser extension, I don't need to open a separate window for editing my text, so I can entirely rely on highlighted mistakes in the ATS field, which is fast! 💚 I am writing this post in the late evening. Guess what? I am using Grammarly to improve it! Check the screenshot! Happy Friday, everyone! I'm looking forward to coming back to my Grammarly routine next week!

how do you celebrate promotions at work, 1:1 in secret online? you know, speaking your present actual heartfelt personal joy as an instance of unvarying impersonal mechanical template, so as to keep far away from people feeling misunderstood the Gmail template i tweak and send is => ** to the employee ** Well Deserved  : -) ( in Gmail's largest Font, turned to a bright royal blue, with the concluding double-space then textji as shown ) ( forwarding a copy of the announcement ) ** to the manager ** Congrats & thanks for getting J Q Doe's work properly aligned & seen & rewarded ( forwarding a copy of the announcement if i don't know the employee, else forwarding a copy of the congrats i sent the employee because i do know the employee )

I ran a poll last week. 48% of UX professionals said they aren’t getting noticed. If you feel invisible, here’s why it’s happening. Recruiters aren’t ignoring you—they just don’t see you. Your LinkedIn, resume, and portfolio are blending into the crowd. And if you’re relying on job boards, you’re hoping for lightning to strike. Here’s how to stand out: 1. Make LinkedIn your stage. 👉 Use clear job titles, keywords, and a summary that hooks people. 2. Turn your resume into a highlight reel. 👉Show results. Don’t just list tasks—prove your impact with numbers. 3. Share your voice on LinkedIn. 👉 Post ideas, insights, or lessons. Engage with others in your field. 4. Knock on doors. 👉 Reach out to hiring managers directly. Use a Minimum Valuable Pitch to show how you solve problems. 5. Build real connections. 👉 Attend events and network authentically. Relationships are how most jobs get filled. Stop blending in. Step into the spotlight. If you’re ready to get noticed and land your dream UX job, this is your last chance to grab my Black Friday Bundle. It includes everything you need to make hiring managers say, “We need you.” Offer ends on midnight of Black Friday Nov 29, 2024. Connect and DM me for the link to learn more. Tag someone who needs to see this. P.S. Want to learn more about how I help UX professionals land 6-figure dream roles? Visit my website in my bio to sign up for my newsletter.

I want to celebrate Brightflag's Kevin Cohn for sharing with me this week his brilliant Three Pillars of Marketing and Sales approach. It's a framework that can be adapted to help anyone in the business of law get essential initiatives approved and funded. Kevin outlined a compelling philosophy centered around three interconnected pillars that align with the stages of getting someone to the "buying" stage: 1.) Awareness Mode: The initial phase of introducing someone to your idea, initiative, values, and offerings. 2.) Education Mode: Helping this person and/or team understand your solutions and how they address their goals and/or needs. 3.) Buying Mode: The stage at which someone is ready to engage or commit. Here's his essential insight: the process is non-linear and can take months or even years; almost no one buys the first time you introduce a concept. If you skip stages one and two, you won't sell anything. Translation: you won't get your initiative approved or funded. Even internally, selling is a multi-stage effort. Ignore this fact at your peril. Thanks so much, Kevin, for opening my eyes to the wisdom of your approach.

We recently introduced a public Notion page on our Linearity careers page where you can explore our company guidelines, hiring tips, career framework, and much more. It's a great resource for anyone interested in learning more about how we operate. 💌 Applicants love it because it creates transparency and gives them an understanding of our work culture before the first call. 💡 Additionally, it is helpful for other HR professionals who are looking to gather ideas and best practices for orientation. What's your favorite open source resource for topics related to people and culture? 😊

I find the company "About" pages to be a funny custom of corporate culture. 👔 A company's website doesn't really seem professional without one, but I'm doubtful that potential clients actually care to read them. 😏 So who are they for really? 🤔 At this point, I'm assuming they're for prospective hires looking to answer the "Why do you want to work at [insert company name]?" question. Unfortunately, they all utilize the same 3 or so phrases to describe company missions/culture. 😂 Signed, Someone that actually reads your "About" pages. 🤓

I can see from my LinkedIn feed that the excitement for RecFest UK is growing! Less then a week away! If you are attending make sure you head over to the Inspire stage to listen to Stephanie McGinty from Kingfisher plc along with Rhea Moss and Andreea Wade discuss how to create #datadriven hiring strategies and consumer grade #candidateexperience's #recfest24

After three decades in marketing, we've gathered countless insights – some from successes, others from lessons learned along the way. We’re excited to share a new series: Reflections from the Color Crew, where we’ll explore the values that guide our work and keep us inspired. Each post will highlight one of the principles that have shaped us at Color Collaborative, from integrity and empathy to creativity and resourcefulness. But we know there’s so much wisdom out there beyond our team! We invite you to share your own reflections in the comments or to connect with us directly. Let’s learn from one another and celebrate the values that drive meaningful work. What’s one lesson you’ve carried with you throughout your career? Drop your thoughts below – we’d love to hear from you! #ColorCrewReflections #MarketingInsights #LearningTogether #ValuesInBusiness"