Stephanie Loewenstern’s Post

I used to let top talent slip through my fingers when hiring. I was, too in my head. I was overanalyzing every single candidate. I was waiting for that 'perfect' candidate. Chronically worried the wrong hire would have a negative domino effect on my business. And because of my indecision, prospects ended up accepting an offer elsewhere. But I realized that this process was painful not just for candidates but for me too. Why? Because the cost isn't just the loss of talent. It's also the resources I was wasting during a prolonged hiring process. More time = more money sunk in. More time = more delays in moving the business forward. More time = more resources needed to judge candidates. Now I hire fast. Here's how I do it: 1. I Trust My Instincts --> I listen to my gut if a candidate stands out. 2. I Act Quickly --> I remain competitive and make offers fast. 3. I Streamline Decisions --> Our hiring process is efficient and broken down into actionable steps. This approach has actually worked out really well for me. I find that the hires are better fits. They stick around longer. They "get" what we're trying to do. None of us have the luxury of waiting for opportunities, both for ourselves and for our business. We must seize them. --- Want a more in-depth look into why hiring fast is the key to top talent? Read my LinkedIn article here: https://lnkd.in/gpKUSdD6

I used to let top talent slip through my fingers when hiring. I was, too in my head. I was overanalyzing every single candidate. I was waiting for that 'perfect' candidate. Chronically worried the wrong hire would have a negative domino effect on my business. And because of my indecision, prospects ended up accepting an offer elsewhere. But I realized that this process was painful not just for candidates but for me too. Why? Because the cost isn't just the loss of talent. It's also the resources I was wasting during a prolonged hiring process. More time = more money sunk in. More time = more delays in moving the business forward. More time = more resources needed to judge candidates. Now I hire fast. Here's how I do it: 1. I Trust My Instincts --> I listen to my gut if a candidate stands out. 2. I Act Quickly --> I remain competitive and make offers fast. 3. I Streamline Decisions --> Our hiring process is efficient and broken down into actionable steps. This approach has actually worked out really well for me. I find that the hires are better fits. They stick around longer. They "get" what we're trying to do. None of us have the luxury of waiting for opportunities, both for ourselves and for our business. We must seize them. --- Want a more in-depth look into why hiring fast is the key to top talent? Read my LinkedIn article here: https://lnkd.in/gaWY_9Aq

Steady and Consistent—That’s the Theme of the Moment! As recruiters, we’re used to markets that are fast-paced and sometimes even chaotic. But right now, I’m hearing from many clients that things feel “steady”—and I’m here to say, that’s OK. In fact, it’s a good thing! 💪 The current hiring environment might not be as frenetic, but it’s allowing companies and candidates alike to focus on sustainable growth, aligning with the right roles and building teams thoughtfully. This period of “steady” is giving everyone the chance to recalibrate and take a balanced approach to long-term planning. So if you’re feeling like things are a bit more predictable than they used to be, know that: ➡️ There’s time now to refine your hiring strategy. ➡️ The right candidates are out there and carefully considering their next steps. ➡️ This period of consistency is setting a strong foundation for the exciting growth that’s coming. Let’s embrace this season of steady progress—it’s setting all of us up for success when the next wave of growth arrives. 🌊 #Recruitment #HiringTrends #TalentAcquisition #SustainableGrowth #FutureReady

𝗜𝘁’𝘀 𝗮𝗹𝗹 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝗧𝗮𝗹𝗲𝗻𝘁. 𝗗𝗼𝗻’𝘁 𝗹𝗲𝘁 𝗮𝗻𝘆𝗼𝗻𝗲 𝘁𝗲𝗹𝗹 𝘆𝗼𝘂 𝗮𝗻𝘆 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁. The missing piece for most failed businesses is not getting their Talent piece right. In nearly 3 decades of hiring senior Technology talent I’m still astonished how many CEOs and Founders consider hiring key talent into their business as a walk in the park, treating it like you would a DIY project at home, and the job that I do as literally money for old rope. The most successful CEOs I know position themselves at the centre of their talent strategy. They build effective in-house systems and processes to deliver and manage talent, while establishing long term partnerships with specialist 3rd party search firms who get to know their business and culture inside out. Are you happy with your talent strategy? ☎️ If you’re not let’s jump on a 10 minute call and I’ll share some insider industry tips to get you on track: 𝗵𝘁𝘁𝗽𝘀://𝗰𝗮𝗹𝗲𝗻𝗱𝗹𝘆.𝗰𝗼𝗺/𝘄𝗮𝗿𝗿𝗲𝗻𝗰𝘁𝗼𝘀𝗲𝗮𝗿𝗰𝗵/𝟭𝟬-𝗺𝗶𝗻𝘂𝘁𝗲-𝗱𝗶𝘀𝗰𝗼𝘃𝗲𝗿𝘆-𝗰𝗵𝗮𝘁 Until next time people. I’m Warren Beazley, #TheCTORecruiter 🚀𝗜 𝗿𝗲𝗰𝗿𝘂𝗶𝘁 𝗵𝗶𝗴𝗵 𝗶𝗺𝗽𝗮𝗰𝘁 𝗖𝗧𝗢𝘀 & 𝗧𝗲𝗰𝗵 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 🏅𝗔𝘀𝗸 𝗺𝗲 𝗮𝗯𝗼𝘂𝘁 𝗰𝗮𝗿𝗲𝗲𝗿 𝗮𝗱𝘃𝗶𝗰𝗲 & 𝗴𝘂𝗶𝗱𝗮𝗻𝗰𝗲 📝𝗜 𝘄𝗿𝗶𝘁𝗲 𝗱𝗮𝗶𝗹𝘆 𝗮𝗯𝗼𝘂𝘁 𝗖𝗧𝗢𝘀, 𝗵𝗶𝗿𝗶𝗻𝗴 𝘁𝗶𝗽𝘀, 𝘀𝘁𝗮𝗿𝘁𝘂𝗽𝘀 & 𝗹𝗶𝗳𝗲 🔔𝗥𝗶𝗻𝗴 𝘁𝗵𝗲 𝗯𝗲𝗹𝗹 𝗼𝗻 𝗺𝘆 𝗽𝗿𝗼𝗳𝗶𝗹𝗲 𝘁𝗼 𝗯𝗲 𝗻𝗼𝘁𝗶𝗳𝗶𝗲𝗱 𝘄𝗵𝗲𝗻 𝗜 𝗽𝗼𝘀𝘁 💡𝗝𝗼𝗶𝗻 𝗼𝘂𝗿 𝗧𝗲𝗰𝗵𝗧𝗵𝗶𝗻𝗸𝗧𝗮𝗻𝗸 𝗪𝗵𝗮𝘁𝘀𝗔𝗽𝗽 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝘆

The Hiring Hustle: 3 Headcount Hurdles Holding Back Growing Companies 🚀 You know better than anyone: growth isn’t just a goal; it’s your fuel, your driver, and your validation. But when it comes to hiring, many companies find themselves stuck in the same cycle. And it’s exhausting. Here’s what I’ve seen over and over again: Attracting Top Talent in a Crowded Market With competition fierce, it’s no longer enough to simply post a job and hope the right person finds it. Candidates are savvier and more selective than ever, and they’re looking for growth, values, and impact. The talent war means you need a refined strategy, a compelling brand story, and the finesse to make every role irresistible. Scaling Recruitment Without Burning Out For many, the hiring process starts small—maybe a referral here, a LinkedIn post there. But as your team grows, the demands pile on. That one-person-at-a-time approach? It simply doesn’t work anymore. Effective scaling requires efficiency, automation, and an understanding of the right mix of tools that save you time without compromising quality. It’s about more than just filling seats; it’s finding the perfect match in record time. Keeping Culture Intact as You Expand Let’s be honest: growth doesn’t always play nice with company culture. With every new hire, your team’s dynamics change, and without the right fit, the cohesion you’ve worked so hard to build can unravel fast. Smart hiring is about more than skills and experience; it’s about finding people who’ll not only bring fresh perspectives but will thrive within the ecosystem you’ve created. When you’re running your business with vision and drive, hiring can feel like it’s slowing you down. But the right strategy can make recruitment a seamless extension of your growth. Imagine every hire perfectly aligned with your culture, your goals, and your standards—without the daily, time-draining grind of vetting, interviewing, and onboarding. A finely tuned hiring process lets you stay in the driver’s seat, focused on what matters: growing your business with unstoppable momentum. So here’s the question: are you ready to transform hiring from a hassle to an asset? #Hiring #Recruitment #GrowthMindset #BusinessLeadership #CompanyCulture

Few weeks ago, I ran a poll off the back of strategy calls. The results are in 👇🏼 The question was, "What was the most consistent pain point tech businesses experience during the hiring process?" The three options were... - Talent Attraction - Retention - Skill Level Retention got the most votes - And also was the most talked about 🤝🏼 But, soon I think this will change, roles are being filled and candidate availability is decreasing. Come the New Year, I reckon Talent Attraction will be the number 1 issue. What do you think? 💭 Until then, here are 5 steps you can take to retain top talent throughout the process: - Simplify the hiring process. Short but thorough. - Move quickly. If you don't offer, someone else will. - Give feedback ASAP. Time kills deals. - Personalise the experience, make the candidate a priority. - Start by talking about what they get from the role, progression, culture.

The secret to not stink at hiring like 90% of companies? A 9-step framework. If you struggle with hiring premium, best fit talent you're not alone - you're actually part of the majority. Most wing recruiting or think they've got it on lock. The result is a company no top talent wants to join. The consequences? -4, 5, 6+ month vacancies -Team overwork -Poor employer brand -More stress -(This could be 27 bullet points longer) Gross. The good news is I have a process that I've curated after years of proven experience placing high-caliber people at startups, Fortune 5s, and everything between. Take it seriously and you'll be a talent magnet attracting the right people, reducing time to hire, and letting your team breath. In tomorrow's post, I'll dive into the CNIACCOF-W framework - a potent, streamlined process to kick your hiring up 10 notches. You'll discover how to: -attract the qualified, best fit talent (writing effective job ads/messages) -stand out from your competitors in the eyes of candidates -retain employees longer -cut your job vacancy times in half If you're ready to hire the right way and take your team to the next level, then pop back in tomorrow. If you want this done for you on autopilot, DM me instead. Until then, happy Saturday.

🌍💡 Talent Mapping: Why it’s crucial even when you’re NOT hiring? In today’s uncertain pre-budget economic climate, many companies may feel hesitant about making new hires. Understandably, budgets are tight, and the future feels a little foggy. But, while you might not be ready to hire right now, MAPPING TALENT is still one of the smartest moves you can make. Why? Because talent mapping is about being PROACTIVE, not reactive. By continuously keeping track of the BEST people in your industry, you’re positioning your business to move quickly when the time is right! If you wait until you need someone, you may end up scrambling to find the right candidate, often when it’s already too late (and hire in distress!). HIRING IN DISTRESS = DISTRESSED HIRES Instead, talent mapping allows you to stay ahead of the competition, so when you’re ready to hire, you’ve already got a clear understanding of where the top talent is and who aligns with your business needs. Recently, I’ve helped one of our clients implement 𝗧𝗔𝗟𝗘𝗡𝗧 𝗠𝗔𝗣𝗣𝗜𝗡𝗚 𝗦𝗧𝗥𝗔𝗧𝗘𝗚𝗜𝗘𝗦 that have kept them agile and ahead of market trends. By knowing who’s out there, they can anticipate future hiring needs and fill gaps faster and smarter. It’s not just about finding candidates—it’s about building relationships with them and nurturing those relationships before they’re needed. So, even if hiring isn’t on your agenda today, consider talent mapping as an INVESTMENT in your company’s future. 💰🚀 Feel free to ping me if you want to explore how to build a pipeline of YOUR future senior talent. I’m passionate about it, and it helps businesses remain competitive and prepared. 💪 #TalentMapping #HiringStrategy #BusinessGrowth #ProactiveRecruitment #StayAhead #TalentPipelining

Picture this: a hiring manager with an ambitious project timeline, a team in need of skilled talent, and a pool of candidates that seemed promising yet hard to reach. For my fellow recruiters, it’s not a problem to picture everyday reality. 🙈 But let’s continue. As we dove into the hiring process, we quickly discovered the current realities of the recruitment process. With the economic challenges hitting tech businesses, hiring costs began to rise. The best and most specialized candidates demand top dollar—and for good reason. But here’s the tricky part: while companies still want top-tier talent, they’ve become much more cautious with their budgets. They want excellence but aren’t always willing (or able) to pay what the market now demands. It’s no longer just about filling a position quickly. The hiring process has become longer and more complex. Finding the right talent to fit both business needs and expectations has become a real dilemma. Balancing the perfect candidate with the evolving requirements of the role takes time, and recruiters now need even more of it to make sure everything aligns. And it’s a real challenge to achieve that balance, but one we can’t ignore. These are just a few recent issues, but you get the picture. Surprisingly, there is no final conclusion or solution here (unlike most LinkedIn posts 😄). It’s more of a reminder that every challenge can bring opportunities. It’s really about how we look at this picture and how creative we are in adding more colors to it, eventually transforming it into a piece of art. I believe there is always room for opportunities – opportunities to update and improve our strategies, embrace flexibility, and always keep an eye on what’s happening in the tech market. What strategies are you implementing to tackle these challenges? Share some tips below, and let’s support one another! 💬👇 #ITrecruitment #techrecruitment #recruitmentchallenges #hiringprocess 

Think your IT recruitment is cutting-edge? Think again. We're in an era where traditional hiring is an artifact, not a strategy. Are you ready to evolve or be left behind? At Fox Search Group, we don't just scout talent—we architect ecosystems that transform companies and challenge the norms of IT innovation. Is your hiring process a silent killer of potential? Let’s talk about forging a future that’s not only possible but inevitable. Ready to lead, not follow? Connect to explore how revolutionary IT recruitment can catapult your business forward. #recruitmentdisrupted #techrecruitment #dontsettle #peoplemakethedifference