Alex Gombos

🔥🎮 Talent Tip Tuesday! 🎮🔥 We are in the swing of May! (It's my Birthday month btw!) A couple of recent inquires on resume building, and best practices prompted this weeks Talent Tip so ..... We are busting some common resume myths (and maybe confirming some)!!! *This advice and take are my own, and what I have gathered from my 10+ years in Recruitment and looking over TONS of resumes, everyone has their own takes and that is awesome, this is mine :) * My Resume NEEDS to be 1 page - 🚫 NOPE - There was a time this was pretty critical, when you were actually printing your resume out and dropping them off directly to potential reviewers, or if you didn't want to waste paper and staples. With modern capabilities scrolling down a page or two isn't a huge deal anymore, sometimes your whole catalog of work wont be summed up in a page....its ok! These Applicant Tracking Systems EAT up my resume and mess it up! - Maybe? 🤷‍♂️ - If your resume is over the top with all sorts of graphics and charts why take the chance to mess it up? keep it simple, so if there is a chance for the systems to intake your resume incorrectly, you made sure it was the lowest chance. If that creativity and effort goes into displaying your skill set for the job you are applying for, try getting a separate portfolio , or keep a creative resume to directly share with people you are interviewing with! Including my "personal outside of work hobbies" is good right? - Sometimes... 😬 - Unconscious Bias is a thing, I usually always side on not including personal hobbies unless they would help portray something specific to the role/company I apply for. Easy example: Avid Video Game Player is pretty relevant to my company and job, but maybe that would come across differently in other industries reading that. Save those cool nuggets for your first day of work when you introduce yourself to the team, the "Ice Breaker" bank needs to be full! Gaps of employment are a huge red flag - 🚫 NOPE - With the landscape of the tech world in the past 1.5 years and the huge pools of candidates still looking for work from that fallout, among other general reasons someone may be out of work, it is a pretty outdated way of thinking nowadays. Not everyone feels this way though, so what can you do? ADDRESS those gaps, talk about them, add them into your resume! You will find MOST people you chat with will be very understanding of any situation. What misconceptions with resumes are you fighting out there?!?! Let me know in the comments! Also Bonus if you can guess my Birthday! 🎉 Thank you as always for stopping by my small corner of LinkedIn! and for the laughs 🤣 :

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🚀 Exciting Times Ahead in Talent Acquisition! 🚀 🔍 Found myself flicking through LinkedIn and discovering a flurry of incredible TA leadership opportunities. From Twilio to Netflix, Calendly to Duolingo, to name a few I saw this week. 🤔 While I may not have the inside scoop on Twilio's VP of Talent role (kudos to our amazing exec recruiting team!) I promise to get back to all the messages! I've been brainstorming what a roadmap might look like If I were to apply for a Senior Leadership role in TA today. Here's a sneak peek into my playbook: 🔍 First 90 Days: The Audit Blitz >Dive deep into strategies, tools, and capabilities. >Connect with stakeholders and ALL recruiters to map out our landscape (think Venn diagrams!) What's working and what isn't? >Ensure TA's OKR's sync perfectly with our business mission. >Walk a mile in our candidates' shoes: experiencing the journey firsthand from application to onboarding. >Take all of the above and report to leadership. 🔧 90-180 Days: Building the Blueprint/Implementation >Craft, implement, and document our game plan. >Elevate the candidate experience to new heights. >Embrace automation to streamline our processes. >Develop a hiring roadmap rooted in robust workforce planning. 📈 180 Days and Beyond: Scaling for Success >Scale up, fine-tune, and expand our strategies. >Skyrocket hiring performance, elevate brand perception, and boost team morale. 💬 Calling all those in TA roles. Leadership anything you'd add? Recruiters, anything you'd like to see from leadership?

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Ever feel like your career is in need of one giant slingshot? You pull back, feel the tension, and then—WHOOSH!—you shoot forward faster than ever. 🎯 I’m a Global Head of Talent Acquisition, and I want to tell you that the slingshot move is 100% okay and sometimes absolutely necessary. Whether it's for personal or professional reasons (often both!), there are times when we need to take a step back to launch ourselves forward. A few years ago, my life was a storm of negativity. I faced toxicity at home and walked into a work environment that was anything but supportive. It seemed like everything in my life needed a reboot so that I could continue to flourish in growth. I made the tough decision to pause my role in leading and building entire programs. I moved cross-country to the Bay Area and took an individual contributor role. And you know what? I’m soooooo happy I did. 😊 Even though my work spoke for itself, my confidence was shattered. I needed time to center myself in a new environment. Once I felt ready, I got back on track. Promotions started rolling in (even off-cycle promos in competitive environments!). I excelled my career to exactly where I deserved to be—more rested, confident, and with strengthened leadership abilities. Remember, it's okay to hit pause. It's okay to step back. Sometimes, it’s the best thing you can do for your career and your well-being. Here's to slingshot moves and the incredible progress they can bring! 💪✨ #CareerGrowth #Leadership #WorkLifeBalance #MentalHealthMatters #SlingshotMove #ProfessionalGrowth

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Attention Senior Technical Writers in my network and beyond!!! Team Red Dog is hiring a Senior Writer who is up for a challenge and ready to join a team on the cutting-edge of technology and work on projects involving Cloud, Azure, and AI technologies. Follow the link in the comments below to learn more. #TechnicalWriter #ContentWriter #AI #Cloud #Hiring #TeamRedDog

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The Future of Remote Work in Tech Recruiting: Embracing a Global Talent Pool 🌍🚀 As we look ahead, the landscape of tech recruiting is poised for significant transformation, driven by the continued rise of remote work. Having worked remotely for a U.S.-based tech recruiting agency from Latin America for the past three years, I’ve seen firsthand how remote work is not just a trend, but a sustainable model that offers vast opportunities for both companies and candidates. Here are some key trends I believe will shape the future of tech recruiting: Globalization of Talent 🌐: Companies are increasingly willing to tap into global talent pools, looking beyond geographical limitations to find the best minds. This shift is democratizing opportunities and allowing diverse talents to contribute to technology advancements from anywhere in the world. Focus on Soft Skills 🤝: With the shift towards more distributed teams, soft skills like communication, adaptability, and teamwork are becoming as critical as technical abilities. Recruiters will need to refine their assessment techniques to evaluate these skills effectively in virtual settings. Advanced Recruitment Technologies 🛠️: AI and machine learning will play larger roles in sourcing and matching candidates to roles. These technologies can help in screening for potential fits more efficiently, allowing recruiters to focus on the human aspect of their jobs—building relationships and advising candidates. Work-Life Integration 🏡: As remote work blurs the lines between personal and professional life, companies will need to adopt more flexible policies to support work-life integration. This will be crucial in attracting and retaining talent who value flexibility and well-being. The evolution of remote work is creating a more inclusive and diverse work environment, and I am excited to be part of this change. What changes do you foresee in the future of tech recruiting? How is your organization preparing for these shifts? #FutureOfWork #TechRecruiting #RemoteWork #DigitalTransformation #CareerDevelopment

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One of the reasons the annual Betts Compensation Guide is so popular is because the salary data is directly sourced from our actual placements. And now… we’re launching a live tool with that same data that anyone will be able to use! Read below to learn more and sign up for beta access!

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I’d love to know if anybody has a go-to resource/strategy for mocking technical interviews? I’ve always been a fan of Pramp, and it’s been great for behavioral interviews. But more recently, I’ve been trying it for front-end interviews, and my experience has varied wildly. The worst being, I had to leave a mock interview because my peer just started coding silently for almost thirty minutes and would shrug off any questions I asked 😮   I mostly just need that practice with a real human being. My biggest struggle right now is that my brain acts a bit differently once I’m in a real interview. I overthink things; I try, and usually stumble, to come up with the best solution off the bat, which I recognize is not what you're supposed to do. I think I just need to slowly break down that barrier through consistent practice. Anyway, I hope your having a great Monday, and I wish you all luck in your interviews 💪 #interviewing #pramp

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I am going to toot Ubisoft's horn on this upcoming Star Wars Outlaws game... Fantastic job on incorporating accessibility features and I truly am excited to see what it brings at the end of August! I am honestly impressed with the bottomless list myself, coming from a career in special education previously. Features include: Visuals: -Including high contrast settings -Colorblind accessibility features (HUGE) -Visual intensity -View angle. Audio: -No audio reliance -Subtitles -Configurable dynamic range -Choice of audio channels -Volume sliders -Dynamic audio mix -Audio descriptions as cinematics (GAME CHANGER FEATURE if you ask me, especially for those with reading issues!) -Positional audio cues Controls: -Auto-walk -PC supports keyboard, mouse, and controller -Keyboard and mouse remapping -Controller presets -Sensitivity adjuster -Camera inversion -Configurable dead zones -Adoptive trigger intensity -Motion aiming -Auto-align (This is 100% for those who lose track of where they are going!) -Toggle sprint -Vibration strength -Change holds to presses (definitely helps those who have motor issues). Stealth and Combat: -Difficulty presets -Individualized difficulty settings -Aim assist (Keep it 100!) -Option to hold rather than repeatedly press (This is 100!) -Different play styles -Adrenaline rush feature (Interesting feature) -Auto-perfect reloading -Stealth assists (I like this!) Navigation and Traversal: -Fast travel -Safe climbing -Auto ledge grab -Straight forward grappling -Auto object avoidance and ledge guard (LOVE THIS!) -Health regeneration -World map markers (I am a junkie for saving locations, so I like this stuff!) Space: -Damage from colliding objects and stuns from ion weapons can be turned off -Self-righting can bring ship back to horizon (Again, love this feature for people who lose orientation easily!) -Incremental throttle -Hold or toggle (Huge for those with neurological disabilities!) -Flexible combat style (Aim assists and pursuit mode to help those that have cognitive or neurological delay or even kiddos!) -Motion sickness friendly design Mini-Games: -Individual Difficulty Settings Nix -Vocal and visual cues and automated Nix orders for a variety of tasks (attacking, pickpocketing, picking up) Menus and HUD (Some repeats here) -Accessibility presets -Menu Narration -Colorblindness Presets (This again is 100% in my eyes, even though I am not colorblind!) -Clear fonts -Large and small text -Replace style text with regular font -Increased contrast -Replace holds with taps -Control reminders -Configurable HUD Oh what continues to inspire me to want to be a part of the future in games, especially in Accessibility and/or Trust and Safety! Cheers, Stephen Lenz Resource and Owner of this information found here in depth: 1) https://lnkd.in/gAJrYWJ3 #accessibility #videogaming #technology #DEI #motivation

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🎱🐈 Talent Tip Tuesday! 🐈🎱 Happy Tuesday! Wanted to take an opportunity to close out Mental Health Awareness Month with probably the most important set of tips you can have while grinding your way through the 2024 hiring process.....and that is what you can do when its all getting to be too much.... That's right..."What should I do when I feel burnt out, have applied everywhere, have followed all the advice, and still feel defeated and overwhelmed...?" TAKE A DAY OFF - "Jason....I'm unemployed....so everyday is a day off...." 🙄. Well , not really! If you are following my tips, its obvious the work stacks up when researching etc., it can very much feel like a fulltime job. Even more so as so much rides on your success...so yeah, take a day, get into a better mindset. KEEP YOUR GOALS FOREFRONT AND STAY POSITIVE - There is no doubt that even more recently, the job search journey has been bumped up to "expert mode". Having a clear set of REALISTIC goals are important, and maintaining the positive energy while keeping yourself to that standard is just as important. Nothing can take the progress out of your journey like a negative mindset, it can defeat your wins, and even sideline your chances out there in interviews. It's ok to vent, just don't let it consume your path! HEALTHY OUTLETS ARE GREAT! - When you take that day, or that step back for a bit, it always helps to have something that you know will bring your mind back to a balance...there are so many hobbies, and activities that can do this for you! I have a weird combination of activities that make no sense together....but when I need them they are there to get me right! Find your "thing"! HYPE YOURSELF UP - Did you know that if you talk down to yourself, you actually negatively effect your motivation and performance? Yeah it's a real thing....don't make yourself your own worst enemy....take some time...look in a mirror...HYPE YOURSELF UP...it may seem ridiculous, but it works the same way as the negative reinforcement, only good! MAKE SURE YOU KNOW , IT'S A PROCESS - Time will go by painstakingly slow when you don't want it to, that is just the nature of it 😬 . Reminding yourself that this all is indeed a process with timelines out of your control is important to keeping yourself grounded. Day by day is super important right now for some, but reminding yourself to stay the course can keep your mind at ease. Lastly, it's a hard subject to approach, but if the feelings of despair and stress are too overwhelming, reach out to someone you trust. You will find that help is always a message/phone call/email away if you can bravely make the step to do it. Pictured: A the LEGO Group Bonsai, Hulk trying to master his inner peace, Hylian Shield and Master Sword for that adventure, some TMNT heroes to help, a succulent garden, an incense waterfall, and the ashes of Lola, who with a magic "PUR" would take years of stress away and we miss very dearly🤗. RIP 😽

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As recruiters, where would you rank having to remove all the borders, sub-borders, sub-sub borders and bad formatting from resumes before you submit the resume to your client? It's pretty much Dante's 7th Circle of Hell for me. Why are you using Times New Roman, Arial and Courier on the same resume in 3 different font sizes? Why are you right-justified at 3 different places? Just.......why? And there is my endorsement for Wayne Schofield. Even if you just need a resume cleanup and not an entire re-do, you won't find a more professional or reasonably-priced person to get your resume back on track.

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ROY MAURER provides important insights in this article about managing Open Req's / Recruiter. Good Recruiters know their threshold before experiencing diminishing returns in: - Quality pipelines / Hires - Time-to-Fill - Hiring Leader / Candidate Experience Recruiting Managers can help improve efficiencies through factors such as availability of sourcing tools, improving internal processes and managing the ratio of complex open roles to Req Load. #recruitingmanagement

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Economic uncertainty, a higher cost of living, a RTO (return to office) mandate - or preference from an increasing number of employers, combined with job market instability is driving up salary expectations. Recruiting budgets and TA strategies aren't keeping pace. The result? Friction in the hiring process. Unrealistic expectations on the part of employers & job seekers alike is leading to roles advertised for weeks, a staggering number of applicants (we all know the majority won't ever hear anything), grossly extended interview processes, taking weeks, or months, and job seekers inflating their salary expectations to minimize as much risk as possible. HR and TA Professionals: What are you doing to attract, hire & retain talent? Jobseekers: What's important to you? What do you want from your current or a new employer, or wish they knew? Thanks for sharing! #hiringtrends2024 #recruitingtoptalent #recruitingstrategy #talentacquisition2024 #employeeretention #candidateengagement #hiringprocessimprovement #talentacquisitionpartner #hiring2024

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The future of #gaming will be defined by studios that can deliver on the powerful trifecta of seamless performance, persistent progression and deep personalization. https://lnkd.in/gkgEvkSJ

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If you're attending Trustmarque Fusion, come and meet Sumo Logic at this one-of-a-kindI come and meet Sumo Logic at this one of a kind tech and leadership conference and learn how the #poweroflogs can fuel #DevSecOps. 🔥#TMfusion24

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I want to share a heartwarming story to brighten your rainy day and give a shoutout to the incredible Next Level Solutions Recruiting Team because they deserve all of the recognition! Yesterday, Kristi Waeltz, CTR and I wrapped up a phone screen with a senior-level candidate. As we were discussing next steps, he said, “I really want to share something with you both.” Admittedly, I was a bit nervous, but I am 𝐒𝐎 𝐓𝐇𝐑𝐈𝐋𝐋𝐄𝐃 he spoke up! He shared how outstanding the recruitment process felt to him, highlighting our team's approach that made him feel valued—not just as a 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦, but as a 𝒑𝒆𝒓𝒔𝒐𝒏. He wasn’t just a 𝘯𝘶𝘮𝘣𝘦𝘳. He felt like a 𝒉𝒖𝒎𝒂𝒏 𝒃𝒆𝒊𝒏𝒈. His feedback was refreshing! He noted how different our process was compared to others, making him even more excited about potentially joining our team! 𝘍𝘰𝘳 𝘢 𝘣𝘪𝘵 𝘰𝘧 𝘪𝘯𝘴𝘪𝘨𝘩𝘵, 𝘐𝘵’𝘴 𝒓𝒂𝒓𝒆 𝘧𝘰𝘳 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦𝘴 𝘵𝘰 𝘷𝘰𝘪𝘤𝘦 𝘱𝘰𝘴𝘪𝘵𝘪𝘷𝘦 𝘦𝘹𝘱𝘦𝘳𝘪𝘦𝘯𝘤𝘦𝘴. 𝘛𝘩𝘦𝘺 𝘶𝘴𝘶𝘢𝘭𝘭𝘺 𝘱𝘰𝘪𝘯𝘵 𝘰𝘶𝘵 𝘢𝘳𝘦𝘢𝘴 𝘧𝘰𝘳 𝘪𝘮𝘱𝘳𝘰𝘷𝘦𝘮𝘦𝘯𝘵. 𝘚𝘰, 𝘩𝘦𝘢𝘳𝘪𝘯𝘨 𝘴𝘶𝘤𝘩 𝘱𝘰𝘴𝘪𝘵𝘪𝘷𝘦 𝘧𝘦𝘦𝘥𝘣𝘢𝘤𝘬 𝘳𝘦𝘢𝘭𝘭𝘺 𝘮𝘢𝘥𝘦 𝘰𝘶𝘳 𝘥𝘢𝘺! 𝘐 𝘸𝘪𝘴𝘩 𝘐 𝘸𝘰𝘶𝘭𝘥’𝘷𝘦 𝘵𝘢𝘬𝘦𝘯 𝘢 𝘴𝘤𝘳𝘦𝘦𝘯𝘴𝘩𝘰𝘵 𝘸𝘪𝘵𝘩 𝘮𝘪𝘯𝘦 𝘢𝘯𝘥 𝘒𝘳𝘪𝘴𝘵𝘪’𝘴 𝘴𝘮𝘪𝘭𝘦𝘴 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 𝘸𝘦 𝘸𝘦𝘳𝘦 𝘣𝘦𝘢𝘮𝘪𝘯𝘨! This is a testament to our team’s dedication to revolutionizing the hiring process, particularly focusing on candidate experience. We’ve overhauled our methods, right down to introducing a new ATS (Teamtailor) to better serve our candidates. At the end of the day, people want to be 𝐬𝐞𝐞𝐧, they want to feel 𝐡𝐞𝐚𝐫𝐝, and they want to be 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐨𝐨𝐝, in 𝘈𝘓𝘓 aspects of their life, INCLUDING the job search. My good friend 🎤 Lori Robertson and I crafted a message about this, so DM me if you want to know more about that. A 𝐇𝐔𝐆𝐄 thank you to my team for their relentless effort! I’m looking forward to our Recruiter Camp next week where we can continue to learn and grow! 𝑷𝑺 - 𝒀𝒐𝒖 𝒈𝒆𝒕 𝒕𝒉𝒊𝒔 𝒔𝒊𝒍𝒍𝒚 𝒑𝒉𝒐𝒕𝒐 𝒐𝒇 𝒎𝒆 𝒃𝒆𝒄𝒂𝒖𝒔𝒆 𝑰 𝒄𝒂𝒏’𝒕 𝒇𝒊𝒏𝒅 𝒂𝒏𝒚 𝒈𝒐𝒐𝒅 𝒕𝒆𝒂𝒎 𝒑𝒉𝒐𝒕𝒐𝒔, 𝒃𝒖𝒕 𝒅𝒐𝒏’𝒕 𝒚𝒐𝒖 𝒘𝒐𝒓𝒓𝒚 𝑰’𝒍𝒍 𝒉𝒂𝒗𝒆 𝒑𝒍𝒆𝒏𝒕𝒚 𝒂𝒇𝒕𝒆𝒓 𝒏𝒆𝒙𝒕 𝒘𝒆𝒆𝒌, 𝒔𝒐 𝒔𝒕𝒂𝒚 𝒕𝒖𝒏𝒆𝒅!! 

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