Brad Chandler

In the past week, I've booked $27,000 worth of deals between my THREE influencers. I would say that is a pretty solid start for a Talent Manager who has faced Industry burnout for the past 3 years. I'm telling y'all this as proof that you don't need a giant roster to make money in this industry. I'm exhausted. Working three jobs and full-time mom life is kicking my butt! However, I have to keep going. I don't want to be in the same position this time next year. Mantra of the week: Keep. F*#%ing. Going! #InfluencerMarketing #TalentManagement #Entrepreneur #InfluencerManager #InfluencerManagement

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Looking to hire a Head of Operations!! Look no further than this candidate!! Let's set up a time to speak with her!! 💠 FlanStaff Candidate - Head of Operations - Austin, TX 💠 💠 Proven Product Visionary 💠 Successfully directed the product vision and roadmap for a product line generating over $9.5M in ARR, demonstrating a strategic approach to driving competitive advantage and revenue growth. 💠 Operational Excellence Leader 💠 Spearheaded the unification of three product lines into a streamlined workflow, improving delivery times by 30%, reducing customer bugs by 66%, and saving $633K in recurring vendor costs, showcasing a strong ability to enhance operational efficiency. 💠 Strategic Program Management 💠 Led a critical post-acquisition customer migration project, preserving $16M in ARR, and managed the sunset of four additional features and products, highlighting expertise in handling complex, high-stakes initiatives. 💠 Innovative Product Development 💠 Identified and capitalized on product gaps, adding $1M in ARR with a projected $2.5M ARR by 2025 through enhancements in payment offerings, underscoring a knack for market-driven product innovation. 💠 Transformational Leadership 💠 Directed a digital transformation project, migrating to a new support platform, and restructured the product education department to create scalable training programs for 700+ clients, demonstrating exceptional leadership in driving organizational change and capability building. #Hiring #HeadOfOperations #Leadership #OperationalExcellence #StrategicManagement #ProductVision #Innovation #DigitalTransformation #CareerOpportunity #JobOpening #hiring #imhiring      

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Looking for a Director of Product to lead your team?? Look no further than Jonathan!! Let's set up a time for you two to talk! Jonathan - Director of Product - Redwood City, CA Resume Notes:  💠 Proven Leadership in Product Lifecycle Management 💠 🔹 Experience: 11+ years directing product development from conception to launch. 🔹 Achievements: Consistently exceeded client expectations with user-centric design and innovative features. 💠 Strategic Market Positioning💠 🔹 Track Record: Pioneered market-leading features and strategic marketing initiatives. 🔹 Impact: Built brand awareness, attracted new clients, and increased market competitiveness. 💠 Efficiency and Performance Optimization 💠 🔹 Results: Reduced time-to-market by 30%. 🔹 Skills: Improved usability and scalability, effectively streamlined product development and release cycles. 💠 Cross-Functional Collaboration 💠 🔹 Collaboration: Fostered synergy within cross-functional teams. 🔹 Integration: Worked closely with engineering, development, and legal teams to drive product innovation and ensure compliance with industry regulations. 💠 Data-Driven Decision Making 💠 🔹 Expertise: Utilized advanced data analytics to refine product strategies. 🔹 Outcomes: Improved customer satisfaction and drove innovation, ensuring products met and anticipated market demands. FlanStaff #ProductManagement #Leadership #Innovation #CareerOpportunity #ProductDevelopment #Hiring #JobOpening #ProductStrategy #TechIndustry #DataDriven

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Things are on fire over here at FlanStaff!! 3 Hires in 3 months! Know why? Because we headhunt amazing talent like Joanna! Take a look at her background below! Joanna – Director of Marketing – Bay Area  Headhunter Prescreen Notes: Joanna was amazing to speak with! She is a Director of Marketing and has been in the energy business for over 12 years! She is a Harvard grad who has led and built large teams. She is very tenured in the Communications area and has a strong growth marketing and lead generation background. She is very familiar with the clean energy space and wants to join an organization that promotes a better world! Resume Highlights Extensive Marketing Leadership: Demonstrated track record of success in senior marketing roles, including Director of Marketing at an Energy Industry Company, where Joanna led comprehensive marketing strategies encompassing digital marketing, branding, internal communications, public relations, and media relations. Proven Strategic Vision: Developed and executed editorial calendars and messaging strategies, ensuring consistency across multiple channels to effectively deliver company messages and drive business objectives forward. Industry Expertise: Deep understanding of the solar, microgrid, and mobility markets, evidenced by successful initiatives such as organizing thought leadership events, negotiating contracts with marketing agencies, and fostering strategic partnerships. Innovation and Results: Spearheaded innovative marketing initiatives resulting in tangible outcomes, such as doubling website visitors and lead generation, securing significant media coverage in top-tier outlets, and orchestrating successful product launches and rebranding efforts. Collaborative Leadership: Known for building and leading high-performing teams, leveraging cross-functional collaboration to maximize resources, and effectively managing budgets and external relationships to achieve organizational goals. If I can set up a time for Joanna to interview with your team! Feel more than welcome to DM me or email Rflannelly@flanstaff.com! #FlanStaff #Content #Marketing #Communications #Cleanenergy #renewableenergy #brand #hiring #imhiring

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Finding the perfect candidate can be daunting, especially with multiple interviewers and numerous qualified applicants. Our new customisable Candidate Interview Worksheet streamlines the process, ensuring everyone is aligned and you identify the best talent for your roles. #Hiring #Recruitment #HRTools 🙂

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In this week's The Recruiting Rodeo 🐎 multi-part series, "The Candidate as Customer, " I provide a third solution to how Companies and Search Firms (and really, anyone participating in the hiring and Talent Acquisition process) can adopt a CaC mindset 🡲 treat Candidates and job seekers like the Companies' customer care teams, sales and other external-facing leadership, treat the Companies' valued customers. Because a Company's people are its greatest "asset," right? So logic would then dictate that those who we are recruiting, may want to hire, and could ultimately join the team 🡲 are its second greatest asset! There are many actionable solutions that can be implemented company-wide to encourage the CaC mindset, and it all starts with empowering the Company's Recruiters, HR, or anyone on the frontlines who is finding and recruiting talent — with the information, training, and mentoring they need 🡲 to be successful. That's why my second solution is "Bring in the Comms!" — the Company's Communications and PR experts who can host monthly training sessions with the entire Talent Acquisition team 🡲 to not only improve the team's overall written and oral communications skills 🡲 but its Candidate identification and search "strategy." How to engage, inform. "Fake it 'til you make it" and reading "off a script" during that first-round and very important interview is not a great talent acquisition strategy and will not produce the best results. More important, we can do better and my solutions in Parts III, IV and V, explain how. Next week, for the debut of solution #4 in the Rodeo's CaC series, I have another 👻 "ghost story" to share (anonymous, of course, because that's how we do things here at the The Recruiting Rodeo 🐎) from a very high-profile, successful, and long-time candidate. It's mind boggling that this goes on and ghosting is certainly not a way for Search Firms or Companies to win over fans nor admirers.   I hope that you will ride along to find out more and consider becoming a free or paid subscriber to The Recruiting Rodeo 🐎! #recruiting #talentacquisition #candidateascustomer #hiring #jobsearch #executivesearch #communications #publicrelations

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🏅 Recognition isn't just a reward — it's a powerful tool to foster fairness and reduce biases. Ok, this may not make sense at first, but here's the thing: awarded status seem to have a disciplining effect on people, who then end up better scrutinising their own behaviour for #bias. 📄 In an insightful study, Tristan Botelho and Marina Gertsberg explore how status awards, such as Yelp's "Elite" designation, influence evaluators' behaviour, particularly in reducing #GenderBias in restaurant reviews. By analysing a large dataset from Yelp, they demonstrate that once evaluators receive a status award, the disparity in ratings between men and women servers decreases significantly (56.5%!). This effect is particularly notable in contexts where evaluators are under the scrutiny of their local Elite community. In other words – and if I got this right – once we see ourselves in the podium, being not only recognised but also watched by our peers, we feel compelled to put an extra effort in better doing the job we've just been rewarded for. And that includes checking out for ways in which unfairness may cloud our judgement. 💡 I see this insight can be valuable for organisations when we implement our own status recognition programmes (such as "employee of the month" kind of rewards), as it seems that increased scrutiny and peer evaluation within these groups can further reduce bias and promote accountability. 🤔 How else would you see this principle being useful in organisations? 🔗 Link to paper in the comments. P.S.: if I were you, I'd follow Rosalind Chow for more evidence-based approaches to get #diversity and #inclusion right.

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The Netflix Culture Deck got an update! 🔥 I find this to be really cool. The culture deck I read when I started 2.5 years ago is different from the one you’ll read today. They say that change is hard, but change is also a signal. To me, this signals growth, maturity, and something that is actually a living, breathing thing. It’s incredible that a company will let all its employees input feedback for its revision. This shows that if there is something that works well, let’s elevate it. If we’re not acting on something, let’s remove it. And if we’re operating in a different way, let’s optimize it. I get asked if the culture deck is what we hope to be as a company or if it’s it really how we are. And it’s the latter. This is who we are as a company and what we expect everyone to be and do so we can do the best work of our lives. Netflix is one of the best places I’ve ever worked and I’ve worked in a lot of cool places in my career. In the short time I’ve been here, I’ve felt the most challenged and have grown in my craft. I love being able to truly collaborate with so many people while still having the autonomy to manage my desk the way that works for me so I’m moving the needle in the best interest of the company. I get to bring my whole self here. And while it’s not always a walk in the park, I feel supported when I need it. Whether you’re working on films, games, animation, or ads, you’ll be surrounded by stunning colleagues and excellence! Read our culture memo here: https://lnkd.in/gqNiyaf7 Apply to come watch and play with us! 🎬🎮

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Great recruiters know who’s getting the job. It’s not a hope and guess thing. It’s an art form. It all starts with qualifying the role (preferably with the hiring manager). More so than getting a JD and price range, you have to ask the right questions 1.) what are the 3 key skills the candidate must know to hit the ground running? No one wants to train and ramp people up to speed, It’s a plug n play world in corporate America. 2.) Then you want to find out what the client “really” wants to pay (usually what the previous candidate was making) and if there’s any wiggle room? 3.) Is there wiggle room on the title? Just b/c the JD has a set title does not mean that’s what it’s ultimately going to be. Great recruiters can help the client understand this. Then even dig deeper, 4.) are there companies/competitors to recruit of you might suggest? Where did some of your best employees come out of? All of this info is critical before you start up a search. If you don’t have it you are just winging it like 98% of recruiters that are not experts. I’ve been doing this since 96 (yikes) so I think I’ve put in my 10,000 hrs. THEN you have to make sure the candidate is going to be happy with the title and salary for a minimum of two years. As we know, raises and title bumps do not come easy in corporate America. So in closing, If you don’t have a candidate that is checking all the boxes, very close to salary or hourly rate, and super excited and on board with title and has a smile on their face and understands “reality” for at least two years - then you haven’t done your job right. So hiring managers ask yourself, how has the hiring process been going for your team? Are we finding candidates that are sticking for a while? or have we been relying on the internet, in house recruiters just posting links, and hoping AI will solve the problem? Or are you working with expert outside recruiters that have a true vested interest (commission vs a base salary) in making sure they find you the “right” person for the job? PS - this all happens over the phone. Always has, always will. Humans talking to humans. There are simply too many things to drill down on and “make happen” via a conversation that AI will not be able to solve. Carry on… 😉

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8th interview? 🤯 The worst mistake a job seeker can make is to submit applications to a few jobs only and wait for the result. Increase your numbers to make sure you have multiple doors open.

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Looking for work? Here are some practical tips from Susan Daniels on how to make yourself more searchable.

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Here's what I really want to do with project Toe Nail Polish: figure out the "normal" interview phases, and get those recorded so "candidates" have both a few posts to share as their interviews "go live" and a playlist to share when the "normal" interview process is complete. I figure a hiring manager who watches multiple interviews of the same "candidate" will wind up increasingly invested in that candidate. It will also make it easier for a hiring manager to share candidates with their peers. What do you think are the most "normal" steps in an interview process, regardless of industry?

SignalFire's annual "State of Talent" report for 2023 is out and it's pretty interesting. Here are their biggest takeaways: 1) Austin is the fastest-growing city for top tech talent by percentage. 2) New York City is gaining the biggest share of relocating tech talent. 3) Silicon Valley is losing the biggest share of relocating tech talent, but is still growing in net head count. 4) Gen Z talent is being promoted to management slower than past generations. 5) Gen Z workers switch jobs 2x faster than those in Gen X. 6) VC-backed founders are older than a decade ago, with the oldest in sectors like life sciences and cybersecurity. 7) Data is maturing from an analyst- and scientist-centric role to an engineering-focused discipline. 8) As demand for AI talent grows, a declining percentage of AI hires have graduate degrees or prestigious schooling. 9) Silicon Valley still hosts the most AI talent, benefiting from the recent AI startup boom. Their biggest future prediction? ATX is rapidly becoming the next biggest top-tier tech talent market in the country. 44% growth in # of big tech employees located here in the last 5 years and 22.5% growth in # of top vc backed startups in town. And it ain't slowing down. Huge influx of talent is expected to continue. We better expand I35 a little bit faster.

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Today on a call with our Fellowship candidates, JR said (not an exact quote), “You’re just dudes trying to call other dudes… .” We had just spent 20 minutes going through what works and doesn’t for cold call openers, strategies for different personas, verticals, and specific accounts. Here comes JR over the top to distill a huge part of our 30-hour training into a 5 second truth bomb that blew my mind and most of theirs. At its core, cold calling and really selling overall is that simple. You’re a person helping other people out. Boy do we complicate the hell out of it as a sales community. People write insanely complex books about it. Some sell $97 courses on LinkedIn about how to do it better than their homie hawking the same thing for $99. I write novels for emails to clients and word vomit on Zoom calls because I overthink everything (and JR has coached me now multiple times to “be concise”, so that’s at the top of the list to fix!). Why do we complicate it? Irrational fear? To profit off that lack of confidence? To be a bully or gain control? Because there is some nuance? Human nature? The answer is somewhere inbetween all the above. Ultimately, if you provide value to the right people, are prepared, present the value naturally, and catch people at the right time, by golly, you might just might book that meeting. If not, their loss and on to the next.

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The integration of reviews in learning and development strategies has proven to be a game-changer. 🌟 Through constructive feedback, reviews can highlight areas of success and pinpoint opportunities for growth. Embracing reviews as a tool for learning helps us to ensure that personal and professional development is aligned with evolving goals and challenges. 🎯 By incorporating L&D into the review process, we can create an environment where feedback fuels growth, each review is a chance to expand our knowledge and skills. Here's to embracing this method, unlocking our potential and driving success. 🚀 #LearningAndDevelopment #PerformanceReviews #ProfessionalGrowth #wearerbw

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THREE PLACEMENTS HERE SO FAR - Senior Account Executive - $500k Earners - AdTech - Best Place to Work - 4.6 Glassdoor - REMOTE - Massive Territories Apply for this job, and review all RevsUp opportunities, here: https://lnkd.in/gdySgbB Our staffing agency represents a privately-held digital media agency that has been operating profitably for 20 years and has been trusted by blue-chip brands such as Toyota, Home Depot, Apple, Chipotle, and H&R Block. This 50-employee firm, which has earned a 4.6 Glassdoor rating (100% Approve CEO), is seeking Account Executives to sell IOs and long-term agreements to brands (and sometimes agencies) nationwide. * $80k to $150k base, commensurate with previous revenue performance. OTE is double your base; the comp plan is uncapped, and the top seller earned $500k in 2023. * You sell to Performance Marketing leaders, Chief Digital Officers, Chief Marketing Officers, Heads of Advertising, and VPs of e-commerce. * We’re looking for high-energy, driven, optimistic hunters – who want to blow past their quota and advance their careers! * 4.6 Glassdoor, 100% Approve CEO, 90% Recommend to Friend. 40+ Reviews! * One employee writes, “Company Culture is No. 1 … transparency from management … room for growth within the company.” * New CRO brings 20 years of AdTech experience and recently had a 7-year tenure at The Search Agency.

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THREE PLACEMENTS HERE SO FAR - Senior Account Executive - $500k Earners - AdTech - Best Place to Work - 4.6 Glassdoor - REMOTE - Massive Territories Apply for this job, and review all RevsUp opportunities, here: https://lnkd.in/gdySgbB Our staffing agency represents a privately-held digital media agency that has been operating profitably for 20 years and has been trusted by blue-chip brands such as Toyota, Home Depot, Apple, Chipotle, and H&R Block. This 50-employee firm, which has earned a 4.6 Glassdoor rating (100% Approve CEO), is seeking Account Executives to sell IOs and long-term agreements to brands (and sometimes agencies) nationwide. * $80k to $150k base, commensurate with previous revenue performance. OTE is double your base; the comp plan is uncapped, and the top seller earned $500k in 2023. * You sell to Performance Marketing leaders, Chief Digital Officers, Chief Marketing Officers, Heads of Advertising, and VPs of e-commerce. * We’re looking for high-energy, driven, optimistic hunters – who want to blow past their quota and advance their careers! * 4.6 Glassdoor, 100% Approve CEO, 90% Recommend to Friend. 40+ Reviews! * One employee writes, “Company Culture is No. 1 … transparency from management … room for growth within the company.” * New CRO brings 20 years of AdTech experience and recently had a 7-year tenure at The Search Agency.

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