Caroline Rubach

🚀 Data = Recruiting Game Changer 🎯 Recruiters, are you ready to power-boost your hiring strategy? Imagine having the keys to unlock a treasure trove of insights and using them to land top talent effortlessly! 🌟 📅 Dive in with me, and industry experts Amy Silverman, the Director of Recruiting at Chime, and Brittany Mitlo, the Director of TA at Duolingo as we unravel the secrets of data-driven recruitment in our not-to-be-missed webinar! Whether you're a seasoned pro or a rising star in talent acquisition, this event is your golden ticket to revolutionizing the way you use data to recruit. 🎫 ✨ What's in store? - Introductions: A quick hi and hello to network and set the scene - Expert Presentation: Indulge in 30 mins of pure, unfiltered knowledge from top industry leaders. - Q&A: Got burning questions? Get them answered! 5 mins Don't miss out! Even if you can't join us live, sign up to receive the webinar recording delivered straight to your inbox. 📬 👉 Register now: https://lu.ma/rk0zibk8 And hey, while you're at it, follow us on LinkedIn for all the latest updates and events. Your future hires will thank you! 🌈 Covey

13

4 Comments

Why is investing in a start-up early on a good idea? The profit investors can make by investing in a startup company can vary widely and depends on several factors, including the success of the company, the amount of investment, the stage of the company at which the investment is made, and the terms of the investment agreement. According to a study by the Kauffman Foundation, the average return on investment for angel investors in the United States was 2.5 times their investment over a period of about 3.5 years, resulting in a compound annual return of 27%. There have been several notable examples of investors receiving large returns from investing in startups. Here are a few examples: Peter Thiel: One of the co-founders of PayPal, Peter Thiel, invested $500,000 in Facebook in 2004. When Facebook went public in 2012, Thiel sold most of his shares, earning approximately $1 billion from his initial investment. Vinod Khosla: Vinod Khosla, a co-founder of Sun Microsystems, was an early investor in Google, investing $12.5 million in the company in 1999. When Google went public in 2004, Khosla's stake was worth approximately $1 billion. Jeff Bezos: In the mid-1990s, Jeff Bezos invested $250,000 in Google when it was still a startup. When Google went public in 2004, Bezos sold his shares for approximately $1.6 billion. John Doerr: John Doerr, a venture capitalist at Kleiner Perkins, was an early investor in Amazon. He invested $12 million in the company in 1995, and when Amazon went public in 1997, his stake was worth approximately $280 million. Let's talk!

7

2 Comments

Bravo, Sue Luangkhot Hoppin and team for this whole paper, but especially this: "RECOMMENDATION #2: Determine and clearly articulate the problem being solved. Be willing to go back to the basics to redefine the questions, be more granular to better capture the diversity of experiences and challenges, clarify parameters, and consider new solutions." The 23% unemployment statistic that we have been hearing forever is a problem, no doubt. But what kind of problem, and for whom? How much of unemployment is caused by the fact that 1/3 of the force is in transit at any given time? What does underemployment mean when someone has moved to different jobs every two years for the past 10? Once we understand what the problem is, we can start to focus the solutions on the right people. Until then, 23% unemployment is a headline grabber for sure, but not very helpful. Thank you for shedding a light on it, National Military Spouse Network https://lnkd.in/exD5Ebrc

38

6 Comments

RECRUITERS: Announcing my six-week virtual masterclass: The Rainmaking Playbook for Recruiters. This small group cohort-style learning series will help you achieve more status within your vertical industry. You will learn how to build a brand that eclipses larger global competitors. You will learn what strategies to follow and actions to take that get you direct contact with high-level decisionmakers in your clients' organizations. You will have a guided approach, personally mentored by me under my personal coaching, that can help you position yourself to capture better business, exclusive and retained opportunities, and a more relaxing and comfortable posture within your vertical niche. Watch the video for more information. Seating is limited to a small number of students. https://lnkd.in/e75_hMrR #rainmaking #clientdevelopment #recruitertraining

6

Hi everyone! I recently reviewed the April 2024 JOLTS report, and it has some fascinating insights into the current job market trends. Whether you're an employer, job seeker, or just curious about economic conditions, this report has something for you. 📊 Key Highlights: ~Increase in Job Openings: Job openings have surged by 8%, particularly in healthcare and technology sectors, indicating a growing demand for skilled professionals. ~Hiring Rates: Despite the increase in job openings, hiring rates have remained stable, suggesting a competitive job market where employers are selective. ~Separation Rates: There was a slight rise in voluntary separations, up by 3%, reflecting greater employee confidence in exploring new opportunities. What do you think about these trends? Are you seeing similar patterns in your industry? I'd love to hear your thoughts and feedback! #JobMarket #HiringTrends #EconomicInsights #WorkforceDevelopment #JOLTSReport #TalentAcquisition #CareerGrowth

7

⬆ Ready to take your hiring game to new heights? You're in for a treat! 🧑‍🏫 Step into the world of recruitment innovation with our exclusive "2024 High-Volume Hiring Candidate Experience Report," a goldmine of wisdom distilled from 130+ recruiters and forward-thinking leaders. 🔎 Discover the game-changing impact of AI-driven tools, revolutionizing how you connect with top talent. From crafting irresistible job descriptions to effortlessly engaging with candidates, uncover the strategies reshaping the hiring landscape. Elevate your recruitment prowess with insights to skyrocket candidate survey participation and enhance the overall hiring journey. 🏎️ Don't let the competition outpace you. Grab hold of these transformative insights now. #RecruitmentStrategy #AIinRecruiting #HiringTips

25

4 Comments

Our team takes a lot into account when gaining a deep understanding of clients before carefully interviewing candidates: What styles of working are rewarded? How are solutions reached? What are short and long-term goals? What values are most important? What does success look like? We prioritize aligning our clients' culture with what makes candidates tick, and our experienced team is committed to establishing this harmony proactively. #culturefit #eq #hiring #jobs #recruiting #personality #leadership #problemsolving

38

🚀 Essential hiring tip: Manage your timelines upfront! 🕛 Collaborate with all internal stakeholders to plan advertisement dates, screening time, interview stages (no more than 3 please), psychometrics, and more. 🕛 Address potential delays due to holidays or upcoming projects. 🕛 Transparency with candidates is crucial - clearly communicate recruitment timelines and scheduled interviews. 🕛 Provide feedback promptly and professionally. While unexpected situations may arise, you can distinguish between uncontrollable events and a poorly managed process. #HiringTips #RecruitmentStrategy

11

3 Comments

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

7

Shoutout to LinkedIn Talent Insights! This tool is a game changer for creating effective sourcing strategies, especially for niche hires. I've been working with a few CTOs of early-stage startups, and Talent Insights has been invaluable in defining the ideal experience, location, and other key demographics. As someone who dislikes aging requisitions, I can confidently say that adding this this tool to build a hiring strategy has made our recruitment process much more efficient. Key is to use the tool early on in the process. #TalentInsights #StartupHiring #EarlyStageStartups #RecruitmentTools #Datadriven

11

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.

18

9 Comments

Founders who handle their own recruiting dedicate at least 25% of their time to the hiring process: sourcing, screening, scheduling, nurturing, and making offers. That's 40 hours each month that could be spent growing their business instead. 2 easy solutions: -> Hire a dedicated recruiting partner (I'm partial to fractional support if you're hiring less than 10 people/year) -> Implement automation or at least develop your recruiting strategy, with the help of that recruiting partner Having 40 extra hours every month dedicated to growth means your business can scale exponentially quicker. #Recruiting #Founders #BusinessGrowth

20

6 Comments

[for my very close recruiting network] EQ Engine is *thoughtfully* looking for two full-desk Technical Recruiters (who excel at sourcing) to join our small, tight-knit team on a consulting basis. About EQ Engine + the Opportunity: We have curated a portfolio of extremely high-quality startup opportunities that are simply not available to the average job-seeker, and require truly gifted candidates. Candidates and clients alike see the difference in our approach, commitment, and results. In order to keep the quality of our partnership high, we are keeping the bar on our recruiting team extremely high, so please know I will only be responding to people I personally know and have worked with. Location: Remote from USA **We strongly prefer tenured recruiters with a network of engineers to offer our search portfolio on Day 1, not just a hired gun. So, a few years of experience working in SF, NYC, SEA, Austin or any major tech hub is strongly preferred. Ideal Recruiter Profile ✅ You are a proactive, trustworthy owner ✅ 5+ years of technical experience in sink/swim recruiting environments - a mix of agency, startup during hyper-scale or very early stage startup experience is ideal ✅ As a recruiter, you dig in on candidate motivations, and can speak engineering, software, product, ML and system architecture ✅ You know what is going on in AI, which GPT was most recently released, how many AI companies are in SF vs NYC...things like that :) ✅ You can source anything, and iterate quickly on a new profile until you are calibrated...then you hit the target over and over, because it is fun! ✅ You are a passionate seller who can embody the ethos of a company with your communication, and truly be a partner to me, clients, candidates and our team ✅ You have experience managing clients 1:1 in tough situations, and would be comfortable partnering to co-manage clients with me, at times ✅ You take your craft seriously, and think strategically as well as creatively, always looking for competitive advantages and experimenting with new ways to do things ✅ You have opinions, but know when to push back, when to give, and when to drop what you are doing to focus on something more important ✅ You have experience working on highly specific Engineering/Technical searches, and placing candidates 💰Compensation: I take very seriously the opportunity to own EQ Engine - which to me, is an opportunity to not only build the future, but along the way to help good recruiters who are great people to build the type of life they'd like for themselves. There is real potential for financial + skillset gains, if you want to focus. I'm happy to share revenue figures with you 1:1, they are quite compelling. Thank you for reading! As a reminder, I will only respond to people I actually know, so call/text if you'd like to be considered quickly - thank you. Thank you! - Ryan

44

4 Comments

Employers on Hiredly that upload Employer Branding Videos on their Company Profile get almost 2x more job applications compared to those that don't have one. Digital content that tells your story is a long term investment that continues to generate returns long after you've produced them. Here's an example of a video we helped one of our employers, Capbay, produce. Jobseekers don't want to apply blindly to jobs. Tell your story in an engaging way, and get access to a larger pool of talent. https://lnkd.in/gjMUSzAn

60

2 Comments

Elevate your search with RecruiterCloud Self Serve. Customized filters, unique candidate data you can’t find anywhere else, and an expanded talent pool with access to millions of top engineers at your fingertips. Sourcing your next eng hire just got a whole lot easier. It’s 100% free right now, so try it out! cloud.wellfound.com #techrecruiting #startuphiring #startups

4