Marianne Matarese, MA

I've been recruiting for well over a decade. From staffing to startups to big tech like PayPal, Venmo, Braintree and LinkedIn. I've had some heavy workloads and some wild hiring goals but NEVER have I had the goals that GEICO is looking to get to. We're already moving into Tech (ask around, we're making our mark and paying accordingly 😉) SO, my friends at TikTok, Tesla, PayPal, LinkedIn, Google and SO many more. Reach out to me. I can help. I know I have plenty of connections with y'all at these companies and layoffs are hard. I've been there. I'm hiring. This message needs to go viral. Not for me, but for others. I repeat, I can help. So, please... like, comment for reach, and SHARE SHARE SHARE!!! GEICO is doing things you wouldn't have even imagined an "insurance" company to do. Share this for folks who have been impacted. Let's see how many people we can help. #hiring #geicotech #opensource #data #engineering

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TA Leaders: When is the last time you looked at you application abandonment rates? Where in the application process is the job seeker tapping out and moving on? Who are the humans that dropped out; Is there an inequitable step? What are doing to make your application process more efficient? Why are your jobs getting 500 applications in under 24 hours?

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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

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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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This is going to sound controversial and opposite of what I generally do and post here, which is meant to inspire, encourage, and grow your career. PLEASE STOP DOING THIS FOR THE LOVE OF GOD. Why? Well. 50k or so recruiters have been laid off. There’s a ton of competition in the market for every role. That’s not the problem here. The problem here is on the other end. Say you have one recruiter. That recruiter runs 15 jobs. One of which is a TA job opening. Within one hour of posting this job, there are over 1000 candidates. Do you think this person will ever see the “right fit” resume? NO. Why? Because people who are looking for work will apply to jobs they are not qualified for. Which only hurts the people who are qualified for that particular job. Recruiters are not just “recruiters.” We are all specialized. Especially the highly skilled recruiters and talent sourcers who were laid off first (because we got paid more and became an east target for the hatchet.) You guys—Tech itself easily has 10-15 different recruiting specializations. Not to mention sales, design, construction, high volume, rpo, accounting, legal, finance, healthcare, and the list goes on and on and on. I would never blame someone for sending in an application that they might in some small way have a tiny chance of qualifying for, but this stuff? It’s hurting all of us. Bigtime. And someone needs to say it. If, over the last 18 months, 18 recruiters comment that they got a job from one of these spam posts I’ll eat my foot on a live. Stop the insanity. Let us apply to what we are qualified for. Ps no this is not about me or my career. I’ve never applied to any jobs listed on a spam post like below. Because I know it’s the definition of insanity.

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There are some good ones in here! Dig in!

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If you've distilled all the challenges with this job market, down to "recruiters are cold and lack empathy" it's time for a head check. There are so many moving parts lending to the challenges right now. 🥨 Recruiters have been disproportionately impacted by layoffs. 🥨 Internal recruiter bandwidth is at an all time low. 🥨 Applicant volume is at an all time high. 🥨 New technologies (many very bad) are being introduced to the process (both sides.) Many of these are barely in Beta. 🥨 There is a plethora of mis and disinformation on this and other platforms. 🥨 There are people and industries benefiting from the state of the market exactly as it is right now. 🥨 Companies are leveraging layoffs to pad profits and stock value. 🥨 The economy is uncertain. 🥨 Supply / Demand in the job market is extremely out of balance If you consider all of that...and still chalk it all up to "recruiters are cold and lack empathy" I don't really know what to say. Pretzel Logic 🥨 🤷🏻‍♀️ #recruiters #jobseekers #jobmarket #empathy #GoldensNuggets

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Today marks 3 months since I came back to Conifer as an internal recruiter. 🎉 When I was a super green 3rd party RPO recruiter for Conifer, I celebrated processing 100 offers by 6 months. Since coming back I have been able to process over 100 offers in half the time! Without the tenure and experience with Conifer, there would have been much more of a learning curve. This is why tenure is important not only to empolyers but also to YOU as the empolyee. Your intial metrics only improve as you become more familar and efficent with your company. 👏 #Conifer #Recruiter #Growth #Tenure #Metrics #Improvement #EveryoneStartsSomewhere

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Were you recently impacted by the Indeed layoffs? Tasaane Mgmt. LLC is here to help. We understand that job transitions can be stressful, and we're dedicated to providing resources and support to help you land your next opportunity. * Our personalized career coaching services * Tips for crafting a compelling resume and cover letter * Networking strategies to connect with potential employers. Feeling overwhelmed? Don't hesitate to reach out! We're here to guide you through this challenging time. #IndeedLayoffs #CareerTransition #JobSearch I hope this helps! Let me know if you have any other questions.

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I've noticed many in the TA community sharing job postings, and I'm incredibly grateful for the support. To contribute, I'd like to add a few opportunities as well! Often, these posts are shared through LinkedIn, but I recommend verifying them directly on the company's website to ensure accuracy and confirm they're still open. During my research today, I found several roles that weren't the right fit for me, but they might be perfect for someone in our wonderful TA talent community. I'm sharing them here in hopes they resonate with you. Happy job hunting (Hunting can be fun!), and thank you all for the continued support to all who have been reaching out to me; much love! 💛 Remote Talent Partner (TA) roles🎯 ⭐ Talent Partner - Marketing (Veeva): https://bit.ly/45n5LOD 🌟 Talent Partner (Hypori): https://bit.ly/4bYeSrm ⭐ Talent Partner Manager (Moonhub; an AI Agency): https://bit.ly/4ciETBu 🌟 Senior Talent Partner (Moonhub; an AI Agency): https://bit.ly/45pU49N Hybrid in WA ✨ ⭐ Senior Talent Acquisition Partner (Weyerhaeuser): lhttps://bit.ly/3KIrAyF (it'll say job no longer available, but if you do an advanced search and type "talent acquisition" you should find it)

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Hi friends: when I asked what you would like to hear about most when it comes to job search strategies, many said networking 🥳 There’s so much to gain from attending networking events, and my next live video will be a “networking boot camp” Stay tuned for the date, if you would like an invite drop a comment! 👇 Also, feel free to comment something you’ve gained by attending networking events! I’ve gained A LOT, here’s a few things: -getting out of my comfort zone!(I used to be considered shy, many times I prefer relaxing nights) -48 hours after a layoff I recieved a job offer at a networking event -the first networking event I attended was a college fair, I ended deciding to go out of state and recieved a majority scholarship - I met some of my closest friends and new clients for my business - I learned a lot about job search strategies, industry trends and branding strategies I’m excited that Lindsey Sherwin M.Sc., RDT, EXAT will be joining as a part of Career Connect SB 🎙️ Let me know what you’ve gained, if you are interested in attending or what you’d like to hear about most! #networkingstrategies #jobsearchstrategies #careercoach

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"If your ship doesn't come in, swim out to meet it." Recruiting Leadership Only! If you are looking for a new opportunity fill out the google form below, send me a connect and share the post. I post a list on #MondayMorningManagement, tag each of you and post it to get more visibility for all of us. Please remember I am not hiring, I am looking for my opportunity as well! No need to fill out if you have been on the list before but if you had a win this week let me know so we can take you off the list and celebrate your win! Also make sure to check out and follow UpSkill Advisor where job seekers and career advisors connect and collaborate for career acceleration. All of my content for job seekers is being moved there so my personal page can stay recruiter centric. https://lnkd.in/e-_Yx-H2 #nowhiring #recruitingjobs #recruiterjobs #recruiting #recruiters #sourcing #sourcers #talentacquisition #talentacquisitionjobs #recruitingleadershipjobs #TALeadershipjobs #TALeadership #recruitingleadership #talentacquisitionleadershipjobs #HR #HRjobs

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When it comes to recruiting the best people, it all starts with top-notch recruiting emails. 🌟 I love this tip from my teammate Becca Scherff, Senior Recruiter at Calendly: “I like having an agenda on the booking page so people know what to expect. I let them know that I’ll call them at the number they provide, and we’ll start by discussing their background and interests before getting into role specifics. Letting them know it will be conversational makes the process less intimidating for candidates.” There are so many ways you can make the recruiting and meeting process smoother — for you, your team and interviewees. We're sharing our secrets here: https://calnd.ly/3LkLDTX

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New to the Workforce? ‘Attitude Trumps Experience’ Kathy Gurchiek A good attitude salted with humility. Continual learning to keep your skills relevant. Finding a strong mentor and executive coach. These were among the nuggets of career advice for new and seasoned workers SHRM President and CEO Johnny C. Taylor, Jr., SHRM-SCP, shared on the “TODAY Show” on April 26. “Attitude trumps experience, bottom line,” Taylor said during the “TODAY’s Checklist” segment. “If you’re valedictorian of your high school class, top of your class from college—however you’re going into the workforce—you tend to think ‘I know what I’m doing’ … the fact of the matter is, the other person on the other side of the table knows a lot more than you and if you want to be successful, you better accept that.” His 20-plus year career has included serving as a lawyer, HR executive and CEO in not-for-profit and for-profit organizations. He has held senior and chief executive roles at IAC/Interactive Corp, Viacom's Paramount Pictures, Blockbuster Entertainment Group, the McGuireWoods law firm, and Compass Group USA. Prior to coming to SHRM in 2019, he was president and CEO of the Thurgood Marshall College Fund. Taylor’s advice touched on all career stages, including senior management and the importance in hiring an executive coach for individuals at that stage in their career. “People management is at the core of what [senior managers] do” as they rise up the ranks, he noted. “Being a great accountant doesn’t make you a great leader of accountants,” he said as an example. “Ultimately you get your work done by people agreeing to follow you” and people management is a large part of the work senior managers perform. “You have to consider a different way of working. You will cap out and get stuck in that middle management role if you don’t.” Older Workers Taylor pointed out that older workers are the fastest growing segment of the U.S. employment population. “Most people don’t know this, but according to the [anti-discrimination laws enforced by the Equal Employment Opportunity Commission], you’re old at 40,” he said. People aged 75 and older are the fastest growing segment of U.S. workers for the next decade, he added, prompting guffaws and a jubilant “yes!” from 69-year-old co-host Al Roker. Hiring older workers is not just the right thing to do or because age discrimination is illegal, Taylor said. It’s a necessity. [SHRM toolkit: Attracting and Retaining Older Workers to Your Workplace] In the Group of Seven countries—Canada, France, Germany, Italy, Japan, UK, and the U.S.— 150 million jobs will shift to workers over the age of 55 by 2030 and workers age 55 and older will exceed more than one-fourth of the workforce by 2031, according to a global study from Bain & Company, SHRM Online reported. Source: #shrm #منابع_انسانی #آموزش #جذب #استخدام #توسعه #L&D #DE&I #hr #recruitment

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In today's competitive job market, the role of a Talent Sourcer is more crucial than ever. One key strategy that sets successful sourcers apart is (one of my personal favorite parts of the job) talent mapping. 🔍 What is Talent Mapping? Talent mapping is the proactive process of identifying and categorizing potential candidates based on skills, experience, and future potential. It's about creating a comprehensive understanding of the talent landscape within a specific industry or function. 💡 Why is it Important? Strategic Hiring: By understanding where top talent is and anticipating hiring needs, we can align recruitment strategies with business goals, ensuring we have the right people ready when opportunities arise. Proactive Engagement: Building relationships with potential candidates before a position opens allows for a smoother, faster recruitment process. It’s about nurturing talent pipelines and keeping top candidates engaged. Market Insights: Talent mapping provides valuable data on market trends, salary benchmarks, and competitor analysis, helping to make informed decisions and stay ahead of the curve. We 💜 data!!! Diversity and Inclusion: It enables us to identify and target diverse talent pools, ensuring a more inclusive approach to sourcing and recruitment. Risk Mitigation: By continuously monitoring talent availability and movements, we can foresee and mitigate potential hiring challenges and talent shortages. 🚀 Elevating Our Role As Talent Sourcers, our mission goes beyond filling positions. Talent mapping empowers us to be strategic partners in workforce planning, driving organizational success through a forward-thinking approach. 😉

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I am actively seeking a talent acquisition role. I am immediately available for: ✔️ Contract Recruiting ✔️ Fractional TA leadership ✔️ Consulting to set up interview processes, analyze funnel data, implement new tools (ATS & Automations) ✔️ HR & Talent Tech advisory ✔️ CON-tained searches - $10k & $15k flat fees for any level role in an early stage tech company I am open to more permanent roles with fast growth disruptive tech companies (Series A-C) with strong values alignment, like: ✔️ Head of Talent Acquisition ✔️ Director of Talent Acquisition ✔️ VP of Talent Acquisition ✔️ Chief Talent Officer More unique Lori traits: ✔️ I love being in a role that challenges me strategically and tactically (I will never get 100% out of the weeds) ✔️ I am highly scrappy, decisive and bold ✔️ I am highly transparent, humble and open ✔️ I believe in servant leadership and empowering & enabling everyone to win together ✔️ And I love to be creative (hence the infographic which I made entirely myself on Canva) ✔️ I am an early adopter of talent tech AND I value the old school action of picking up the phone ✔️ I value life long learning, self growth mindsets and human transformation and have become a coach and conduit for others ✔️ I bring veteran experience coupled with very high energy and passion for my work Please share, tag or comment for reach. If you appreciate my content, now's the chance to show me by helping this post get traction. Link to my resume is in the comments. My email is Lori at TheRebelHR dot com. I am excited for the next chapter and to help a worthy organization scale with intention and grace. My culture compass will support the scale of core values along with the scale of process and structure. Let's Chat!!! #recruiters #jobseekers #talentacquisition #recruitingjobs #pleaseshare

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RECRUITERS.... How are you? 😇 Let's make some noise. 🔊 Comment below if you are still looking for a job in today's market. Post where you are, what type of recruiting (agency or in-house), and anything else this LinkedIn world should know about you. I know how scary the market still is and want you to feel seen. I read so many posts from recruiters looking to throw in the towel or facing serious personal hardship due to being out of work...I want you to know you are thought about and being rooted for!! #recruiting #2024jobs #recruiter #recruiterjobs #keepfighting

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