“Hetal managed my application and interview process at Handshake. It was daunting to even consider switching jobs during times of economic uncertainty, but Hetal went above and beyond to be available and to answer all of my questions. Her welcoming, professional, and engaging manner quickly won me over. When I asked if she could modify the interview schedule to allow me time to pump milk for my son, she happily accommodated my request. When we met after my interview to discuss an offer, I asked if it was alright if I had my son with me on the video call, to which she immediately replied, “Of course!”. Overall, it was a great interview experience, and Hetal absolutely played a role in me choosing to work at Handshake.”
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Steph Thommen
Startups have much to gain in providing an amazing candidate experience. Strategically, investing in an engaging candidate journey will be a game changer when growing the business. A conversation I had on here recently reinforced the idea that candidates look at total comp, and that includes the business culture, their career opportunities and how each role will help them grow. Here are a few other things I have learnt interviewing hundreds of candidates for roles across all skillset: 1️⃣ Boosts Employer Branding: Each interaction with a candidate reflects on your brand. A positive experience will turn even rejected applicants into brand advocates, while a negative one can tarnish your reputation. I’ve had both and learnt the hard way that making each candidate feels valued and respected throughout the hiring process, bolsters your image and build your network in the long term. 2️⃣ Connect and demonstrate value: Securing top talent can be challenging, especially in tech. Even with a great product and a great culture, we don’t always have the budget that larger organisations offer. Yet as I mentioned above, as a hiring manager you should understand the total value of what you are offering, and that goes beyond the salary. A bit part of that is connecting with candidates on a personal level and keeping them engaged throughout the hiring process reflects the culture of your organisation and will makes your offer stand out. 3️⃣ Fosters Employee Engagement: A positive candidate experience sets the tone for employee experience and thus engagement. Candidates who have a smooth and transparent experience are likely to start their roles with higher levels of commitment and satisfaction, which translates into settling in quicker and longer tenure. 4️⃣ Reduces Hiring Costs: Efficiently managed candidate experiences shorten the hiring cycle and reduce the costs associated with prolonged hiring processes. By enabling candidate through constructive feedback, you also build a solid talent pool that you can rely on for future roles. 5️⃣ Enhances Candidate Quality: By providing a respectful and engaging experience, you're more likely to attract high-calibre candidates who value culture and fit as much as compensation and benefits. These candidates often turn out to be the innovators and leaders who can drive your growth. 6️⃣ Learn and Improve: Gathering and listening to candidates’ feedback - verbal or otherwise will help you improve your process and give a better experience to future candidates. Every candidate interaction is an opportunity to showcase your startup's values and culture. By prioritising a great candidate experience, you not enhance your reputation while building a strong foundation for sustained growth and innovation. #startup #founders #peopleops #scaleup #culture #peoplefirst #interview #peoplestrategy
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Rohit Jain
Recruiting is a very complex and challenging process, yet it is the core of any growth-seeking staffing agency. This eBook provides agency owners with an all-inclusive guide to sourcing, training, and retaining the best recruiters. With this guide in hand, you’ll be able to build a world-class staffing business that attracts and retains the best talent. 📕 What are you still waiting for? Go ahead and download it now! Link in comments. #recruitcrm #recruiters #recruitment #eBook #guidebook
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Vandan Patel
PSA By Vandan Patel Attention, all hiring gurus and talent acquisition wizards! 🚨 Here's a revelation that will shake the very foundations of your recruiting strategy: No candidate is 100% fit when you hire them. Shocking, right? 🤯 Imagine this - taking a chance on someone who doesn't check every single box on your impossibly long list of "must-haves" might just lead to your top hires. Crazy concept, huh? 😲 Who knew that giving people a chance could actually result in success? It's almost like... humans can learn and grow! 🤔 Mind-blowing stuff, really. So, next time you're sifting through resumes, maybe, just maybe, consider that the perfect candidate doesn't exist. Instead, hire the person who shows potential, passion, and a willingness to learn. 🎓💼 But hey, what do I know? I'm just here dropping truth bombs on LinkedIn. 💣 Like if you agree? Or even if you don't. I'm not picky. 😂 #HiringTruths #RecruitmentRealTalk #HumanPotential #GiveChances #TopHires #MindBlown #SarcasmCentral #LinkedInWisdom #Hiring #Recruitment #HR Feel free to share this groundbreaking PSA with your network. Let's revolutionize hiring, one sarcastic post at a time! 😎🚀
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Matthew Parker
I am worried for the future of Talent Acquisition. I know so many recruiters at all levels who have either left the industry all together, or are actively in conversations to leave. TA leaders are collectively tired of being transactionalised, to being told how to do their job, and for being cast out by HR leaders who think other teams can do their jobs. There are also minimal opportunities for new recruiters to enter the industry, with most agencies/junior recruiter roles being filled by experienced recruiters who are being squeezed into junior roles. What does this mean? That when businesses start to grow, they won't have the tools to do so. This will have a long tail impact on the overall economy which also won't be able to grow at the same pace without recruiting orgs quickly facilitating the movement of talent. There will be a portion of this bridged by technology advancements, but likely not quickly enough especially for white collar jobs. The silver lining on this is those that remain in this boom and bust cycle could potentially benefit from the supply demand issue swinging back in their favour. What do we think? Am i stuck in an echo-chamber seeing this or is it better than it looks?
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Adriano Herdman
This tech company had a target of doubling their headcount but their talent team was capacity... Their Global Director of TA needed an embedded talent partner to help scale team capability. After a 10-month partnership with Move, we helped them to: - Achieve 71 hires across GTM, Tech, Marketing, and Finance - Maintain an impressive hiring pace of 7 hires per month - Realize a cost avoidance of £383,000 Here’s how; - Deployed a multidisciplinary squad of talent partners and sourcers - Launched targeted outreach campaigns - Provided guidance to hiring managers with insights from our talent intelligence platforms - Emphasised flexibility, rapid scalability, speedy delivery, and data-driven decisions - Reduced need for external agencies, thanks to a blend of strategic hiring and internal team development. 🎉 👉 Video testimonial in comments below ⬇️ Sounds like we could help you too? DM me or connect and we can have a chat
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David Hanrahan
Things that make me nervous in the land of AI HR tech that are here or coming soon, based on demos I’ve seen👇 ➡ AI sourcing, assessing, AND scheduling: we will have platforms that find talent on the open market, initiate outreach, respond to outreach, schedule and host a video meeting via an AI avatar, assess on the profile + first video call - then schedule them with the human interview panel ➡ AI job leveling: we will have platforms that create leveling matrices by function, tailored to the company, then do an auto first-pass leveling by function ➡ AI skill quantification & tailored AI learning plans: we will have platforms that - from those AI matrices - take a look at the talent we have and quantify their functional skill levels (eg. 120/200 in Machine Learning for SWE3) then auto curate learning plans in an LMS to build skills to where they need to be ➡ AI performance & engagement: we’ll have platforms that assess real time engagement and performance based on dialogue happening in slack, email, zoom, GitHub, etc. No more lagging structured questions? ➡ AI manager nudges: we will have platforms that not only give on-demand AI coaching to managers but also prompt them without being asked based on contextual awareness of what is going on in the team, regardless if the manager knows or not Honestly scary. This will drastically change how our systems are designed, as well as how People teams operate and where we spend our time. We may not be ready for all this 😳 🤖
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Jordan Mandel
TA & Manager friends... look at this paragraph from Seth's blog today. What a twist on a twist on a twist. And I imagine too true, too. "We engage in this soothsaying search for proxies every time we do a job interview with someone. Unless we’re interviewing for people who have interviewing as their job, there isn’t a lot of evidence that doing a great job in the interview means you’re going to do a great job." 🌀 #recruiting #talentacquisition (Tammy Connelly Julie Moore Janeffer Gangji Josh Dunton Zoya Ipek Paul Shevsky Chris Inch Carl Casis)
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Elijah Linder
What your company bereavement support looks like w/ Bereave ✓ Thoughtful Leave Plan ✓ Policy Guidance ✓ Communication Strategy ✓ Team Prep & Training ✓ Re-Entry Guidance ✓ Tools for Managing Expectations ✓ Tools for Supporting Re-entry ✓ Mobilizing Supporters ✓ Access to grief support content, checklists, and resources to help grievers navigate their loss
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Rita Ramakrishnan ACC, ACTC
To my fellow people leaders and coaches: Lets talk about the “E” You might have noticed folks getting spicy on here about SHRM’s recent decision to remove the term "Equity" from their mandate. As leaders and coaches in the startup ecosystem, it's essential for us to understand why equity matters and how it can be integrated into our organizations and coaching practices: ⭐ Why Equity Matters 1️⃣ It is distinct from equality: Equality aims to provide the same resources and opportunities to everyone. Equity goes a step further by recognizing that individuals have different needs and starting points. Imagine giving a group of people the same sized ladder. Now imagine giving each of them a ladder sized for their bodies. One is definitely more helpful. Equity ensures that everyone has access to the resources and opportunities they need to succeed. 2️⃣ It enhances diversity and inclusion: Diversity is about increasing representation. Inclusion is about creating a container where everyone can bring their whole selves and have a voice. Equity is about addressing systemic barriers and biases that hold people back, ensuring that diverse talent can thrive. Without equity, efforts in diversity and inclusion can fall short, as they may not address the underlying inequalities that set a population back. 3️⃣ It drives innovation and growth: A workplace that prioritizes equity fosters a culture of trust and collaboration. When employees feel valued and supported, they are more likely to contribute unique perspectives and ideas, driving innovation and business growth. 💡 Integrating Equity into Your Startup and Coaching Practices 💡 1. Conduct an Equity Audit: Assess your current policies, practices, and culture to identify areas where inequities may exist. This can include pay disparities, promotion practices, and access to professional development. 2. Implement Targeted Programs: This could include mentorship programs, leadership development opportunities, and tailored support resources. 3. Foster an Inclusive Culture: Encourage open dialogues about equity, provide training on unconscious bias and ensure that all voices are included in decision-making processes. 4. Measure and Adjust: Regularly measure the impact of your equity initiatives and be willing to adjust your strategies as needed. 💡 Coaching for Equity 💡 As coaches, we have a unique opportunity to influence and support leaders in their equity efforts. By incorporating equity principles into our coaching practices, we can: - Help leaders identify and address their own biases. - Support the development of equitable leadership practices. - Provide tools and strategies for them to reflect, evoke awareness, and drive sustainable change in their organizations Equity is not just a buzzword; it's a critical component of building a thriving, innovative, and inclusive working world. #Equity #DEIB #Leadership #Inclusion #Innovation #Diversity #Coaching
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Vanessa Monsequeira
I’ve read Jessica Z.'s Built for People twice in the last six months. 📚 As a Head of People here's why it’s become my go-to guide for transforming People Ops. Here's why: 💥Transformative Potential: This book showcases how People teams can be true differentiators, blending commercial savvy, operational excellence, and a human-centered approach. 💥 Clear Mapping to Product Ops: Zwaan offers the clearest explanation and tools for applying product operations principles to People Ops, making it accessible and actionable for everyone. 💥Balanced Guidance: It’s prescriptive enough to guide newcomers without being dogmatic, allowing for flexibility and experimentation based on different workplace contexts. 💥 Mindset Shift: It completely shifted my approach from a BizDevOps model ("you build it, you run it") to a Product Ops model ("you build it, others run it"). This new perspective has proven more sustainable and scalable. 💥 Bold and Practical: The first "Agile HR" approach that truly mimics T-Shaped Dev/scrum teams, rooted in bold principles and practical case studies from both fictional businesses and real companies. 💥 Engaging and Strategic: The book balances a conversational, sometimes tongue-in-cheek tone with serious strategic execution, making it both engaging and deeply informative. 💥 Honest and inclusive: An acknowledgement that history is written from a european perspective, and an effort to take a decolonized approach to content. Too many authors writing business books omit this. 💥 By the end of the book, you’re not left wondering “but how?”—you’re ready to get started. For those who need a bit more, I highly recommend the Built for People course by Matt Bradburn and Jessica Z.. It’s been invaluable, both in content and in the network of people I met. Thanks for the cracking book, Jessie! It’s one of the first books I added to my Business Books by Women Notion List. 📖✨
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Emily Atkins
How are you moving away from traditional pedigree-based hiring to a more equitable and inclusive skills-based hiring approach? When talent acquisition teams collaborate with their hiring managers and launch structured and consistent interview processes, every candidate can be assessed for the requisite skills for the job (not scored on the university / school they attended nor the companies they have worked). Read more here how you can launch skills-based hiring and the longer term benefits for your organisation
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Cliff Jurkiewicz
THE RECRUITER ROLE IS DEAD - HAIL THE TALENT MARKETER I've penned down my thoughts on Built In about the shift from transactional recruiting to talent marketing. This isn't just a prediction; it's a well-thought-out strategy to move from transactional to strategic recruitment. Read my article and share your feedback in the comments! #builtin #phenom #talentmarketer #recruiting [Link to the article: https://lnkd.in/eZd4yzZn]
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Glenn Lindley
SF TA Leaders, have you got plans for Thursday evening? You have now. A few seats are left at Thursday's Talent Leaders Dinner at 25 Lusk. Join the perspicacious (chatgpt give me a word to describe someone intelligent, charming, and has expert knowledge in a specialist subject) David Moore, other erudite TA Leaders and me as we discus Optimizing the TA process. Message me if you are interested in joining us! https://lnkd.in/guDtXjkX #TalentAcquisition #LeadershipDinner #ProcessImprovement
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Adam Horne
If CIPD & SHRM are feeling stale, at Open Org we're building a new kind of membership for HR 🖤 A membership built on: 🤗 Daily support. From us, and from peers. 😍 Giving back generously to each other 😎 Modern, progressive people practices 😇 Principles of open, transparent culture 🤓 Learning in public This goes way further than access to resources. 📚 (although if you follow us you know we love a good resource) This is about finding your people It's about learning from others, and giving back generously too If you're in a startup, lean or lone HR, People or Talent role and you're looking for: 📚 Modern People Resources 🔥 A kick-ass, intimate and highly engaged community 🆘 Daily support from Experts & peers 🔮 Everything you need to build an open, high-trust culture Then we're waiting for you 🙂 🔗 https://lnkd.in/guUdF8Ag Welcome to Open Org 👋
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11 Comments -
Millie Canty
Embedded Talent Acquisition Consulting is a blend of solutions that tackle a lot of the traditional problems I've experienced in the market Navigating layoffs, rapid growth or launching a startup comes with unique challenges and exposed inefficiencies, especially when it comes to hiring Here are 3 ways that I think Embedded TA Consulting can really make a difference: Scalability: Whether you're scaling up fast or need to adjust during lean times, Embedded Consultants provide flexible support that grows and shrinks with your business needs, quickly Budget Conscious: Talent Acquisition expertise without the commitment of a full-time hire or agency fees. No need for excess overhead Expertise & Deployment: We blend seamlessly into your team, offering full-cycle recruitment & tailored strategies that align with your company culture & elevate your hiring...but only when you need us So, I'm dipping my toe in! Questions? Thoughts? #TalentAcquisition #Recruitment #EmbeddedConsulting #HR #Startup #Layoffs #BusinessStrategy #LinkedInNetworking
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Eero Veider
Miro scaled from 300 to 1500+ employees in 18 months. Here are five TA tips from their Head of Tech Recruiting. 👉 TA teams should assess tools for return on investment, making sure they meet the evolving needs of the company. Tools that no longer serve their purpose should be reconsidered to allocate resources more efficiently. 👉 It's important to have adaptable processes and tools as the company scales. What works at one stage may not fit another which is why you have to iterate constantly. 👉 Miro leveraged external resources like freelance recruiters, RPO and placement agencies to hit their hiring goals. 👉 People are likely to want to hire people similar to them but hiring someone opposite brings new ideas and energy to the team which can lead to great results. 👉 Burnout is a real issue across all companies and it should never be ignored. Be transparent about how you're addressing burnout within your company. Do you have any burning questions about Miro's road to 1500+ employees? ⬇️
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Peter McKee
Ever thought about what running a single compensation cycle really costs your company? Total rewards folks are painfully aware of how much of their time and effort goes into merit season, and how that’s multiplied by the amount of work that happens manually in spreadsheets. But compensation planning isn’t just an HR problem, so you have to think bigger to figure out the real cost. It’s a process where we… ▶ Involve every leader, manager, and employee 👥 ▶ Manage our biggest expense 💰 ▶ Wrestle with our poorest workflows 😧 That’s why you have to consider the drain on your management team and the company at large to prioritize making improvements to comp planning. Your leaders understand this if you ask them: 67% of managers report losing ‘moderate’ to ‘significant’ time to spreadsheet-based compensation planning. We can break it down with some simple math… (Number of managers X Number of hours spent on cycle per week X Number of weeks the cycle runs) = Time investment Imagine this: 100 managers each spend 5 hours weekly on compensation reviews, over a 3-week period. That's 1,500 hours where your functional leaders aren’t advancing their most critical projects. That could be conservative when you add up all the time leaders spend in calibration conversations, scrounging for data and records, copying/pasting data from spreadsheets, and deliberating. AND that’s before you even consider the risk of mistakes in allocating merit budgets and the implication if you do more than one cycle per year. It adds up to such a huge direct and opportunity cost, that there’s a really compelling business case HR leaders should make for any meaningful improvements to comp planning.
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Serena Ziskroit JD, MAPP
Are you a People leader who is nervous about applying AI to optimize your HR and Recruiting software? Many thanks to David Hanrahan who shared what he's nervous about and what he has done to learn more! Below are 3 tips that you can do to leverage AI at your company: 💡 1) Demo, demo, demo: Demo your current software vendors to find out which AI features they have rolled out and ask to be part of "product betas" to try out new features that are still in development. ❔ 2) If you're not happy with your current software, connect with your peers to find out alternatives. Some of my peer groups are PeopleTech Partners and StartupExperts. Let me know if there are other useful ones! 🔤 3) Want to uplevel your application of AI, take a course and/or subscribe to newsletters or groups that can help you advance your AI toolkit. I am a member of Women Defining AI, am enrolled in one of their modules, and have found their members to provide useful feedback on my AI-related presentations. 💻 BONUS TIP: If you're a People leader and want to attend a Power 30-minute "virtual office hours" session on AI and Performance, DM me to share info / listen to feedback on AI features that cover performance, and I'll invite you. In the future, we'll do an AI and Benefits session and more!
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Amir Savar
Recruiting is such an interesting function as we are the *only* career in tech without a direct path to executive leadership. Sure, if you pivot your career into HR you can achieve a CPO title but for those of us not interested in HR our options are extremely limited - at best a VP title. So what do you do? How do you strategize your career to maximize your ambitions and outcomes? What things can you do early on to make you an invaluable asset? How can you navigate the murky waters of career navigation in a role that has no explicit career trajectory? Last week at Syelo we hosted a panel conversation with Senior Advisors Perry Borgert and Steve Mair on Career Development for Recruiting Leaders. It was an absolutely incredible conversation learning from two GOATs in the space. A few key learnings I took away: 1) Become an expert in whatever business you join. 2) You should find a new job every 3-4 years. 3) Don't chase titles or compensation, think of each new position as a strategic learning experience that gives you/refines skills you didn't necessarily have before. 4) Know what you're good at. Know what you suck at. Some recruiters are incredible at going from 0-1 and building early stage startups but would suffer going from 1 to IPO (lol I fall under this bucket) - that's OK, OWN IT and build a career around it.
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