Big.Jobs

Empowering startups to hire top talent swiftly and efficiently - that's what drives us every day. Grateful for customers who entrust us with their hiring success! 🚀 #startuphiring

Thrilled to be part of Sui Connect Dubai by Sui Foundation! Dubai's Web3 scene is on fire, and the hunt for skilled Web3 professionals is reaching new heights. Let's dive in! * Forward-thinking policies: Dubai's welcoming regulations are attracting major Web3 players. * Innovation hubs: Dedicated zones foster Web3 startups and projects. * Global events: High-profile conferences like METAVSUMMIT put Dubai on the Web3 map. The hiring market is hot across MENA when it comes to Web3: * Demand across sectors: Finance, gaming, NFTs, and the metaverse all need Web3 expertise. * Skills in demand: Solidity devs, blockchain architects, community managers, plus traditional roles like Growth, Inside Sales. * Opportunities abound: From established firms to disruptive startups, everyone's building. #SuiConnectDubai #Web3Dubai #MENA #Web3Jobs #Hiring

Tech layoffs have alarmingly picked up in 2024: over ~37k employees cut in the first weeks of January alone with latest cuts reported in companies like Flexport, Microsoft, Swiggy, HubSpot, Personio, Tiger Global Management and more. For tech workers, the message is clear: No role is totally secure these days, no matter your company or industry. Keep your CV updated, skills sharp and networks active to stay resilient. For growing startups, there's no better time for hiring. With world-class talent in the market, forward-thinking companies can scoop up game-changing team members and make the most of this crisis! Happy to connect with anyone impacted or who wants to discuss ways we can better weather the storm ahead. This level of layoffs serves as a reminder that we're in this together as an industry. #techlayoffs #hiring #startups

Google just laid off another ~1000 employees today, while Apple hasn't executed significant job cuts in over two decades. From Meta to Amazon, many major players have resorted to hiring freezes and even reductions. Meanwhile, Apple remains a curious outlier, largely unscathed by the widespread downsizing. • Apple is the only major tech company that has not had significant layoffs in the past 20 years, even during times of revenue declines. • During the dotcom bust in 2001, Apple's revenue dropped 33% but it did not lay off employees. Other tech giants like Amazon and Microsoft did execute job cuts. • Apple resisted growing too quickly in 2020-2022 unlike other big tech firms that overhired. This puts them in a more stable position now. What's behind this stark contrast? According to an insightful analysis by Gergely Orosz, Apple's unique approach to workforce management has been a key factor in its ability to avoid mass layoffs. • Deliberate Growth. Since Tim Cook assumed the CEO role in 2011, Apple has maintained measured hiring growth unaffected by profit fluctuations. • Fiscal Discipline. The company simply made prudent decisions as others indulged in hiring sprees owing to Cook's ingrained culture of fiscal discipline and strategic risk management. • Retention Focus. Rather than aggressive recruitment, Apple concentrated on retaining top talent. The company was consequently well-positioned when the 2022 tech hiring frenzy heated up, saving Apple from pandemic excesses now forcing painful course corrections across the industry. #Google #Apple #TechLayoffs #TechTalent #startuphiring https://lnkd.in/gmyxYU7C

Having worked with 100+ startups, one common theme that I’ve observed is that an Applicant Tracking System (ATS) is an afterthought and over 70% of them don’t get one until they are pushed for it by a head of TA who is generally hired at 50+ employees. I've seen so many startups using Google Sheets to manage candidate pipelines and hiring and while they might seem sufficient, they fall short in several critical areas and your startup misses out on so much when not using an ATS. Here’s why an ATS is not just a better choice, but a necessary one: - Beyond Basic Data Management: Google Sheets can store data, but they lack the sophisticated applicant tracking and management features of an ATS. An ATS provides a centralized, easily navigable dashboard for tracking candidate progress, something spreadsheets can't match. - Efficiency in Recruitment: Manually managing recruitment through Google Sheets is time-consuming and prone to errors. An ATS automates and streamlines the process, from posting job openings to managing applications, significantly enhancing efficiency. - Improved Candidate Experience: Google Sheets cannot offer automated updates or maintain consistent communication with candidates. An ATS ensures candidates are kept in the loop, improving their experience and your company's image. - Data-Driven Insights: Unlike Google Sheets, an ATS offers valuable analytics and reporting, enabling data-driven decision-making. This leads to more strategic hiring and a better understanding of recruitment effectiveness. - Hire as a team: An ATS facilitates better team collaboration and ensures that you can make your critical early hiring decisions not in silos but as a team. For startups looking to scale and optimize their hiring process, Big.Jobs offers a forever-free ATS. It's designed to address the unique challenges of early-stage startups, providing all the tools you need to hire efficiently and effectively. If you’re currently using Google Sheets, please drop a DM & I can help you move to the Big.Jobs ATS hassle-free, overnight. #StartupHiring #BigJobs

Diversity pays off - literally! A new BlackRock study of 1,250 global companies found that gender-balanced workforces enjoyed 2% higher annual returns vs less balanced peers (2013-2022). The findings hold true across countries & industries, especially in revenue, engineering and top roles. Firms with gender balance saw more profit (7.7% vs 5.6%) and less turnover. The BlackRock study categorically disproves claims that diversity, equity and inclusion (DEI) efforts hinder profitability and performance. Gender equity clearly fuels financial performance. The data doesn't lie - ignoring diversity now hurts business. Companies excelling at DEI have a competitive advantage in accessing talent, creativity and good governance. Link to the study: https://lnkd.in/gj5wezxH #genderequity #DEI #diversity

Corporate America, Make Up Your Mind 🎢 Last year, companies couldn't stop employees from quitting during the "Great Resignation." Now, they're facing the opposite problem - not enough people are leaving their jobs. As The Wall Street Journal article by Chip Cutter explains, turnover has declined so much at some companies that they have excess staff in certain areas. Leaders are weighing layoffs or delayed projects. After years of bemoaning high turnover, executives seem surprised that attrition dropped sharply. Surveys show more employee commitment. While some movement is healthy, stagnation brings problems. Leaders now use tougher performance reviews to encourage quitting. When attrition is too low, companies offer buyouts for voluntary departures. But layoffs risk sinking morale. The takeaway: Workforce dynamics keep shifting. Like in any relationship, communication and adaptability are key. Understand what your people want. regularly check the pulse of your culture. Expect change - and plan for it. Corporate America, make up your mind. Your employees are waiting. Here's the link to the article: https://lnkd.in/gNzEcZDw #LaborMarket #HiringTrends #Layoffs

Who are the first 10 hires of the best startups? We encounter this question frequently from our early-stage startup customers. While there's no one formula, I recently came across captivating insights from Lenny Rachitsky. Lenny examined the early hiring blueprints of notable B2B startups like Notion, Figma, and Loom. Here are some of his most intriguing findings: 🔧 Engineer First - 70% hired a technical co-founder to build their MVP fast. 📈 Delay Sales - Most held off hiring sales until achieving product-market fit. Premature sales hires can sink startups. 🎨 Prioritize Design - 40%+ hired designers in the first 3 to ace their branding and UX. But here's what surprised me most...Some startups made unconventional first hires that paid off big: - Vanta hired a compliance guru first to validate they built the right solution. - Coda's first bet was a recruiter, fast-tracking team-building. - Segment and Amplitude focused on customer service to differentiate through magical support. The data highlights that while engineering, design, and sales are crucial, identifying and addressing your #1 bottleneck matters most. For example, if you lack a technical co-founder, hire an engineer ASAP. If recruiting is slowing you down, bring on a recruiter early. (Or subscribe to Copilot by Big.Jobs 😊) There's no one formula - but uncovering the unconventional, brilliant hires can give you an edge. You can read the complete article here: https://lnkd.in/gc66GU24 #startuphiring #venturecapital #hiring #startups #investors #technology #recruitment #insights #CopilotbyBigJobs

The war for talent is intense. Especially in tech, startups battle for the best candidates against resource-rich giants. Can early-stage startups ever win? Yes, but not by trying to beat Google or Facebook on compensation or branding. The secret weapon is candidate experience 💡 - how you engage talent throughout the hiring process. Here are 3 reasons why obsessing over candidate experience gives startups a strategic edge: (1) Candidate experience starts right from the job post and application process. Research by Josh Bersin shows companies investing in a streamlined careers site and application flow improve application completion rates by over 75%. This results in a higher-quality talent pipeline from the get-go. (2) The interview and communication process is equally critical. Data from Mercer reveals almost 60% of candidates withdraw when interviews drag on. Startups must simplify interviews and maintain regular outreach. (3) Onboarding also matters. According to Phenom, personalized onboarding makes candidates 69% more likely to stay long-term. The bottom line? an obsession with crafting a stellar candidate experience gives startups a potent edge in the talent war against larger rivals. From the job post to structured interviews, regular communication and feedback loops, startups can punch above their weight and compete for the best candidates. With the power of great candidate experience, compensation and branding no longer remain the only competitive levers. ✨ #CandidateExperience #StartupHiring #TalentAcquisition #CopilotByBigJobs

#recruitinglearnings Many startups don’t break a sweat about the small things to drive a good candidate experience when interviewing with them. Many scoff at the notion of building an “employer brand” as a problem of the future and not of the now. However, creating a top-notch candidate screening and interviewing experience is a must to win in this recruiter's hiring market: - Win against the bigger employer brands: a #startup can’t & shouldn’t compete with the CREDs and Googles against the compensation, benefits or employer brand for the best candidates. Here a startup has only two currencies that can be used as differentiators - their team and the engagement experience. A startup must use them to their advantage and make the candidates feel wanted. - Improved conversions, lower drop-outs and faster time-to-hire: It is surprising how much the sourcing, screening, & interviewing funnel conversions can be improved with just some of the basic improvements in candidate experience. - More referrals: Many startups fail to use referrals from candidates in their pipeline which is one of the most potent channels to get the best candidate leads. It's simple here, just like any product or service - people refer a friend only if they loved the experience themselves. So how to go about it? Here are some of the absolute basic things that you can do: - Communication cadence: Do not leave your candidates hanging and build positive candidate relationships. - Minimum viable interview process: Respect the time of your candidates and interviewers. - Track and improve candidate time in your pipeline: We recommend concluding the interview process in at most 10 days and a maximum of 2 days between subsequent interviews. - Ask for feedback: this is the most important bit. And don’t just send in a survey, get on a short after-interview call to gather their feedback and share the interviewer’s feedback with them. This will optimize your process in no time Copilot Plus by Big.Jobs can help you execute this candidate experience for every candidate in a unique white-labelled solution and you will also start getting emails like these. DM me to learn more. #hrtech #candidateexperience #CopilotByBigJobs