Amir Savar

What kind of behavior does the 'no win, no fee' payment model of contingency recruiting incentivize? Quantity over quality? Rather than jeopardize the fee, does it make sense to withhold potentially negative information about candidates? Maybe. The contingency model shifts the risk from the hiring organization to the recruiting firm. This makes it more palatable, but often comes at a price. There is some loss of control, lose of long term accountability, and loss of added value beyond the placement (like improving the process). This isn't always the case! But I'd argue it's one thing that stinks up the recruiting industry. We at www.hitolabs.com avoid contingency. We want to paid for our work, we want to do the right things, spend time to treat candidates right, and improve the process. It's much harder to get business - and asks clients for more attention, and more trust. I think it's worth it. #ContingencyRecruiting #RecruitingModel

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Recruiters... Here’s an unfair advantage for ya… How to Quickly Unlock the Power of Genuine Connection When Talking with a Candidate! Today, I’m sharing a snippet inspired by something special I’ve been working on called The Conversation Code. It’s all about enhancing how recruiters connect with top-tier clients and candidates Here's the tip for some awesome results... I will guarantee a deeper connection... Quickly! It's a little something that has transformed how I engage with candidates right from the start. It's all about keeping it real and personal Beyond the resumes and qualifications. 🤝 Here’s how I kick things off: "After the initial intro, I love to ask, ‘So, [Firstname], I like to kick things off a little more informal than most… (Pause) … Tell me a little about YOU... and what you like to do for fun?’" Why does this work? It’s simple... ⮑ Unlocks Personality: This approach opens up a space where candidates feel comfortable sharing more about who they are, not just what they do. ⮑ Builds Rapport: Genuine curiosity about the person—not just the potential employee—fosters trust and builds a stronger connection. ⮑ Engagement: Letting candidates do 80% of the talking makes them feel heard and valued, setting the stage for a more open and productive dialogue. And guess what? Sometimes, you get more than you bargained for! 😆 But that’s part of the fun and the journey of discovering true gems who can bring unique value to your team. Curious about finding these amazing individuals? I'm more than happy to share some effective strategies for uncovering top talent using unconventional methods. Are you using traditional approaches, or are you ready to innovate? 👇 Comment below with the methods you’re currently using, or share your biggest challenge in recruiting! Let’s exchange ideas and elevate our recruiting strategies together! And... I'd love to hear your results from putting this little tip to use... Thanks for sparking this fantastic discussion Ann Gregg! Happy HeadHunting ~ Rick P.S. If this little insight caught your interest, feel free to send me a DM about The Conversation Code to discover even more about mastering your recruitment conversations! #RecruitingTips #TalentAcquisition #HumanResources #RecruitingSuccess #CareerConversations #Networking #LinkedInNetworking #ConversationCode

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Ever used LinkedIn Recruiter Lite? It’s a recruiting product offered by LinkedIn. It’s used to source and recruit passive candidates. If your company is using it (staffing agencies excluded), congratulations! You’re ahead of the curve and doing what 90% of most aren’t; you’re taking advantage of a product that helps you find some of the best talent in the world. Why is this important? Because most candidates aren’t applying for your job, recruiter ‘Lite’ offers a way to contact potential candidates, pitch your job opening, and invite them to interview. It’s a good option but has limitations. If it’s not working for you, there might be a reason. That’s because the ‘Lite’ version is an entry-level product. If you want to get serious about recruiting at scale, there’s another version: LinkedIn Recruiter Professional (RPS). Here’s the difference between the two and why you might switch (or why you might consider using a recruiting service that uses RPS): LinkedIn Recruiter Lite: • Limited analytics and reporting capabilities. • Designed primarily for individual recruiters, not for team collaboration. • Less expensive. No contract is required. Check the LinkedIn website for details. • Comes with 30 monthly InMails credits (these allow you to DM potential candidates not in your network). • Provides basic search filters (~20), which help find candidates based on location, industry, and experience level. • Restricts your access to a certain number of profiles per search (you can reach up to your 3rd-degree connections). The more connections you have, the more candidates you can reach. LinkedIn Recruiter Professional (RPS): • Offers access to the entire LinkedIn network, which has 1 billion members. • Offers features for collaboration, such as shared projects and candidate notes. • Comes with 100 monthly InMails credits (you’re credited back with an InMail every time someone responds). • Offers ~40 advanced search filters, enabling you to fine-tune your searches with parameters like years of experience, education, and skills. • Robust analytics and reporting tools, allowing recruiters to track their performance and measure the effectiveness of different sourcing strategies. • Expensive compared to Lite. A one-year contract is typically required. Must contact LinkedIn Sales for a demo. * So, there it is; that’s the breakdown, in case anyone wondered. As for me, I use the Professional license.  

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4 of the most simple and impactful hiring strategies to help your Cleantech business scale! 1️⃣ Make HIRING the Most important thing you do! Hiring A-players will supercharge your business! 2️⃣ Nail your Referrals process. Great people know great people. if every employee recommends one great person to join the business each year then you've doubled in size! 3️⃣ Lead with Data. Get close to your hiring and talent metrics. They’ll tell you a story. Track, review and continuously improve. 4️⃣ You NEED process...but remain agile. Process is critical, but sometimes not everything is black and white. Know when to be agile. If you’re a VC / PE backed cleantech business looking to scale and feel a Talent Growth Partner like Zero Global could accelerate your plans…. Get in touch on DM. #TalentGrowthPartner #CleantechTalent #Hiringtips #Scaleups

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Top recruiters are nodding to the power of AI in finding the perfect match for a job. 🤖 They know that data and tech tools are friends, not foes, in the quest to connect talent with the right company. Marketing software isn't just for selling products; it's for showcasing your company to potential hires, too. 🎯 And let's not forget the gold mine of data! It helps to know what works and what doesn't, so you can keep getting better at finding those star candidates. 🌟 Value comes first, but if you're curious about how we do it, check out our website or connect with us on social media for more insights. 💼 #RecruitmentRevolution #AIinHiring #TechTalent #recruiting #talentacquisition #fractionalleadership #executivesearch #businessconsulting

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“Staffing Agencies are eXPenSivE” Actually, they can save you a lot money + time. How? 👇 Spending money on LinkedIn job posts, billboards, paid ad spend, and other methods ADD UP, draining your budget with uncertain results. Staffing agencies have extensive networks and resources to find qualified candidates quickly, saving you time and resources on recruitment efforts. (Charles Joseph boasts a 10-day contract signed to offer accepted rate for direct hire placements -just saying!) They handle the entire hiring process, from sourcing to screening, reducing the burden on your internal HR team and allowing them to focus on core business activities. Every day you go without filling that crucial role, your business is losing money due to decreased productivity and missed opportunities. Let staffing agencies help you secure top talent at competitive rates. This minimizes the risk of costly hiring mistakes! . . Follow my company Charles Joseph and myself Charles Castaldo III 

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80% of staffing professionals feel their current tools might be limiting their efficiency. You need tech with useful features that go beyond the basics. 3DIQ isn't just your run-of-the-mill client portal. It's more like a one-stop-shop solution that you and your clients didn't even realize they needed. For Sales Managers, it's great for tracking feedback and starts. Leaders will appreciate how it keeps things smoothly in Bullhorn and boosts productivity. And for recruiters and hiring managers, it's THE tool for Skill Marketing. 3DIQ has got you covered, a #1 go to for anyone involved in the staffing journey.

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📈 Scale with Strive Podcast: Crossing the $100m ARR Chasm 📈 Recently, on our Scale with Strive Podcast, we spoke with Joe Marcin, CRO at FirstUp! During the podcast, we gained so many useful tips for anyone looking to scale their company and cross the $100m ARR ‘chasm’– including: 💡 How your Hiring Profile changes as you scale – and how get people brought into change. 💡 The importance of robust processes and to move away from tribal knowledge and the importance of cross-functional alignment. 💡 The importance of technology and how to evaluate, and in some cases, consolidate this to help you scale.   We've pulled some of the Key Takeaways from this episode into a Blog, details below - but of course encourage you to listen to the full podcast to get maximum value! 📗 Read our blog here: https://lnkd.in/gZ3ZtfuM 📽️Watch the Podcast here: https://lnkd.in/g7xmtX5E 🎧 Listen to the Podcast on Spotify: https://lnkd.in/gZDW5xtC 🎧 Listen to the Podcast on Apple: https://lnkd.in/gthZsBZE Let's Dive In! #scalewithstrive #saassales #podcasts #gtm

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The startup world moves fast, and attracting the right sales talent is critical for liftoff. Unlike established companies, startups must be agile, with a sales force that can pivot quickly and innovate under pressure. This requires a recruitment strategy that prioritizes ✅ Versatility ✅ An entrepreneurial spirit ✅ And a robust tolerance for ambiguity At BMS Tech Sales, we specialize in understanding these nuances. We help startups find not just salespeople, but pioneers who are ready to grow with your company and drive transformative success. #StartupGrowth #TechSales #InnovativeRecruiting

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https://lnkd.in/gap_-du8 How to Price out temp to hire fees We’re often asked how one should price out conversion fees (i.e. temp-to-perm hire fees at the end of the assignment). Understand this — there should be no single way to price a conversion fee. However, by using simple math, it will be easy for you to determine the best price to charge your client or a search fee, if any, should they want to hire your contractor permanently. First, you need to figure out what your search fee would have been had you placed them directly as a permanent placement. For example, a $20/hour person would earn $40,000 a year. If your fees are 25%, then you want to start by trying to recoup that normal $10,000 perm fee via your temp gross margin. MARGIN IS MARGIN IS MARGIN. Therefore, you might feel comfortable perhaps giving away the temp for free with no conversion fee if you ended up making your $10,000 fee already on margin. Similarly, you might be fine to give away a temp for free if you had a high enough markup/margin percentage that would yield over $10,000 in temp gross margin. Finally, you would want to consider, let’s say a $2,500 conversion fee should your temp gross margin dollars amount to only $7,500 for the length of the assignment. Your Search Fees Can Be Baked Into Your Contract Margins! What’s more, you can also build your permanent hire fees into your contract margin. Let’s use an example where you would have agreed to a $10,000 permanent placement fee. Using a bill-rate example of $45/hour Bill and $30/hour Pay plus burden, you can make the same fee after only 6 months of contract work, including EOR fees! Since you’d be making a better deal this way, you can place the contractor as a free conversion provided the contractor remains in place for the full 3 months of this assignment, or discount the fees for a shorter timeframe. You will still be making more money than you would with a permanent one-time placement while strengthening trust with your client, and conveying that you truly have their business needs as your top priority is also important to communicate that you may actually decide to charge a lower total fee (conversion fee plus temp margin) than your standard search fee. As you would have learned in Staffing by the book, this is because your expected value or placement ratio will be significantly higher than if you went the search only route. As such, you will make more over time by charging less. (continue scrolling) Read all of this and more in our 44 page free ebook, "Staffing By The book" https://lnkd.in/gap_-du8

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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

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Set your marketer up for success. It doesn’t need a big budget, but it does need data and customer insights. Now many of us fall into the recruitment industry. But not many make the move from a global brand such as Amercrombie & Fitch to recruitment. But Jake Gorgol did. I sat down with him recently to learn more about that transition, and what the key to success in a marketer’s first 12 months in recruitment looks like. Well, it looks like this… 🔥 Listen to the customer Conduct customer research to understand their needs and challenges, and to help you tailor your marketing language accordingly. 🔥 Don’t dive in too quickly A clearly defined 30, 60, 90 day is important, as is identifying quick wins, but taking a pause before key projects start without detailed insight will increase long-term success.  🔥 Data is everything Don't be afraid to experiment and leverage data from your CRM and sales metrics to understand where to focus your efforts.  --- This is part of my short one-off series, Beyond Billing, conversations with recruitment operations experts. I set out to learn more about all areas of recruitment operations (including marketing!) and I'm sharing those learnings here. #BeyondBilling

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Personal brand matters in this job market. With so much amazing talent on the market, one way to stand out is with a positive LinkedIn presence. It's hard out there and their is a temptation to vent all that frustration on this platform, seeking community and comfort. As a recruiter, I want to caution you not to lean into this too much. While I encourage the green banner, and letting people publically know you are in a job search, don't let your brand become "jobseeker" or worse, "disgruntled job seeker." Instead, my advice is- continue to share content related to your industry. Continue to show up as a subject matter expert and a thought leader. Let your posts refelct the value you will bring to an organization, and the amazing professional you are. :) #jobseekertips

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Yeah! You are ready to hire! STOP • Is this hire inline with other departments and operational priorities? Will someone scoff and throw up some barriers? Finance is ready for this, right? • You know the salary range? That means you've discussed the level of the role and expertise you need? • What approach does the Hiring Manager want to take to make this hire - leverage their network, screen candidates, etc.? Has the Hiring Manager and interview team done this before and prepared to hire? • Is HR prepared to onboard at the suggested start date? Too many small companies hit an unexpected barrier just when they are ready to make the offer ➜ Take time upfront to make sure everyone is aligned and that you have ALL the necessary approvals. This is a Top 10 reason hiring projects stall. Get the other 9 at

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1 massive error med-tech leaders make — Overlooking the power of specialized recruitment firms. Why it slows you down & makes it hard to stay ahead: Missed opportunities in hiring top talent Delays in project execution Reduced competitive edge And people buy from companies that they: — Trust for innovation — See as industry leaders — Believe in for quality solutions So if you have inefficiencies in recruitment (or outdated hiring practices): — You miss out on top talent — You waste time and resources — You risk falling behind in innovation Because your message to them → "We're not equipped for future challenges." Are you leveraging your recruitment strategy to its fullest potential? -Optimize your hiring process =Engage with specialized recruiters =Foster a culture of continuous innovation And make sure you don’t miss this next part... Write your recruitment posts so that your potential hires can: See the impact they'll make Understand your company's vision Feel motivated to join your team If your company aims for industry leadership... — You attract the best minds — You foster groundbreaking innovations — You set new standards in medical technology At this point, you have 2 options: Continue with traditional methods — Face recurring hiring challenges — Struggle with talent retention Partner with a specialized recruitment firm — Streamline your hiring process — Secure industry-leading talent — Drive meaningful innovation — Enhance your competitive edge DM me "Talent" if you're ready to solve your recruitment challenges.

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If you’re not outsourcing your $10 tasks, you’re leaving 6-figures on the table every year 🫣 Watch this to find out how you can outsource tasks to automate your time and increase revenue 👇🏼

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Rethinking Talent Acquisition: A Call for Humanity and Precision in Hiring Hiring has become a tactical game in the fiercely competitive talent marketplace, often ignoring human connection and respect. This disconnection has led to a disturbing trend where hiring managers, under the guise of urgency and competitive pay, engage with potential candidates only to leave them uncertain—or worse, disappointed. In 2024's competitive hiring landscape, a human-centric and precise talent acquisition approach is paramount. The prevailing practices often need to pay more attention to the essential human connection, leaving candidates disillusioned. This gap stems from neglecting the personal and professional respect due to each candidate, treating them as mere numbers in the race for talent. The reality for job seekers is harsh, marked by unmet expectations and a lack of genuine engagement from employers who promise much but deliver little. Such practices underscore the critical oversight of personal respect and consideration in hiring, reducing professionals to mere assets rather than valuing their unique contributions. A shift towards recognizing candidates' individuality, respecting their aspirations, and engaging with them is vital. Employers must prioritize transparent communication, patience, and strategic engagement, ensuring offers are competitive and reflective of the candidate's worth. This approach enhances the hiring experience and fosters loyalty, productivity, and satisfaction within the workplace. We would like to invite your insights on promoting respect, precision, and humanity in talent acquisition. Join the conversation on improving the recruitment landscape for both employers and job seekers. George Mancuso, CEO of Client Growth Resources, Inc.

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How to successfully slide into the DMs with a startup founder 😏 👇 Our new process allows job seekers who are looking for their next role to get direct access to open positions at startups --in seconds! We have revamped the entire application process for verified job seekers and startup founders --without the need of a Recruiter. 🥳 All you have to do is share your LinkedIn profile and relevant skills and startup founders will reach out to you directly for open roles! If you are in the market for your next position, and would like an invite, slide in my DMs. 😉

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