Joseph Yeh 🖤💛🤎

Hey all... JOB OPPORTUNITY !! mini story included_ 2 weeks ago I posted for this role and we made it through interviews in 1 week. I hate dangling 'speed' in front of people bc I know how frustrated people are (this market sucks!), but this truly was a special, refined process. ⚒ Took the brief > presented a stand-out candidate > interviewed over 5 business days > offer! 🙀 It was wild but in the best way! A dream for a great recruiting partnership. But also a > 🎢. And as things go, it wasn't the right timing for this particular candidate. That's okay! 🥁 That means the role is still open, and I gotta fill it. This client has been interviewing for a couple of months, and by now, knows exactly what they are looking for, and are ready to hire yesterday. So here is what we learned we really need from this most recent interview round: 🌟 🌟 🌟 Have you worked at a startup? Have you worked for a big company? Are you in the Bay Area (able to get to San Mateo 2x/wk for jam sessions)? Can you get down with being an IC for 6-12 months and want to/have experience building a team? Do you want to be a strategic partner and build from 0-1? And hang out in Figma every day? 🌟 🌟 🌟 Please see original post below for all relevant/required info! Hit me up and share with your SF buddies/networks. I appreciate you! This team is cool. Level-headed. Accommodating. Clear-sighted. Passionate. TYSM. 🧡

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Initialized Capital's 𝗦𝘁𝗮𝗿𝘁𝘂𝗽 𝗧𝗮𝗹𝗲𝗻𝘁 𝗦𝘂𝗺𝗺𝗶𝘁 is 2 weeks away! Whether you've been deep in a search for multiple months or are just kicking off your job search, the current labor market makes 𝘵𝘩𝘦 𝘱𝘢𝘵𝘩 𝘵𝘰𝘸𝘢𝘳𝘥𝘴 𝘳𝘦-𝘦𝘮𝘱𝘭𝘰𝘺𝘮𝘦𝘯𝘵 𝘥𝘢𝘶𝘯𝘵𝘪𝘯𝘨, 𝘧𝘳𝘶𝘴𝘵𝘳𝘢𝘵𝘪𝘯𝘨, 𝘢𝘯𝘥 𝘥𝘦-𝘮𝘰𝘳𝘢𝘭𝘪𝘻𝘪𝘯𝘨. We want to help. In addition to connecting with hiring companies, we'll be offering tactical resources for navigating the labor market, networking for maximum impact, and vetting startups for alignment. In his talent talk, "𝘽𝙤𝙤𝙢 𝙤𝙧 𝘽𝙪𝙨𝙩: 𝙎𝙩𝙧𝙖𝙩𝙚𝙜𝙞𝙚𝙨 𝙛𝙤𝙧 𝙇𝙖𝙣𝙙𝙞𝙣𝙜 𝙏𝙚𝙘𝙝 𝙅𝙤𝙗𝙨 𝙞𝙣 𝘼𝙣𝙮 𝙀𝙘𝙤𝙣𝙤𝙢𝙮," Jesse Chor, founder & ceo of TANDA will share insights on the market and offer tailored advice for putting your best self forward. Join us in person on 𝐌𝐚𝐲 𝟏𝟓. Our summit has something for job seekers at every stage of their job search and career. Space is limited. Reserve your spot here: https://lnkd.in/g_nDPjWi 𝗕𝗮𝘀𝗲𝗱 𝗼𝘂𝘁𝘀𝗶𝗱𝗲 𝗼𝗳 𝘁𝗵𝗲 𝗦𝗙 𝗕𝗮𝘆 𝗔𝗿𝗲𝗮?  Check out the virtual pre-summit 𝘽𝙤𝙤𝙨𝙩 𝙔𝙤𝙪𝙧 𝙎𝙪𝙘𝙘𝙚𝙨𝙨 session on May 9 in partnership with Hue. Link in comments 👇🏽  #StartupJobs #JobSeekerSupport #StartupReadiness

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Are we hitting the bottom yet? Tech job losses in the Bay Area have decreased, with a 3.9% decline in jobs the year ending March 2024, compared to a 5.2% decline in 2023. However, the trend of Bay Area tech layoffs continues into 2024 with 11,000 jobs lost in the first three months. https://lnkd.in/dhNYNKK4 #hiring #jobs #layoffs #tech #BayArea

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Tomorrow is every-other-friday--and YOU get to grill a recruiter! Our dear friend Evan Feldman is back to answer all of your questions. Here are some of the things I'm already planning to ask him: * How do recruiters think and work? Is the actual job and process what we think it is from the outside? * Why is a clear candidate-market fit statement so important? * What is the link between candidate-market fit and confidence? * Why and how should job-seekers should target recruiters (not just hiring managers!) with profiles and resumes? * What are best practices for presenting yourself and your experience in all your materials and in interviews? * Are there ways to predict and avoid bias? * How should we handle the tough-love perspective we might encounter during a listening tour? * How does the free Job Search Council process help you do some of the things people otherwise hire resume coaches to do? * How far is too far to push in a negotiation? Current and future JSC members: bring your own questions and we will get to as many as we can. We are starting with shorter overviews of phyl terry's Never Search Alone book and process to leave lots and lots of time for our expert guests to share their insights with you. #neversearchalone #jobseekers #careeradvice

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DIRECCÇT HIRINGGGGGGGGG ⚠️ Position - Senior Product Engineer $150,000-$300,000 annual Location - San Francisco, California Hybrid ________N O T E 👇 ______ INTERESTED CANDIDATES CAN SENT ME OVER HERE CV 👇 "Withdasboi@gmail.com" Description 👇 Candidates need to be willing to work hybrid in San Francisco We are an early-stage startup; our team dynamics are different from companies of other sizes and stages. We're a small team, with high ownership, who are not only passionate about what we do, but seek to be exceptional as well. Currently, our team consists solely of our 2 co-founders, Sina and Joe. There's a lot of stuff going on, and a lot of ambiguity. We prioritize having a strong, in-person culture in San Francisco for our founding team. We are open to team members who operate remotely on a case-by-case basis. We do NOT expect you to work all the time, but you’ll have to be diligent and hold yourself accountable regarding the boundaries for your work day. Depending on your location, you may need to be flexible to accommodate the schedules of other team members and clients. We want teammates who own it. We strongly believe that empowering everyone on our team with ownership is a key to our growth and success. We expect every team member to not only own decision making, but also own the success or failure that results from their decisions. Requirements Experience shipping production code in a language like Typescript, Rust, Python, Go, Solidity Excellent problem-solving skills and a strong sense of ownership Obsession with shipping code with a bias for self-reliance Past work experience spanning Web2 and Web3 systems 4+ years of experience shipping Typescript or Javascript for web based front end applications Comfort shipping code with the following tools: React, NextJS, Tailwind, Wagmi, Viem Hunger for pushing the boundaries of what's possible in crypto today, with a knack for quick iteration Familiarity with design principles and tools About You A solid understanding of engineering principles. You enjoy building and shipping quality, resilient, and dependable services. A sense of grit to dive into a problem and own the implementation of solutions. Possess excellent communication skills for effectively conveying your perspective, ideas, problems, and solutions. A strong sense of ownership and prioritization when navigating the ambiguity of an early-stage startup. A motivation for accelerating the adoption of digital ownership beyond the current limitations of public blockchains. Responsibilities As an engineer, you'll play a critical role in building out our foundational infrastructure in a fast paced startup environment. This will involve researching, designing, and implementing novel engineering solutions related to hybrid onchain/offchain systems. You will ship a lot of code, with the potential to work on things like indexers, databases, smart contracts, cryptography, and APIs all operating at a global scale.

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The day and meeting: May 30th All TA Team Meeting on a zoom call. I was reporting on our teams success sharing that after a year of building out the first COE where recruiters and sources were working as a team - communicating and partnering like Sourcers and Recruiters should be. I felt a huge sense of pride and then...waterworks. while on camera letting every recruiter, my boss, and my peer that I was extremely proud of our teams. I got myself together and started talking again until I couldn't...b/c the tears came back. No one said anything except my peer who knew what I wanted to say and continued for me. For me that is when I knew, the team understood. I have never in my many years as an employee cry in front of others. It was a first. There were so many emotions going through my head. But, I knew it was OK as I was comfortable doing what I did. I was like a proud parent and I couldn't help it. Did I mention how proud I am of my team? #recruiting #meetings #talentacquisition #hr

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[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

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The MOST powerful networking question you're NOT asking... Skip the "What can you do for me?" approach. Ask how you can support someone's work, not how you can benefit from them. 🤝 #1 Do your research. #2 Be specific about why you like their work. #3 Share how it made you feel, and how you applied it. Showing genuine care and positioning your ask as a win-win unlocks possibilities. Most people skip to asking for favors. Don't be most people. Comment below. How do you approach networking in a remote world? #Networking #Collaboration #WinWin

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🚀 Join Us at AI Forge Incubator: Meet Solo Founders Seeking Co-Founders! 👩‍🎤 My company FilmTailor AI is looking for: - Co-Founders - Software Engineers - Social Media Managers - Sales Reps - Executive PAs Interested in being a part of our Costume Design revolution? Here's the details: 📅 When: Wednesday, 29th May 📍 Where: The Old Street Gallery, 62 Paul Street, London, EC2A 4DQ 🕒 Time: 5pm-9pm Are you a visionary CTO, CPO, or commercial expert ready to make your mark in the AI start-up space? Here's your golden opportunity! ✨ What's Happening? We will be pitching to 450+ investors during the week commencing 8th July, with a high probability of securing funding. 🌟 Why You Should Attend: Dive into the world of promising AI start-ups. Contribute your skills immediately by joining an existing business. Be part of the prestigious AI Forge incubator program. Potentially integrate your own business ideas into an evolving proposition. Network with talented individuals and successful entrepreneurs. Gain invaluable insights and advice from seasoned founders and mentors. 🔎 Types of Businesses Seeking Co-Founders: There will be 9 solo founders at the event and we are leading ventures in: EdTech SalesTech LegalTech FemTech MedTech MarTech 🎉 Event Highlights: 💬 Speed Dating Sessions: Quick, focused interactions to maximize connections. 🔍 Pre-Matchmaking: Initial meetings set up to streamline the matchmaking process. 🤝 Networking Opportunities: Explore collaboration possibilities with like-minded entrepreneurs. Don't miss out on this unique chance to partner with innovative AI start-ups and accelerate your career in the tech industry. Register at Seeking AI Co-Founders · Luma - https://lu.ma/f22d1ih9 #AIStartups #CoFounders #TechInnovation #Entrepreneurship #Networking #AIForge

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Startup founders often think that the experience they have recruiting and hiring at more established companies will be enough to plug and play when they begin their founding journey. "At Amazon, I hired 100s of people." And sure, this recruiting experience is nothing to sneeze at, but the recruiting engine (+ process) was already built, feeding you a steady pipeline of candidates. This is MUCH different than building the earliest foundation of your own recruiting engine and process. You are the engine, tapping your network and then second and third level connections. This is hard and takes way more time than you think it will. As a #founder, your 1st level network will eventually dry up. That’s why Shannon Anderson, Matthew Witt and I constantly beat the drum for founders to always be recruiting. Connections today can and will lead to unimaginable upside over time. If you are planning on hiring a critical leadership role and are simply hoping that your dream candidate will land nicely at the bottom of your talent funnel once you take your job to market, good luck with that. Connecting and cultivating talent is a form of ongoing and strategic recruiting. And it’s the one strategy that pays dividends time and time again. If you connect and cultivate the talent you’ll need in 1, 2, 3 years from now, they are no longer strangers, they actually start to become investors in you and what you are solving. They become an extension of your building journey. Engage with them, offer to help them however you can, give them updates on how things are going, ask them for objective feedback on your product or other areas of your business. As a wise CEO once told me, the actual process of recruiting sucks. Sure, it’s necessary but it’s a whole lot easier and better when the process is just the check and balance. The relationship always comes first. I love this quote from David Younger, Co-Founder and CEO at A-Alpha Bio, from one of our earliest Hooked articles: “Founders should always be recruiting. For senior roles in particular, recruiting is all about building and cultivating relationships. It would be short sighted to miss opportunities to build or strengthen relationships with industry leaders just because the company isn't actively looking to fill a relevant position at the moment. Two of our best hires in 2022 can be traced back to ongoing conversations that started in 2018.” #alwaysberecruiting, baby! 🔥 #startups #hiringstrategies #recruiting Madrona

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Calibration 🔧 One of the practice tools that I use a lot when working on hiring with Founders. Why? It unlocks the "you don't know what you don't know". Every organization or business is different. Building up the understanding of what we are trying to solve with that hire is the ultimate enabler to a successful process & ROI, especially for Leadership hires where impact is multiplied. Full article in the comments 👇🏼 #vc #startups #hiring #recruitment

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Let's talk about AI in recruiting and clear up some common misconceptions & talk about the benefits! 🔹 Misconception 1: AI replaces human recruiters. ❌ Reality: AI is a powerful tool that enhances the recruitment process, but it doesn't replace human judgment and expertise. It assists recruiters by saving them time and energy with the ability to rapidly access information and make more informed decisions. This means recruiters are able to be more productive and make more of an impact at your organization. 🔹 Misconception 2: AI is biased. ❌ Reality: AI algorithms are designed to be unbiased, but they can reflect the biases present in the data they are trained on which ultimately comes from humans. It's crucial to ensure the data used to train AI models is diverse and representative to minimize bias and promote fairness. TRUST BUT VERIFY the information! 🔹 Misconception 3: AI eliminates human connection. ❌ Reality: While AI streamlines certain aspects of recruitment, it doesn't diminish the importance of human interaction. Recruiters still play a vital role in building relationships, assessing cultural fit, and understanding candidates' motivations, creating a personalized experience. 🔹 Misconception 4: Many employers don't allow the use of AI ❌. Reality: AI is becoming increasingly more popular. 1/3 of HR professionals report using some form of AI in their process and SHRM reports that 75% of organizations do not have guidelines or policies on AI use developed yet. 🔹 Misconception 5: Many states have bans against the use of AI in recruiting. ❌ Reality: Currently, no states have bans against the use of AI in recruiting, however NY does have legislation in place that requires companies to publicly disclose the use of AI in their hiring process. So, what are some of the benefits of AI in recruiting? 🌟 ✅ Increased Efficiency: AI automates time-consuming tasks like market research and so much more which frees up recruiters to focus on high-value activities such as candidate engagement, building relationships, and actual recruiting. ✅ Enhanced Candidate Sourcing/Boolean Searching: AI-powered tools help identify top talent by analyzing vast amounts of data, including social media profiles and online portfolios. This widens the pool of potential candidates and improves the chances of finding the right fit. ✅ Data-Driven Decision Making: AI provides data-driven insights to recruiters, enabling them to make informed decisions. It can identify patterns and trends in candidate data, helping recruiters predict success and make more accurate hiring choices in the future. Questions/Comments? Drop them in the comments 👇. #talentacquisition #jobseekers #recruiting #AI

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There are some good ones in here! Dig in!

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~~~Open call to recruiters / hiring teams that DO use AI tools for hiring~~~ PM me if you use these and would be open to talking about how they help your recruiting or hiring practices on my How I Hire Podcast. I'm open to inviting someone working for a company that produces AI-based ATS tools to the podcast as well. Caveat to this request: Yes, I follow and learn daily from a great tribe of recruiters who explicitly do not use AI tools. I am listening to what you say, and your advice matters to me. But someone out there must be using these tools to even thinly substantiate the pervasive premise that job seekers somehow have to "beat" the system. What *is* this elusive system? If it's out there, and a quick Google search suggests these tools exist, then the rest of us truly want to know. If this is your practice or industry, this is your chance to help us learn from you.

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🗣️ How I helped a coaching client find talent using a 3-part automated outreach sequence (… just using their 1st degree connections) ————————— Ok, so some context: ➡️ I’ve been coaching a US-based Tech Recruiter for 2 months ➡️ He mainly uses LI Recruiter Lite, and ran out of InMails ➡️ He also uses Dripify for his BD, but not his sourcing ➡️ We decided to use Dripify for a 3-msg cadence ➡️ He found 4 candidates, all 1st connections ————————— LinkedIn Recruiter is awesome (I use it), but it’s pricey (!)… But sometimes using what you’ve already got (in this case Dripify)… Is better than buying MORE InMails, or buying MORE software… ————————— This Recruiter had 15k 1st connections, with the majority being Software Engineers This Dripify sequence was purely focused on nurturing those 1st connections Resulting in no additional $$$ spent on loads of extra LinkedIn InMails Whilst getting more out of an existing tool he wasn’t using enough ————————— Sometimes, the key is to think creatively and maximize the resources you already have before spending more money 🤷‍♂️ Your existing network and tools can be a goldmine for candidate sourcing… You just need the right strategy to tap into them… (If you’re using a tool like Dripify, then give it a try for your candidate outreach!) Want the exact 3-part message sequence we used? DM me the word "Sequence" and I'll share it with you 👍 #recruitment  #talentacquisition #sourcing #linkedinautomation

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🤖 This post is for fellow Talent Acquisition Professionals, Hiring Managers, and anyone curious about how AI is impacting recruitment! 🤖 One thing is clear already: the future of talent acquisition is intricately linked with the integration of AI technology. But, embracing AI doesn’t mean replacing the human touch; rather it’s about enhancing our capabilities and efficiencies. Here are some ways AI is already revolutionizing recruitment and why most companies are embracing it: Streamlined Sourcing and Screening: AI-powered tools can sift through thousands of resumes in a fraction of the time it takes manually. These tools identify key qualifications and experience, ensuring that we focus on the best candidates from the get-go. This not only speeds up the hiring process but also ensures we don’t miss out on top talent buried in a sea of applications. Enhanced Candidate Experience: AI chatbots and virtual assistants are revolutionizing candidate interactions. They can answer common queries, schedule interviews, and provide status updates around the clock, creating a seamless and responsive candidate experience. A positive candidate experience is crucial in today’s competitive job market and can significantly impact any employer brand. Data-Driven Insights: AI provides us with deep analytics and insights into our recruitment processes. We can identify bottlenecks, understand candidate behavior, and make data-driven decisions to optimize our strategies. This level of insight was previously unattainable and empowers us to continually improve our processes. Reducing Bias: While unconscious bias in hiring is a persistent issue, AI tools are being developed to minimize these biases. By focusing on skills and qualifications rather than personal characteristics, AI can help create a more diverse and inclusive workplace. It’s important to remember that these tools need to be regularly audited to ensure they are functioning as intended. Understanding and leveraging AI tools makes recruiters & TA professionals more valuable as strategic partners within organizations. It allows us to focus on high-value tasks like relationship-building, strategic planning, and candidate engagement. AI is definitely a tool that amplifies our efforts in talent acquisition. But the human touch – our empathy, intuition, and relationship-building skills – remains irreplaceable. Together, AI and human intelligence can create a powerful synergy that propels our talent acquisition efforts to new heights. What are your thoughts on AI 🤖 in recruitment? 🤔 Have you integrated any AI 🤖 tools into your processes? 🤔 Do you see AI recruitment as positive or negative? 🤔 Share your experiences and insights in the comments below! #TalentAcquisition #AIRecruitment #FutureOfWork #RecruitmentInnovation #HRTech #CandidateExperience #HiringTrends #RecruitmentStrategy

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Many recruiters fail to leverage automation effectively. However, by using the CATT method - Craft, Automate, Test, and Templatize - you can significantly enhance your email and LinkedIn response rates. The CATT method involves four key steps: 1. Craft your message sequence and draft your entire campaign 2. Automate it using your CRM 3. Test various approaches, such as A/B testing messages and/or audiences 4. Templatize the most successful messages within your CRM for reuse By examining your results and curating your templates, you can continually refine your messaging and launch future campaigns in minutes, not hours. This process allows you to narrow in on what works well and improve your reach as a recruiter. If you're an agency recruiter considering going independent and want to learn more about leveraging the CATT method, set up a call with me to discuss how our Associates are achieving success with this approach.

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Hiring entry level roles off of online job applications is a bad business decision. The amount of work to get through hundreds of resumes is a waste of time for internal TA that should be spent on higher level roles. Not to mention resumes do not matter for early career roles. The historical failure/attrition rate of entry level sales is 40%. So all this time wasted does not even have a return almost half the time. There is no argument that sourcing through a pre-vetted, pre-trained pool of candidates is a better use of resources. It’s really really easy to submit yourself to an open role on LinkedIn or a website. Bragging about the number of applications you get proves that you don’t understand the monetary value of your time. Find a source where candidates have actually EARNED the right to be sitting in front of a hiring manager for an interview. Find a source where candidates aren’t looking for jobs - they are looking for a career. Find a source where there’s empirical proof that they have the characteristics that matter for success in this type of environment. This is not a replacement for TA. It’s a forcing mechanism that points them at the right part of your organization to maximize the ROI of their skill set. Unless you’re good with wasted hours and a high failure rate. Then do you. #AllGasNoBrakes #DialedIn

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