Justine Dewey

I'm a big fan of transparency and empathy in the hiring process like this. It's something we don't see nearly as much as we should in this market. In just a couple of paragraphs you can: 1) Let the hundreds of applicants to your role know that one way or another, they'll receive a response. Applications take both time and effort, so acknowledging you'll be seen is such a positive thing to know as an applicant considering the majority of the time folks receive no response whatsoever to the roles they apply to. 2) Show the thousands of people who will see this post that your company values you as an applicant. One can assume if they value you as an applicant, they'll also value you as an employee and as a customer of theirs too! A little can go a very long way here when it comes to helping you stand out as a company. Well done Jim Turbek and Box!

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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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W2 ROLE Job Title: Technical Support Engineer - Integrations end client - ServiceNow Inc. Pay Rate:<$45.00/hr on W2 without benefits Location: Santa Clara, CA Note: This position will also require onsite presence weekly on Wednesday and Thursday at the Santa Clara office. Duties: Overview: Provides technical support to field engineers, technicians, and product support personnel who are diagnosing, troubleshooting, repairing and debugging complex electro/mechanical equipment, computer systems, complex software, or networked and/or wireless systems. Responds to situations where first-line product support has failed to isolate or fix problems in malfunctioning equipment or software. Reports design, reliability and maintenance problems or bugs to design engineering/software engineering. What you will do in this role: Be a Customer Advocate providing support to users/administrators of our platform Understand our platform, cloud technologies and troubleshooting practices to ensure successful resolution of challenging technical situations Resolve technical cases created by customers looking for help to understand or troubleshoot unexpected behaviors or answer technical questions about the ServiceNow software and platform. Gain an understanding of the ServiceNow platform and all core functionality. Analyze data with a view to isolate the potential cause of the issue. Involve others to accomplish personal and group goals. Skills: What you will need to be successful in this role: Knowledge on LDAP/Active Directory, SSO or other authentication or user management systems Understanding of Email Troubleshooting (e.g. Office 365, Exchange ) Knowledge on Web Services (SOAP, REST) Working knowledge on Network troubleshooting (e.g. Ping, Telnet) Hands on experience in any bi-directional, integration between two systems Some experience with Scripting languages: JavaScript preferred Experience with relational databases (e.g. MySQL, Oracle) Experience with the gathering and reading of various log files Hiring Manager Notes: Integrations gets a mix of issue types that typically center around there broad topics: 1) Email  2) SSO/Authentication 3) Web Services 4) Scripting /Rest API 5) database issues Given the wide variety of issues that we get there is no 1 or 2 must have skills. Instead we are looking for candidates that some firsthand experience in as many of these technical areas as possible as it speeds up the ramp up time. What backgrounds/skills can we be more flexible with that can be learned on the job? SSO and authentication, Email protocols and servers What will the interview process look like? First round - 30 to 45 minute monitoring phone interview (behavioral and technical questions) Final round - 1 hour panel interview with 2-3 engineers and hiring manager (technical questions) please share the resumes on Darsh@bellsofttechnologies.com 6783211898 If i did not replied Here please connect with me directly. thankyou .

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Recruiting Agencies Are Too Expensive! Why do I think that? Because I've seen it from the inside. Recruiting agencies charge companies between 20-35% of a new hire's annual salary. They justify this by saying they have the right connections, but is that worth the cost? Often, I hear agencies justifying their existence by claiming they have a great network built with a lot of effort. While it's true that building a network takes time and energy, it still feels strange to pay that much for the service. Here's the problem: agencies do basic screening but often miss out on proper assessments because they can't do it well. For example, hiring an engineering manager with a salary of €120,000 can cost a company €42,000 (35%) through an agency. That's a lot of money for "just knowing the right people". There is one exception: Executive Search. In this area, confidentiality, urgency, and importance are at a different level compared to regular recruiting. For high-stakes positions, specialized agencies might be worth the investment. But in most cases, I believe agencies exist because in-house recruiting teams lack efficiency and know-how. For the same cost (42k), a company could hire a mid-level recruiter for half a year, improving their own processes and the quality of hires. Do you agree or disagree? Let's discuss it! ----------- This is why I founded Justmatch! At Justmatch, we think companies shouldn't pay high fees just because an agency knows someone you don't. With us, you only pay for the platform + a tiny fee for a job posting, and both talents and companies benefit. And here's the best part: with Justmatch, you pay up to 90% less compared to traditional recruiting services 😱. The savings you make can be reinvested into improving your internal recruiting efforts and overall quality. Let's change how we hire. Visit www.justmatch.wtf and check out a new approach to accessing talents. Stop overpaying for connections. Start investing in your own talent & team.

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Hello to my former colleagues. If you were impacted by today's layoffs at The U, I wish you all the best and I hope you land at your next spot in good timing... The reason for my post is that if this helps anyone, I just saw a feature on my account that allows me to share a free 2-month trial of LinkedIn Premium "Career" with 10 people that are interested. LinkedIn is offering it through a referral link, entirely free for two months. You can cancel it before the trial ends if you no longer need it afterward. I am not benefitting in any way by sharing it. However, LinkedIn will benefit from it after two months if you decide to keep the membership ongoing. I found it to be useful last year because: 1. It offers an additional layer of job search features and will make suggestions for your profile to tailor your skills based on the jobs you're considering applying to, making you a stronger candidate. 2. You get LinkedIn Learning. This is key. You can take unlimited training in the roles or industries you're experienced in to validate those skills by adding them as a credential on your profile, or you can learn some new skills in an industry you want to transfer to. LinkedIn Learning is the best thing this platform offers, aside from being able to connect with professionals for free, anywhere in the world. It's one of my favorite places to learn. 3. Lastly, if you don't want to get lost in the pile with other applicants and are feeling bold, the premium membership lets you send DMs to people out of your network (such as hiring managers or recruiters) without adding them to your network. If you're interested, just send me a message. There are 10 referral links that I can share as of this month. I will also share job opportunities periodically. 💌

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Alright, let's unpack the seismic shift poised to hit the recruiting industry and the market for recruiters if the FTC's proposed ban on noncompete agreements goes through. We're looking at a tsunami of opportunity that could reshape the landscape. 1. Tidal Wave of Talent Mobility: The end of noncompete clauses means workers can jump ship whenever a better opportunity waves from the horizon. This isn't just a trickle – it's a floodgate opening. What does this mean for recruiting? A golden age. The market for recruiters will boom as companies scramble to snag top talent in a suddenly fluid marketplace. Recruiters will become the navigators in this new, wild sea of career opportunities, helping talent land on the shores of better pay and better positions. We're talking about turning the labor market into a worker’s market—where the power shifts to the paddles of the employees. 2. Sparking Innovation and Entrepreneurship: No noncompetes? No problem. Say hello to a surge in startups and a wave of innovations. Freed from contractual chains, expect to see an exodus of talent from stagnant corporate gigs to nimble startups hungry for disruption. For recruiters, this is like being a kid in a candy store. The need for talent acquisition in rising enterprises means more business, more connections, and, importantly, more impact. They'll be the bridge connecting visionary founders with the dream teams that will fuel their growth. 3. Competition Gets Ferocious: With companies no longer able to lock talent down, the arena becomes gladiatorial. This is where skilled recruiters shine. They'll be the sought-after strategists, the ones crafting the talent acquisition tactics that companies need to outmaneuver their rivals. This isn't just recruitment; it's high-stakes headhunting, where the prize isn't just filling a slot but profoundly empowering a company's competitive edge. #noncompetes #recruiting #hiring

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Newest trend alert in recruiting: video screening! 🎥 Are companies now scouting for the next Oscar nominee, do they genuinely watch the hundreds of auditions, I mean, all the video applications they receive? 🍿 If they're not watching, why the put the skilled and talented TA Professionals through a performance anxiety? People who got laid-off in this sluggish economy are already in pain. Let's stick to resumes screening and real conversations to find the right talent, not the best actor! Seems like the market slump is really turning Talent Acquisition into Talent Audition. Any Thoughts? 🎭 #recruiting #jobsearch #hiringprocess

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Hello, W2 requirement Position: UX Researcher on W2 (Onsite) Location: The Woodlands, TX, 77381 Client: Exxon Mobile Job Responsibilities • Develop research strategies that will not only answer known questions but may reveal previously unidentified factors that should be considered. • Design and conduct generative and evaluative research. • Collect, store, and steward qualitative and quantitative data. • Communicate, influence, and collaborate with stakeholders and project teams. • Adapt and flex to dynamic project needs and priorities. • Scope problems and objectives that may not be clear to stakeholders and project teams. • Advocate and evangelize to teams who are not yet familiar with UX design and research. Qualifications • BS, MS, or PhD in Anthropology, Psychology, Human Factors, Information Science, or similar field • Experience leading substantial qualitative and mixed methods research projects. • Understanding of, and interest in, various UX research methodologies including user interviews, work shadows, focus groups, usability tests and more. • Have work samples which demonstrates your research process and methods as well as your ability to clearly convey your findings • Be able to work onsite at our campus in Spring, TX almost all of the time Our company forges new paths, embraces energy efficiency, and advances technology to deliver energy to the world. Our campus, on the north side of Houston, is nestled among 385 wooded acres and is designed for collaboration, wellness, and sustainability. Our office is LEED Gold certified with ample natural light and many amenities. **Onsite position The Upstream division of ExxonMobil makes multi-million dollar decisions every day to locate and produce energy products that will power and enable communities around the world. Forming and communicating these decisions requires a team of the most talented scientists, engineers, and operators to collect and analyze large, highly-technical data . As if that's not hard enough, we find that these super-brains are frequently saddled with manual, inefficient tools and processes. As part of our UX research team, you'll drive business strategy by conducting generative and evaluative research to build a baseline understanding of the users' current state and to identify opportunities - sometimes obvious, other times requiring strong insight capabilities. You will also work with project teams to define the value potential of an opportunity and develop potential solutions. In return, you'll have opportunities to work with users across the globe to return crucial insights and gain a deep understanding of the unique, scientific challenges of the Oil & Gas industry. You’ll also be part of a highly-collaborative team of some of the most talented UX designers and researchers in the business making marked improvements on how our users/customers work. #W2 #UXRESEARCHER Thanks & Regards, Padma US IT Recruiter Veritis Group, Inc. Email Id- padma.b@veritis.com

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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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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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We are genuinely thrilled for anyone interested AND/OR who applied to a role at Beyond ONE in the last few days. I’m sharing this with you for 𝙚𝙙𝙪𝙘𝙖𝙩𝙞𝙤𝙣𝙖𝙡 𝙥𝙪𝙧𝙥𝙤𝙨𝙚𝙨 so you understand what we’re doing to deal with the massive number of applications across all roles. 🔹 𝗔𝗽𝗽𝗹𝘆 𝗗𝗶𝗿𝗲𝗰𝘁𝗹𝘆: Please submit your resume through the official application process, not via DMs. This helps us keep everything organized and ensures your application gets the attention it deserves. 🔹 𝗦𝗵𝗼𝗿𝘁𝗹𝗶𝘀𝘁𝗶𝗻𝗴: Our Hiring Managers and TA Partners collaborate closely to create a shortlist, prioritizing candidates with strong relevance (industry, experience, alignment, etc.). This is a challenging task, but necessary to find the best fit while being fair to everyone. 🔹 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀: We wish we could interview everyone, but it’s just not feasible. However, we commit to having deep, meaningful conversations with those whose profiles align closely with our needs. 🔹 𝗙𝗼𝗰𝘂𝘀: We appreciate the enthusiasm and messages we receive, but we can’t offer calls to everyone who reaches out. Our goal is to optimize the time and resources of our hiring teams and candidates, ensuring the process is efficient for everyone involved. 𝘼 𝙛𝙚𝙬 𝙗𝙖𝙨𝙞𝙘 𝙩𝙞𝙥𝙨 𝙛𝙤𝙧 𝙖𝙥𝙥𝙡𝙞𝙘𝙖𝙣𝙩𝙨: Ensure your application is actually relevant to the role. Understand that you’re competing against a large talent pool. A great profile may not always mean the most relevant one. The coming weeks/months are going to be an exciting time for our business. We truly appreciate your understanding and patience as we navigate one of recent years' most challenging talent markets.

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Opening up an interviewing experience for discussion and honest opinions from my fellow HR/Talent Acquisition peers. I applied for an HR position at TikTok and made it all the way to the final round three weeks ago. The entire interviewing process took about a month and a half by this point. Being the seasoned HR guru that I am who knows recruiting processes and timelines, I know by now that I won't be receiving the offer. What I have an issue with is that they completely ghosted me after the final interview to where I haven't even received a rejection email nor have they answered two emails with questions regarding specifics about the interviewing timeline and outcome. Is this the new direction recruiting is taking currently with the candidate experience due to the unprecedented amount of competition in the tech work space? I have worked at a wide range of startup companies to large established organizations over the years and this is the first time I have experienced this type of ghosting from the final rounds of interviewing. I usually have received an offer or a rejection letter within a week of the final interview. This whole candidate experience has left a sour taste in my mouth. Thoughts?

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I don't have data to support this but it feels like the Talent Acquisition market has improved a lot this quarter! My feed seems to be flooded with new opportunities!  🎉 🚀 I'm trying to spend 15-30 a day sharing for my network as I still know a few awesome TA folks looking for an opportunity. 🙏 Does anyone have any data to support my view - LinkedIn for example? Any of the top Internal Rec-Rec's seeing this trend (not going to tag as I'll upset someone...)? #talent #talentacquisition #recruitment #recruiter #careers #hiring #linkedin

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Navigating job searches can be a daunting task, especially when preparing for interviews. Researching the company's history, products/services, mission statement, core values, your interviewer's background, recent industry news, etc., is a significant time commitment, so why not ensure this job aligns with your work arrangement preference BEFORE the interview? If you are only looking for remote roles (or are not able to relocate to the city mentioned in the job posting), once the company reaches out to you to schedule the first round of interviews, just ask them! Asking about the work arrangement upfront can save you so much time and effort 💪

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This is post is for Dave Mendoza. Please send him Contract Sourcer and Contract Recruiter jobs ASAP! Thank you! You're the best! #CEO #hireme Hi everyone - I am looking to START ASAP. Thank you in advance for any connections, advice, or opportunities you can offer. hashtag #OpenToWork CAN WE START THIS WEEK? hashtag #ContractSourcer hashtag #ContractRecruiter hashtag #AIML * 71 Linkedin Recommendations: (https://lnkd.in/ejAFNWp ) Open to contract/perm and Leadership or IC as a remote It’s the most stressful situation in my twenty-plus-year career. It’s make or break in this downturn to ensure I can cover my daughter's freshman university year in 3 weeks and keep afloat I have twenty+ years of experience. I have also mentored and led sourcing teams for 14 of my 20 plus years experience domestically, as well as in Europe and Asia. I have received global recognition for innovation and establishing best practices, with 10 awards and recognitions for sourcing innovation. I have been published in 22 publications, two white papers, and presented as a speaker at over 50 conferences, webinars, and senior research labs. I can demonstrate an immediate impact on the business with contributions of my entire passive talent leads of Artificial Intelligence/ML/Robotics applied scientists (70,000), Cybersecurity, DevOp, and full stack (40,000). Above all I have developed a large-scale talent pipeline of multimillion-dollar billers (Account Executives, Sales Development Representatives, Business Development Managers) in SaaS sales (60,000); identifying the top 9,000 performers globally. I am an expert in Boolean search queries and X-Ray in LinkedIn, ChatGPT Competitor Intelligence, Conference presentations, Google Scholar (Specialties & Dissertations), Arxiv.org, CrunchBase, DBLP, DeepAI.org, Github, Hackathons, IEEE, Kaggle, Papers With Code, ResearchGate, Semantic Scholar, Stack Overflow. Advanced Search Across key social platforms and Diversity & inclusion Sourcing, Location, Language & Top-Level Domain Search. Please hashtag #CFBR and Repost. Please forward my Profile/CV to your hiring leadership hashtag #recruiter hashtag #sourcer hashtag #sourcecon hashtag #talentacquisition hashtag #VPTalent hashtag #TalentManage

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I'm excited to announce my new venture with my partner, Veronica Parado. We are launching Fuse Talent, a San Francisco-based recruiting firm dedicated to helping startups and tech companies build mission-driven teams. You might be wondering, does the world need another recruiting agency? My answer is a definite yes. Despite tech layoffs heavily affecting recruiters in recent years, companies are still hiring and struggling to find the right talent. Small teams are being asked to do more with less, and internal teams often struggle to justify in-house recruitment during low hiring cycles. That’s where Fuse Talent comes in. We offer an agile, personalized approach that connects you with top talent who are passionate about your mission. Despite the promise of technology replacing recruiters, as technology evolves and tools become more accessible, it becomes even harder to stand out in the noise. We believe the value of great recruiters will continue to grow. Technology has given recruiters superpowers, allowing us to focus on high-value activities that attract and retain top talent. When I moved to San Francisco, my goal was to join an early-stage startup or launch one of my own. A few months in, it became clear that organizations still need help finding and attracting the right talent. Our team at Fuse Talent has led technical recruiting teams at big tech companies, served as the first recruiter at multiple venture-backed startups, and consulted for companies from stealth to Series F. With extensive experience in recruiting for Fortune 500 companies, venture firms, and startups, we bring unique insights into building high-performing teams. If you’re looking to build a team that can drive your company forward, let’s connect. We’re excited to partner with you. https://lnkd.in/gkCKi8YW #recruiting #startups #techrecruiting

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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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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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