Kristen Fife (she/her)

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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Hot USA 57 Talent Jobs!! Get busy Job seekers...Many are listed here ✅ Good Luck🤞and Happy Hunting!! 💎💎❤💎💎💜💎💎 👉 Click on the links below and apply directly to the company/job(s) you are interested in... ✋Please do not send me your resume or to Bill as you ---> need to send that directly to the company. 🤞If there is a fit, the companies recruiter will reach out to you to get you setup for initial interviews. 👉 Tamara and Bill are NOT the recruiters for these jobs, we are just part of a group of people who are passing leads to folks to help get people back to work! 🧡⭕ Connect here on LinkedIn with me; Tamara Swearingen and then hit my notification bell 🔔 to ensure you stay in touch with me so you will not miss my job postings, educational and motivational content I share here on LinkedIn ⭕💙 💚💜 Remember to keep people in mind who are out of work and if you see 👀 a job or two that fits some people in the job list below, please tag their name in the comment section below so they will get notified and then they too---->can apply! Show Kindness ----> and Offer People----> "The Human Touch"!!

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57 Hot Talent Acquisition Jobs!! Great Opportunities! Good Luck🤞and Happy Hunting!! 💎💎❤💎💎💜💎💎 👉 Click on the links below and apply directly to the company/job(s) you are interested in... ✋Please do not send me your resume or to Bill as you ---> need to send that directly to the company. 🤞If there is a fit, the companies recruiter will reach out to you to get you setup for initial interviews. 👉 Tamara and Bill are NOT the recruiters for these jobs, we are just part of a group of people who are passing leads to folks to help get people back to work! Please do not send your resume over to us! 🧡⭕ Connect here on LinkedIn with me; Tamara Swearingen and then hit my notification bell 🔔 to ensure you stay in touch with me so you will not miss my job postings, educational and motivational content I share here on LinkedIn ⭕ 💜 Remember to keep people in mind who are out of work and if you see 👀 a job or two that fits some people in the job list below, please tag their name in the comment section below so they will get notified and then they too---->can apply! Show Kindness ----> and Offer People----> "The Human Touch"!!

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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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Question for the tech recruiters or TA leaders out there. You're hiring software engineers, what would you expect your CV Submitted to Offer ration to be based on the below hiring process: 1. CV submitted (fully prescreened by recruiter/TA) 2. Hiring Manager CV Review 3. Hiring Manager Phone Interview 4. Technical Interview 5. Values Interview Granted there will be lots of nuances, but broadly speaking what are you expecting? 5:1, 7:1, 10:1, 15:1 ? #recruitment #recruiting #talentacquisition

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TA TIPS TUESDAY : Unlocking the Secrets to Successful Recruiting! 🚀 In the ever-evolving world of talent acquisition, staying ahead of the curve is key to attracting and securing top talent. After years of experience and countless successful hires, I’ve gathered some invaluable recruiting insights that I’m excited to share with my network! 🔍 Tip #1: Candidate Experience is King - In today’s competitive job market, the way candidates perceive their interaction with your company can make or break a deal. Ensuring a smooth, respectful, and communicative process is paramount. 💡 Tip #2: Leverage Technology, But Keep the Human Touch - Automation tools and AI can streamline the process, but nothing replaces the personal connection. Use technology to enhance, not replace, human interaction. 🌟 Tip #3: Build Your Employer Brand - Candidates are not just looking for jobs; they’re looking for the right culture fit. Showcase what makes your company unique and a great place to work. 🔄 Tip #4: Engage Passive Candidates - Sometimes the best talent isn’t actively looking. Engaging passive candidates can unveil hidden gems who might be open to the right opportunity. 🤝 Tip #5: Foster Internal Referrals - Your current employees can be your best recruiters. A strong internal referral program can bring in high-quality candidates. ✨ Recruiting is both an art and a science, and sharing knowledge helps us all grow. If you have a recruiting tip or insight you’ve found particularly effective, I’d love to hear it! Let’s make talent acquisition better for everyone. #RecruitingTips #TalentAcquisition #HRInsights #LinkedInNetworking

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This month marks 27 Years in Technical Recruiting for me!!! That's right, folks. I’ve been in the tech recruiting game longer than Google has existed, and I'm still going strong! When I started: WE faxed resumes (Remember the fax/dial sound?). Phones had cords (and we used them for actual phone calls). Bill Gates was still known as "that guy from Microsoft." I've seen it all: The flip phone (first work phone was a Startac, loed that phone) The rise and fall of MySpace The Y2K panic (Spoiler: we survived). The evolution from "What's a tech stack?" to "What's your stack preference?" "DevOps" actually got a title Here are a few highlights from my journey: Matched countless brilliant minds with their dream jobs Witnessed the evolution of job titles. Who knew "Ninja" and "Guru" and "Purple Squirrel" would become official job titles we spoke about? Perfected the art of deciphering résumés written in code (literally). Made and forged some really amazing relationships! To all the amazing candidates and clients I've worked with over the years, thank you for the memories, the laughs, and the occasional "What were they thinking?" or "Kicking the wall" moments. Looking forward to many more years of tech talk, talent hunts, and making those perfect matches. Here’s to staying ahead of the curve and always remembering: the only constant in tech is change...and apparently me sticking with technical recruiting!!!!

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If I was looking for a tech job in this market right now this is what I'd do to land a job interview: Treat your job search as a full-time commitment. Dedicate your morning hours, specifically from 8:30 AM to 12:00 PM, exclusively to your job search activities. Here’s what you could focus on during these hours: 1. Track all your applications to stay organized and on top of your job search progress. 2. Research extensively about the companies by googling them and looking up potential interview questions. 3. Explore employee reviews on platforms like Glassdoor and Blind to gain insights into company culture and interview processes. 4. Align your resume with the job specifications. Review the job description thoroughly and assess if your resume closely matches the requirements. For tips on crafting a standout resume, check out this guide: Revamp Your CV. Here: https://lnkd.in/g_sJi2PQ 5. Rejections are, unfortunately part of the game. There are many reasons why you might get rejected. Don't take it personally and use whatever information you get from the rejection. If it is a generic email, delete it and move on with your day. I've written about this topic here: https://lnkd.in/gUT7mgcM 6. Keep your interviewing skills sharp. Engage in regular practice, whether it's coding challenges for tech roles, system design mock interviews, or refining your storytelling skills. Ensure you're up to date with essential skills like data structures and algorithms for backend positions, or JavaScript fundamentals for frontend roles. 7. Utilize your LinkedIn network. Reach out to first-degree connections or colleagues from the past who might help with a referral. Make it easy for them by sharing your resume, the job link, and following up diligently. There are a few things you can do here, check out my post on to stand out in a competitive market here: https://lnkd.in/gNFrJ4Y4 8. Keep your LinkedIn profile nice and shiny. Update it with the latest information and the right keywords so recruiters can find you. You want to make sure that your resume matches your LinkedIn profile - don't forget this. Here are a few more tips on this topic : https://lnkd.in/gXNKQcfu By following these strategies, I can assure you that you'll significantly improve your chances, and you may find that luck will be on your side sooner rather than later. I hope you find a position that not only appreciates your skills but also provides an environment where you truly enjoy your work. ===== Follow Eli Gündüz for more post on this topic Get in touch via Careersy Coaching for extra support on your job search.

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When I started my first technical recruiter position years ago, I remember a colleague telling me within my first week, "How long will YOU be staying?" See, I wasn't the first person hired for the role. The person who was hired only stayed a month. (She wasn't a technical recruiter but rather a HR Generalist who didn't like recruiting - why she accepted the job in the first place was something I never understood.) I actually found out I was the 3rd person they'd hired for the SAME role. The first person, a colleague of mine, had accepted the job then rescinded it; she decided to accept a job in a different city with her significant other. The second person I've already mentioned above. Then there was me - yep, I was the 3rd choice for the role. Did that bother me? Nope. Why? Because I learned that if a job is meant for you, then it's meant for you. It doesn't matter how you got there, it's YOUR job. Realize that the rejection you just received is not the end of your story. You will be offered a role, the right one for you. It doesn't matter if you're the first person offered the role or if you're called back by the company 1, 2, or even 3 months later for the position. Trust that the right job will come your way. #jobsearchtips #careerjourney #jobsearch #perseverance

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Here is the result from last week's poll on sending a thank you note after an interview. First of all, thank YOU for adding your vote. TBH, I was a bit surprised to see that many do send an email after an interview. If you do send an email consider adding the following to your thank you note: A) What did you like about the role and the interviewer? Example: This role feels like it was written for me, specifically because it is with the X team and with X as my manager. After this interview today, I can confidently say that it is the right move for me. I can already envision myself being a part of the team and contributing to [mention something that you have learned during the interview and how your skills align here]. B) Was there an instance where you could have given a better answer to a specific question? Example: During the interview, I stumbled a little bit over [topic X]. I didn't do a great job explaining my contributions to the project, as I used the word 'we' most of the time. In short, during this project, I have been responsible for driving and leading A, B, and C. Remember to be brief and specific over general statements. Highlight what you did well and be honest about where you could have done a better job. This will be a better use of your time and the recruiter's time. I recommend to avoid sending messages like : "Hey Eli, We just finished the interview, thanks for setting it up. There were definitely areas for improvement on my part. I look forward to hearing their feedback. Cheers, Candidate." Follow Eli for more tips like this. Thank you ☺️ no spamming, I promise.

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Should I relocate for a job? I'm hearing of candidates weighing this major decision. There often is no right or wrong answer, as it varies on each individual situation; but there are several “blanket” things worth considering that I’d like to talk about today. First- in terms of the new job you’re considering- affordability is a big factor. Will the salary and benefits of the new position justify the move? Even if the salary is more than your current position, cost of living is absolutely something that should be researched. For example- If you’re thinking of locating from somewhere like Cleveland to NYC, are you ready to re-adjust your budget and some of your spending habits? You should also look into the costs associated with moving itself. Hauling all of your belongings cross-country isn’t cheap, no matter how you slice it, but could end up being worth it in the long run if the new position will lead to additional opportunities where your salary will increase.  Another career factor to consider is the job market where you’re relocating, and whether or not there will be opportunities in your industry. Moving from somewhere rural to a city will most often allow for greater opportunities career-wise and for networking. If your new position doesn’t work out- and you’ve planted roots in your new home- will you be able to easily bounce to a different position, or will you end up having to move again? And will the specific position allow for career growth? As most of you probably know by now, I relocated from the northeast to Pittsburgh in 20201. The differences between where you are and where you’re going- and whether or not you’d appreciate them. If you love the heat and sun, you’d probably benefit from moving from Maine to Arizona. But if your favorite part of the whole year is ski season, that major difference could likely end up affecting your opinion of your new state.  In addition, considering a support network is important. In some instances, people move closer to family or friends where they’ll have a network of connections. But moving on your own- if you aren’t ready to put yourself out there- could be tough.  Are you willing and able to handle an abundance of change at once? Adjusting to both a new job and a new location is extremely stressful, and it's worth having an honest conversation with yourself- and your friends, family, and even therapist- to see if you’re in a place to cope with all these changes at once. Finally- trust your instincts. Intuition is valuable. When you think of the new job and new city, are you more excited, or feel sick to your stomach? While instincts aren’t 100%- and it’s normal to be scared before making a big change- taking some time to sit with these feelings is never a bad thing. I’m always happy to chat more with folks about my experience relocating. Have you ever made a big move in your life- for a job or otherwise? What do you recommend?

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Hello friends. I've been remiss to share my job hunting exploits here as I didn't want to add to the feelings of despair that seem to underscore many of the posts I read these days. No doubt it is a tough time with many pondering their futures if not also their worth which can feel paralyzing at times. I see you. I can relate. You are not alone. To those struggling to stay motivated in the face of numerous unanswered job applications, rejection emails, and recruiters who lack the courtesy to let you know they (or their clients) are no longer interested in what you have to offer, I say: keep your head up, be true to yourself, be open to possibility, and above all, be kind and respectful even when it's hard. We are not defined by our so-called careers or how people perceive our successes, failures and everything in between. Rather, we are defined by the strength of our character and choosing to do good in this world. That can sound lofty but it can be as simple as offering a smile, a kind word, or even taking time to acknowledge someone's very existence. Don't underestimate the power of kindness. It has the power to unite, inspire, and help solve the world's greatest problems. It can also open up doors that you had no idea were even there in the first place. It all starts with a choice. #bekind

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Recruiters are not there to help you find your next job. As James Hudson and I discussed in Open to Work Podcast this week, the role of a recruiter is really complex and nuanced, but one of their roles isn't to proactively find jobs for candidates, they're there to fill roles. It's super important that candidates fully understand this and how recruiters work with them in order to successfully navigate their job search. So here's a few perspectives: 1. A recruiter's job is to fill a role and they are more likely to engage with you if they have a role available. But they are not there to find a role for you (99% of the time.) 2. Almost all jobs come with a recruiter attached. 3. Recruiters are incentivised on filling jobs (quickly). But their job is to manage multiple candidates simultaneously (in multiple processes) to enable only one to get the role. 4. Because of this incentive structure, they are not incentivised to reject candidates and provide them feedback. Oftentimes there is little/no tracking in regards to this, so you are reliant on the ethos of the recruiter completely on how you're rejected. 5. Prepare for a recruiter call as you would do with any representative from the business, and be able to clearly articulate your experience. You may see this as a "gate keeping" exercise, but they are narrowing down a large shortlist to just 4-5 candidates against the must have criteria. 6. Working with headhunters is one of a number of a strategies you should be employing to find your next opportunity, not your only strategy. I absolutely appreciate that there is so much more to a recruiter <> candidate interaction than this, so this is just my first run at this. But I know I have LOADS of recruiters and candidates in my network, so add your perspective below on what you're looking for in that interaction and how you like to work with candidates/recruiters.

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I've been seeing a lot of heartbreak over #relocating so I wanted to share some of the reasons why places do not or will not consider a candidate because of their location from a talent acquisition angle: 1) The company may not have legal or payroll access/setup to have workers in that state (i.e. if you live in Idaho, and they don't have payroll set up in that state, you will not be able to be paid salary/benefits - it's likely you would only be able to be a contractor as the same rules do not apply to them.) 2) Relocation funds may not be available in the budget for the role. As a candidate, would you choose a higher base salary, or relocation funds being available? Nearly everyone would choose base because that's NOT a one-time payment, so often we make the budget decision to push the base salary higher, thus limiting the candidate pool to people in the area that's supported. 3) If a company is doing return-to-office, or has a hybrid model for their jobs, that is a policy that is set across the board for everyone to mind. Is it fair to say "well, I'm in Portland and I'm talented so I deserve special treatment" when everyone who already works there doesn't get that choice? 4) If relocation funds are already scarce in this market, getting a visa or cross-country relocation is like a next-level ask in a lot of roles. Not because the company doesn't want to consider you, but because we have to prove to The Federal Government that we look every American into consideration and NONE of them stood up to how great you are. Assuming we CAN do that, because you're maybe director level or have a crazy rad resume behind you, it's a whole 'nother hurdle to GET YOU HERE. It took an additional 8 months to get my friend Kris here for his Senior Level Designer job at my last studio. We got lucky and got an H1B in the lottery, proved to the gov't he was as rad as we thought he was, but then of course they found fault with 6 other things, delaying him from a May start to November. That's a very hard ask for a team to endure that's already down a developer. I know it's hard to find a position, and even harder to find a remote one if you need it, but please understand there's so much more that goes into these decisions than just "we want someone local." Feel free to post any questions you may have, I'm happy to answer anything I can given my experience with relocating people, having remote workers, getting visas, and even bringing folks over from overseas.

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It can be difficult to feel in control of your career after the past 2+ tumultuous years for white collar roles, especially in the tech sector. If you're feeling stuck or lost, know that you are not alone. Although it's impossible to control the market, there are things you can do today that will help you regain control of your career. 1) Networking - networking should be a regular part of your professional life and shouldn't just happen when you're actively looking for a job. Get a coffee with past coworkers. Talk to people with career paths you're interested in to learn about their journey. Reach out to someone working at your dream company to see if they're open to a call with you. Don't ask for favors, but ask for conversations and build your relationships constantly. 2) Learning - even if you're a subject matter expert, I guarantee you can learn something new. There are many free LinkedIn Learning courses available along with YouTube videos or books to check out at your local library. Pick up a new area of expertise that can enhance the experience you already have or help you pivot to a new area. If you're dead set on a completely new career path, consider obtaining more formal education to start down that path. 3) Attitude - this is half the battle. It's disheartening to feel stuck and if you let it, it'll become crippling. It's important to reframe your mindset in order to see your situation as an opportunity. You have an opportunity to learn, to formulate relationships, to pivot your focus, to find a great company that values what you bring to the table, and to take back your career. If you treat it as an opportunity, you'll be a heck of a lot happier while navigating this difficult market. #recruitingtips #careeradvice #networking #learning #attitude

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I can't reiterate this enough right now... Thanks, Andrew for sharing! 👉🏽 Recruiters are inundated with connection and message requests right now. Many are incredibly backlogged and are unable to manage the volume. 👉🏽 LinkedIn only allows for a max of 30,000 first-degree connections. Many people (not just recruiters) are choosing to be much more thoughtful about who they bring into their network. 👉🏽 Recruiters know that a connection request from a candidate is usually followed by a back door request. When trying to manage equitable hiring processes, this is something that they try to minimize.

Reaching out to recruiters directly to ask for a referral works 0.00000005% of the time. No, I don't like those odds either. *It MAY work if it's a really small company of 50-100 people. But even then, it's not a referral if I don't know you. You could say it's a recommendation if it's not that recruiter's role to fill, and they are introducing you to another recruiter, but I mean...it's way better/more impressive to do your research and reach out to the right people to begin with if you're going to reach out at all. Or just, ya know, apply for the role (novel idea, I know)... TL;DR To make the sort of recommendation I'm constantly asked to on LinkedIn, I am taking time away from my own candidates, who are my absolute number one priority. So if I'm connecting someone I definitely don't know with someone I very likely also don't know, I would have to be well beyond convinced that you are the right person for that role. Which is information I just do not have. #hiring #referrals #linkedin #candidates #recruiters #recruiting #jobsearch

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I have 4 job offers for Reddit, Inc. candidates in the works today 🎉 🎉 🎉 I'm always looking for common themes and patterns among who does (and does not) pass interviews for interviews and gets an offer (and this has varied based on which company I am working for). At Reddit, in addition to being strong in the technical fundamentals, I have noticed that folks we hire tend to bring self-awareness and a growth mindset and can admit what they don't know and how they are evolving. They show up and talk through their thought process like themselves, not a canned interview avatar (we all have one... it's like when you have a "first date" persona that 0% matches the person you are in real life LOL). I'm also EXTREMELY happy to report that I work for a company who, in my experience, doesn't hire "brilliant jerks" (friends in tech, we all know a few companies who absolutely do 🤫 ). We hire people who bring enthusiasm for what they do, and can share strong + specific examples of how they collaborate well with and mentor others. Hope you have a great Friday, and here's hoping we bring 4 more awesome "Snoos" to Reddit!!!

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