Nimesh Perera

I wanted to share that my journey with Reddit has come to an end. Truly, these last nearly three years have been some of the most fun times of my career. I was the recruiting lead for the Core Product organization for two years and had the privilege of partnering closely with stakeholders and helping to evolve TA and hiring outcomes for that organization. My scope was expanded beginning of this year to support executive leadership roles across all of Core Engineering, where I made a significant impact on gender diversity within leadership roles. I also contributed to organizational-wide interview training and standarization, and helped to lead strategy and execution for our Ability Employee Resource Group. Increasing diversity within Reddit was a goal, so I took it upon myself to do user trials for diversity sourcing tools, and as a result when budget became available one was implemented across the entire TA organization and is being used today. I know that my work has directly impacted Reddit’s mission of bringing community, belonging, and empowerment to everyone in the world, and brought people joy in the process. I’ve learned so much too about best practices. Exciting new adventures await, and I’m eager to see what the future holds. I am having, and open to, conversations about remote consulting, contract, and direct hire engagements; I am open to travel and onsite visits. I am a builder, a creator, a problem-solver. I lean to scrappy, hair on fire (but keep laughing), thrive in ambiguity, close to the business, test and move fast, keep learning, and inclusive environments. Many have been asking me, Jen, how can I help? - Do you have a fond professional and/or personal experience with me? Please give me a LinkedIn reference. Also is wonderful if you drop a note in the thread about your experience. - Do you know executives or TA teams in your network that you’d refer me to? Go for it! It all starts with a conversation, and I love meeting people and hearing about the problems they need to solve while expanding my network. - See a LinkedIn post about a recruiting opportunity? Tag me or send to me! I am open to IC or leadership roles. Anyone that has worked with me knows I communicate, a lot, am very transparent, and I’m a producer. - Calls, texts, DMs? I love all of it. Yes, please. Makes me feel super loved and appreciated. For all of the humans that learned about my departure before this post and reached out, thank you. I am humbled. You made my heart happy. I will be at Talent42 next week in Seattle although I won’t be speaking on the main stage. I will be leading a round table on inclusive hiring. Come see me! It’ll be a great event, and I can’t wait to see some familiar faces and meet some new ones. Please DM me if interested in getting more information on the event. That’s all for now! Thanks for sticking with me to this point. Happy to share my resume and more in my profile. If no one has told you lately, you are awesome.

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✨ Rekindling the Passion in Talent Acquisition ✨ Last year's layoff from Amazon Web Services (AWS) hit hard. I'd adored that role - the perfect blend of amazing tools, a supportive team, and the chance to truly grow. It felt like a dream cut short. Despite reassurances, I replayed the "what ifs," questioning my performance even with stellar recommendations. The brutal tech job market only fueled the doubt, making me wonder if talent acquisition was even the right path. ⁉ ⁉ ⁉ But today, prepping an offer for a fantastic candidate, the thrill of the chase, the satisfaction of easing a hiring manager's burden - it all came flooding back. This is what I love. The challenge, the service to colleagues, and the sheer joy of finding the perfect fit. 🎖 And let's be honest, I'm really good at it. Experience is king 👑, and there's no substitute for time spent honing your craft. Huge shoutout to my amazing team Watlow! They make recruiting fantastic talent a breeze because Watlow is such an incredible place to work #LoveMyJob #TalentAcquisition #WinningTeam #Engineering #Hiring #Watlow #semiconductor #IoT #Customersuccess #Engineers

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Feel free to reach out to me if you were just impacted by the #layoffs at Gopuff. I will connect you with whoever I can if my company doesn't have anything aligned with your expertise. As someone who was impacted before by a layoff and feels very fortunate for my current team and company, Core States Group, I am emphatically saying the best is yet to come!! Also, help each other out. Let this post serve as a way to interact with people looking and companies hiring! #networking #hiring #jobs

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Amazon's Candid Chats offer a unique opportunity to connect with one of our affinity group allies or members during your interview process. Our informal meetings are a great option for those seeking to learn more about Amazon's inclusive culture and commitment to diversity. We encourage you to take advantage of this resource and engage with our community of allies and members. Learn more about Candid Chats and how they can benefit you in your career journey with Amazon. #amazon #softwareengineering #SDE #TechInterviews

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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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Justin's career journey did not always go as expected, but that did not stop his momentum. He had a strong 💪 desire to learn and optimize, which influenced his 9-year journey at #Twilio. Read more about the hurdles he overcame, from engineering manager to vice president of engineering, in our "Career Journeys @ Twilio" series. #careerjourney #engineering #leadership #mobility

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Today marks my 2 years at Apple. I could talk about how awesome it's been (because it has!) but instead, I want to share a thought that I've always had but really solidified through my time here. What's the difference between a good sourcer and a great sourcer? I have lots of thoughts on this but I'll share just 1. I don't think the difference is in how much better you are at finding candidates or how much better you are at partnering with your hiring managers and recruiters. I think a good sourcer would be someone who is great at all of the above. But for me, a great sourcer knows how to do everything a good sourcer does but can do it consistently and at scale. For example, anyone can talk about the importance of providing a great candidate experience. From that pool, there will be a subset of people who actually provide that great experience. In fact, I actually think a good number (surely not all unfortunately) of recruiting professionals know, can and do provide a great candidate experience. But I believe the difference is in, can you do all of what makes you good at your job consistently and at scale? Can you provide a great experience not just for 1 candidate but for 10, for 100, for 1000? For more? A lot of people think recruiting/sourcing is easy and my answer would be - try it at scale (you don't have to be at a big company to have scale of work in recruiting; honestly you could be just as busy at a startup) and check back in with me afterwards. Can you still source good candidates not just for 1 role but for different types of roles simultaneously? Can you still partner well with your recruiting partners and hiring managers even if you're balancing everything else at once? Are you able to analyze the tools, systems and processes you would need to be able to operate all that? Can you keep the best quality you can provide at every stage of the process, at scale? Honestly, I don't know if I'm a great sourcer but I know I'm always at least trying and learning to get close to being one. Cheers to more years of growing to be a better sourcer, teammate and person than I am today. 🙌🏻

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Big tech jobs are not what they were. Amazon made my career and "my life", but things have changed. Here is the good, the bad and the ugly of today’s big tech job options: (1) The Good - Great Compensation. People may want more, but tech worker pay dwarfs everyone except Wall Street traders. - Incredible platforms for scale and impact. What you work on will be seen and used by millions, possibly billions. A lousy feature from Google or Meta will get 100x the traffic that a startup would sell it's imaginary kidney to have. - Slow but consistent growth over time. Put in the years and you can get the levels and the pay. (2) The Bad - Slow but consistent growth over time. The days of adding tens of thousands of employees are gone. Amazon grew 100x in my 15 years there, and the stock went up 9082% (I checked). Revenue has grown 67x since I started. Another 67x would make Amazon's revenue larger than the US Gross Domestic Product. It simply cannot happen again. - Rocket-ride careers are largely over. The exception is if you happen to get in early to a hot new division, but your odds of this are no better than finding the next unicorn startup. - Increasing bureaucracy. Every person I coach across Apple, Google, Meta, Amazon, Microsoft, etc. tells me of policies, politics, and waiting lists around progression. (3) The Ugly - Most of big tech is either still laying off or not hiring. The pre-pandemic hiring sprees are still being washed out in the name of efficiency. - For most of these companies (not all), there is increasing return to office pressure. - Big tech still has worse-than-average diversity stats. Who can benefit from big tech jobs today: (A) People well along in their careers looking for stability and a fat paycheck. You can put the career on cruise control, add a blue chip line to your resume, and pay off the mortgage/college tuition with the compensation. B) New graduates. Spend a couple of years getting that blue chip resume line and exposure to the tools, scale, and thinking. They may no longer be fast and agile, but they are massive and powerful. They are like battleships. They can't turn fast, but they are nearly unstoppable. (C) People like me (at the end) - Those looking for a line of sight to "retirement" or a second career of their choosing. Who should leave or look elsewhere: (D) Those who can afford higher risk / lower short-term compensation that comes with the potential to grow faster. (E) Anyone who cannot stand being part of a large, slow system. (F) People who have already gotten any "scale" and "top performer" credentials they wanted from a big tech job. Now that you have the "credential", you can "graduate" to something with less overhead and more potential. ~ Ethan Evans, Retired Amazon VP (via the 𝕏 platform) Good analysis of big tech. Amazing ride if you were there for 10000% scale up in people revenues stocks. There will be new big winners though. Find the new tech, ride the new rocket ship.

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🚨 Recruiting Tech Spotlight ➡ BrightHire!!! I wanted to shoutout one of my fave tech partnerships on our recruiting team - BrightHire. We've been using their platform for awhile now and can truly attest to the impact it's made on our org (and how much easier it's made MY life 😅 ) Here are a few things it's helped me out with: ⭐ Sharing RPS recordings with new hires or ramping a new recruiter on a role ⭐ Sharing recordings with stakeholders who we need buy in for INSTEAD of adding another interview step to the process (major 🔑 ) ⭐ Driving alignment across the interviewing team at kick-off and throughout process There are SO many more ways to leverage this tool for optimizing efficiency, and as recruiters we all know there just aren't enough hours in the day 🤓 🙃 DM me if you are thinking about adding BH to your tech stack so I can tell you how much I love them 💖

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Week 8 post layoff I continue to progress in landing a new role - some rejections but also some very positive movement. I continue to stay busy, focus on my future endeavors and volunteer. What I worry about a lot is the impact to my colleagues and especially those on my team that were impacted. So - I want to bring some visibility to a few folks and ask if you could share within your network and let's help these accomplished sales professionals land and add value to any organization! Kristen Battle: Rochester, NY - a tenured inside sales professional with an incredibly positive attitude! Pat Coogan: Rochester, NY - a tenured inside sales professional with a can-do attitude that adds immense value to his teammates. Gretchen Luneau: Lafayette, LA - a Medical Technologist, former lab manager and tenured sales professional with distribution experience. Has amazing relationships in the Southeast Region. Emma Koob: Denver, CO - Customer/Technical Service experience in addition to Inside Sales - can get to know a customer and understand their needs. Matthew Wisotzke, MBA: Tampa, FL - Business Analytics and Logistics background transitioned into sales. Well-rounded background and ready to land in a company that will help him continue his journey! All are highly trained, team-oriented sales professionals. Let's help them land a new role that can showcase their experience and skillsets. Getting impacted in a downsizing is not a reflection of our performance - for those of you in the same boat - keep supporting each other, stay busy and keep the focus....it's easy to get discouraged - let's help continue to lift each other. There are much better options out there!!!!!!!

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After 8 memorable years, my time at Google has come to a close. Like many who have posted here, my role was impacted by the recent layoffs. While the news was a surprise for sure, it has also offered an opportunity for positive change. I've enjoyed valuable family time and this transition perfectly aligns with our move back to the SF Bay Area. I'm immensely grateful for the amazing colleagues and mentors who shaped my time at Google. You know who you are – thank you! I'm also thankful for Google's support in pursuing my MBA at Columbia Business School, a decision that continues to guide my career in marketing. This next step has allowed me to take inventory of my skills, examine my career path, and get excited about the career possibilities ahead... My strengths: ✅ Strategic messaging, positioning, and go-to-market  ✅ Data-driven marketing approach ✅ Collaborative problem-solver skilled in navigating complex scenarios with flexibility and adaptability. 🧠 Staying Ahead:  I'm fascinated by the potential of generative AI to impact the marketing function. I'm actively learning prompt engineering and staying on top of industry trends. So with that, what am I looking for? 💡 I’m Interested in: Product Marketing Manager and Sales roles in the SF Bay Area within enterprise B2B software and consumer tech. 🖐 How you can help: If you're in my network and know of open positions matching my background, please reach out! Thank you, Google for an incredible chapter. I'm excited to write the next one! 🙏🙏 🙏 #productmarketing #layoffs #opportunity #openforwork #sanfrancisco #google #columbiabusinessschool

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🚀 Exciting Times Ahead in Talent Acquisition! 🚀 🔍 Found myself flicking through LinkedIn and discovering a flurry of incredible TA leadership opportunities. From Twilio to Netflix, Calendly to Duolingo, to name a few I saw this week. 🤔 While I may not have the inside scoop on Twilio's VP of Talent role (kudos to our amazing exec recruiting team!) I promise to get back to all the messages! I've been brainstorming what a roadmap might look like If I were to apply for a Senior Leadership role in TA today. Here's a sneak peek into my playbook: 🔍 First 90 Days: The Audit Blitz >Dive deep into strategies, tools, and capabilities. >Connect with stakeholders and ALL recruiters to map out our landscape (think Venn diagrams!) What's working and what isn't? >Ensure TA's OKR's sync perfectly with our business mission. >Walk a mile in our candidates' shoes: experiencing the journey firsthand from application to onboarding. >Take all of the above and report to leadership. 🔧 90-180 Days: Building the Blueprint/Implementation >Craft, implement, and document our game plan. >Elevate the candidate experience to new heights. >Embrace automation to streamline our processes. >Develop a hiring roadmap rooted in robust workforce planning. 📈 180 Days and Beyond: Scaling for Success >Scale up, fine-tune, and expand our strategies. >Skyrocket hiring performance, elevate brand perception, and boost team morale. 💬 Calling all those in TA roles. Leadership anything you'd add? Recruiters, anything you'd like to see from leadership?

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TLDR: the main part of this post was drafted more than three weeks ago 🙈 . I failed at actively posting on LI when being unemployed (it is been 2 months since my last LI post even though I was using this platform daily). 👇 After being laid off, I decided to take some rest. And, to be honest - I didn't realise how hard it would be for me to actually wind down. Why? Because dealing with ✨ uncertainty ✨ drains lots of energy. What helped me stay grounded? Performing some small tasks on weekdays (up to 4 hours/day) so that I could stick to some "working" routine while also taking my time to rest 🛀 , do sports 🤸‍♀️ , be with my loved ones 👫 , and explore new places 🚞 . My "small tasks" were: - reviewing my CV, editing it when needed (I basically tried to run "A/B testing" to see what templates and what keywords/phrases work best so that my CV looks clear, concise and professional); - updating my LI profile with relevant working experience to ensure my profile is ✨ visible ✨ to recruiters and different recruitment platforms; - watching Youtube videos about industries that interested me;| - editing my LI notification settings 🔔 so that I would receive an email right away when 1) the company opens a role that fits my LI profile 2) the roles with the relevant job title are being published + "similar" jobs digest that LI would send me daily; - "consciously" consuming the content from industry leaders. I follow a few sales leaders who post relevant and useful content almost every day. Taking notes and saving their posts (to have them available any time I need them) helped me to memorise some good stuff better (btw, I can only memorise something if I write it down 😄 ✍ ); - doing test tasks (this one always takes lots of time!) - following up with recruiters who decided to ghost me without sharing any feedback as to WHY (?).

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What's going on in the Bay Area job market? The Bay Area job market and pay have dropped from peak 2022. Per SFGate, the good news: "Workers in the Bay Area received the highest average tech pay of any American metro." The bad news: "but also withstood the largest year-over-year drop at 15.25%." Pay decline was due to area layoffs. Comp dropped 26% for people who changed jobs in 2023, compared to no change for those who stayed put. Laid off workers often found jobs relatively quickly but for less pay: "Even among scores of layoffs, many tech workers didn’t stay unemployed for long. But their pockets felt the damage." Industries with biggest pay drops for tech workers: real estate, software, retail, ecommerce, construction and consumer products. Biggest gains: aerospace and defense. (written with 100% natural intelligence, 0% AI)

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Just applied to this, if you or anyone you know is struggling or in between jobs here’s a good start!

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Maximize your job search efficiency by categorizing your days: 📆 Focus days for deep work like interviews and applications, Buffer days for planning and logistics. A balanced approach prevents burnout and keeps you on track.

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I was today years old when I learned about Google's boomerang policy. ex-Googlers can return/boomerang to the company at their previous level within 1-2 years (depending on prior performance) without interviewing—they go straight to team matching. Cool concept and great way to think about talent. Bonus...a rotation of info and innovation walking right back in the door. Smart business. The psychological aspect for employees is fascinating too. The recent FCC ruling makes this even more interesting. Hmm...definitely pondering this. #recruiting #humanresources #innovation #inspiration #careers #boomerang #technology

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