SingleSprout

Welcome to the team, Dugan Studebaker! Dugan is joining SingleSprout as our newest Recruiter. We're so excited to have you on the team! 🌱

🌱 Wishing everyone a sweet and prosperous New Year! At SingleSprout, we believe in growth - whether it’s nurturing talent, fostering innovation, or celebrating new beginnings. This Rosh Hashanah, may your year be filled with abundance, renewal, and success. 🍎🍯 Shana Tova!

Congrats to Jonathan Cohen on his 5th anniversary at SingleSprout! Thank you for all that you do, Jon. Here's to many more years of success! 👏 🌱

Your top candidate wants to brag to their family, friends, and peers about you. “Your brand is what people say about you when you’re not in the room.” – Jeff Bezos Whether it’s pillow talk, late-night calls, or casual chats with their network, what are they saying about your company? Here’s how to make sure it’s all good: 1. Get your team on the same page about why you’re special. 2. Get your best sellers in front of the candidate early. 3. Who’s going to vouch for you - customers, investors? Make sure they have a strong “why.” Because faking it doesn’t work. “You can’t fake quality any more than you can fake a good meal.” – Jeff Bezos

Celebrating wins in the office and at the ballpark! We had an awesome time last night cheering on the Angels with our Southern California team. ⚾

Sorry, but the market has shifted, and more candidates are landing big offers fast. Speed + trust = offer acceptance. We recently had a candidate give a verbal "yes," then rescind (a recruiting nightmare ☠ 👹💤). The offer process dragged on for 4+ weeks. Had the offer come in week 3, it likely wouldn’t have happened. When giving an offer, have the paperwork ready, set a quick deadline, and aim for a fast start date. 40% of candidates reject offers because another employer moved faster (Top Echelon Network). Speed is critical, but even more important is candidates KNOWING how THEY can ADD (not fit) to the mission, impact, and vision.

The best leverage a candidate has when job searching is multiple offers on the table. Candidates NEED a strong pipeline the same way companies do. Not only does it reduce the risk of depending on a single path, but it also increases your negotiating power when making career decisions. Especially in the startup world, where opportunities are abundant but competition is fierce. I'm excited to join StartupExperts for a webinar on the topic of Building Your Career Pipeline at 9AM PDT, Thursday Sept. 19th. If you're actively interviewing for jobs, this is a "can't miss." Shoutout to Director of Learning, Talent Acq Dan Snyder at Calm for planning this! Link in comments.

How did we help our client beat the competition and hire a top engineer in just 14 days? Let me tell you. We had a client struggling to hire a senior engineer for months. They’d gone through multiple rounds of interviews with other agencies, but couldn’t land the right candidate. The market is competitive, and they were losing out on talent left and right. Here’s how we approached it: Pre-existing relationships: We already had a relationship with several senior engineers who were passively looking. Using 11+ years of relationships, we were able to get quick interest from top talent. Speed: Within 48 hours, we presented three candidates that were pre-vetted for the client’s specific needs. By day 5, one of the candidates had gone through initial interviews and was ready for the final round. No back-and-forth: We kept communication personal and direct. There was no back-and-forth about scheduling or delays - everything was lined up, and the candidate felt personally engaged throughout the process. Closing the deal: In just 2 weeks, the offer was extended and accepted. The client saved months of additional recruiting time, and the engineer started quickly - ready to make an impact from day one. The client not only secured a top engineer in record time, but also commented on how the personal connection we built with the candidate made a huge difference. The candidate was excited about the role, aligned with the mission, and confident in the decision, thanks to the speed and attention we provided.

🎙️ I recently wrapped up an epic chat with my friend and fellow recruiter Natan 🌱 Fisher on nailing your startup's recruiting process. 🔥 Here's just some of what we got into: • How founders can filter out candidates early on • Why getting explicit about your culture leads to better hires • Why understanding a candidate's needs and motivators is key to a sucessful hiring outcome Give it a listen if you’re in the startup trenches or just love a good convo on early-stage hiring. 🎧 [Clip below + link to episode in the comments!] #chiefofstaff #recruiting

🚀 Join us on Thursday, September 19th at 9 AM PT // 12 PM ET for a career-changing learning event! 🔗 Register Here - https://lnkd.in/gEACX3_z 🎯 Event: Building Your Career Pipeline: Strategies for Maximizing Opportunities and Negotiation Power 📅 Date: 9/19 @ 9:00 AM PT // 12:00 PM ET Our next virtual event for our September theme, "Developing Your Career," is next week! We'll dive into practical strategies for building a strong career pipeline and boosting your negotiation power. Learn how cultivating multiple opportunities can enhance your leverage—whether you're pursuing a new role, internal promotion, or entrepreneurial venture. If you're ready to take control of your career, this session will give you the tools and mindset to succeed. 🙌 Huge thanks to our SME Natan 🌱 Fisher and Director of Learning, Talent Acq (Dan Snyder) for planning this! 👉 Don’t miss out—register now! https://lnkd.in/gEACX3_z