Martyn Bassett’s Post

Why shouldn’t you do all the heavy lifting when it comes to hiring? Because hiring is hard. Finding the right talent takes time, energy, and a whole lot of sifting through resumes. Then there’s the actual interview process, awkward salary talks, etc. Sometimes the hire is urgent; the stakes are high and the clock’s ticking. So why are you trying to do it all on your own? You might think: “No, I don’t want to work with a recruiter! We can do this ourselves.” But bringing in a recruitment partner isn’t just about saving time. It’s about finding the right fit faster – which can really make or break a role. Here are just some of the things recruiters do: - Expand your reach: We can source the best candidates (even the ones that aren’t looking). - Simplify the process: We screen and shortlist candidates and take care of early interviews so that you only talk to the most qualified folks. - Bring useful insights: We know the market and can give you decision-making information, especially around things like salary and ideal candidates for your company’s culture. Hiring really doesn’t have to be stressful. If you think it’s difficult, then you’re probably just not working with the right people. #recruitment #workwithme #talentacquisition #leadership

Nobody will remember: - How many hours you worked - How many resumes you reviewed - How many interviews you did Candidates will remember: - Too many layers to the interview process - Their salary expectations not being met -  Getting ghosted Don't damage your hard fought employer brand. #recruitment #hiringmanagers #jobseekers

My prediction on the evolution of cover letters: Bots will be writing eloquent letters, which other bots will read and summarize for humans to ignore. Except it’s already happening, isn’t it? Hiring managers, when was the last time you actually read a cover letter front to back? More than once? When did you even give one a halfway decent skim? We have to streamline the hiring process for companies, not to overcomplicate it with outdated formalities that waste everyone’s time. Hiring managers, if you’re still asking for things like cover letters, come talk to me. Let’s dig into what you actually need to find the right candidates. I promise you, it’s not hidden in a 500-word personal essay that you’ll be too busy to read. #recruitment #hiring #ai 

🚀 We recently helped a fast-growing DTC brand, with $30M+ revenue and 100+ employees, find their first VP of Product. Check out how our top 5 candidates stack up in compensation! 💰 #ProductLeadership #SalaryInsights #DTCGrowth #ExecutiveSearch

First impressions matter. Yes, they matter for candidates – but they also matter for companies. The moment a candidate engages with your company, whether it’s through a job posting, website, or interview, they’re forming an opinion about your organization. Here’s why the initial touchpoint is crucial: Attract the Best Talent: You need a well-crafted job post. This seems basic, but it’s amazing how many companies don’t think their postings through. You have to set clear expectations right off the bat, so folks know what they’re signing up for. It’s your first chance to show why your company is the right fit. Build Trust: You have to be consistent in your communication, right from the initial outreach to after the interview. Candidates want to feel confident that they’re joining a company that respects their time.  Set the Tone: The way you handle early interactions impacts the entire recruitment process, beyond any individual candidate. If it’s a good experience, candidates will go into a role with positivity. If there are any hiccups, they might be on edge. Even if you don’t hire a candidate, you never want negative feedback circulating out there.  Remember, the first impression isn’t just about attracting talent—it’s about retaining it. Make it count. Not sure how to do this? You know we’re always here to help. #Recruitment #FirstImpressions #TalentAcquisition #Leadership #HiringProcess

Hiring for senior positions in tech is a unique challenge. The stakes are high, and the impact of a wrong hire can be significant. So, what should you focus on when filling these critical roles? Here’s the key: 1. Vision: Sure, technical chops are crucial, but at this level it’s all about vision. How do they lead teams and drive innovation? You need someone who can see where the industry is headed and steer the team in that direction. 2. Cultural Chemistry: It’s not about blending in, but about adding the right ingredient. These candidates need to fit, but they also need to level up the dish. Without them, the environment will simply not feel the same.  3. Strategy: It’s not about solving today’s problems – it’s about anticipating tomorrow’s and pivoting to meet the future. Look for someone who can navigate the complexities of the tech landscape. Hiring for these roles isn’t just a task—it’s a mission to find a leader who’ll help your company break new ground. How do you approach hiring for these senior roles? I’d love to hear.  #TechHiring #Leadership #Recruitment #SeniorRoles #Innovation

Sometimes I get people calling me, asking if I could “sell” them to a client as a candidate – even when they don’t fit the job specs. They believe that they can do the role (maybe) and that companies just need to be convinced to think out of the box. It’s worked in movies and even sometimes in real life (like Frank Abagnale Jr. from Catch Me If You Can). But in my day-to-day life? Not so much. See, my clients know who they need to hire. They have their list of must-haves. Maybe I can have some influence on this, but they’re the primary experts on their own companies. If I try to sell them on someone too far off the mark, my clients will feel like I’m not listening to them. There needs to be an immensely compelling reason for me to submit somebody who doesn’t align. So what does this mean for candidates? Well, unless you’re actually wanting to retrain in a new type of role, double down on your existing one instead. Look at the required skills on job listings. Tick more of the boxes. Upskill, educate, learn. We’ve got about three weeks left of summer, a notoriously quiet time. September tends to see an uptick in hiring after everyone gets back from holiday. It’s a great moment to do some up-skilling and be ready in September. In short, I can’t sell you. But you can make yourself sellable. 

We just came back from a long weekend in Canada. But if you work remotely most of the time, did it even feel like a break? Or did you need the excuse to get out of your house even more? I’m honestly curious.  I've seen the landscape of our industry change dramatically over the past few years with the rise of remote work. And it’s reshaping how we attract and retain talent. So far, we have: Embraced it. Remote work isn’t just a perk anymore, but a chance to attract top talent from a wider geographical pool. Upskilled our tech. We’ve gotten very good at virtual interviews, onboarding, and team collaboration.  Focused on outcomes, not facetime. When there’s nobody checking on your day-to-day productivity, you can only assess by output. That means everyone can spend more time on their own work, rather than getting caught up in micromanaging or busybodying.  Improved communication. So much can be lost when it’s remote, but it’s also a chance to get clear and direct.  On the other hand, remote work has also meant we: Get even more screen time.  Feel more disconnected.  Lose a sense of home vs work.  It’s not a perfect formula, and I’m always curious about how it can be improved. Any successful ways that remote work has been implemented into your recruitment strategy? Let me know in the comments.  #Recruitment #RemoteWork #Leadership #FutureOfWork #TalentAcquisition

We’re halfway through the summer. Crazy, right? I bet you blinked and half of it just disappeared. So what have you been doing to make the most of it? It’s so easy to get caught up in work. If you’re employed, you’re doing everything you can to further your career, or, worst case, to stay off the chopping block. If you’re unemployed, you’re focused on finding that next role and attending interviews. Either way, it’s not exactly the summers of our school days, when we had the benefit of knowing that those couple of months were safely unburdened by homework and teachers. It seemed almost endless at times, until September would roll back around. And that freedom? It was magnificent, wasn’t it? Maybe we can’t take off an entire summer as adults, but we can at least give ourselves a week, a day even. It’s so important to keep that childlike zest for life. And guess what? It’ll make your work life better too when you come into the office/hop on a Zoom/attend an interview and you’re brimming with that positive energy. Me, I’ve still been recovering from my knee surgery, so my usual activities of golfing or hiking were sadly out of the question. But that didn’t stop me from enjoying time with family and friends, laying by a pool (and doing a few lengths), reading a good book, and simply being in the present moment. We’re only on this rock for a short time, and we’re hurtling halfway through another summer. So what are you going to do with the rest of yours? #advice #recruitment #worklifebalance

Yearning for that next career move? What are you waiting for? Permission? A better job market? Skill development? Don’t bother. No one is ever going to give you permission, because people are quite happy for you to stay in your lane—especially if you’re a valuable employee in your current role or they’re your competition. A better job market will come, but who knows when. And you might miss opportunities in the meantime while others make a play for it. Skills? You probably already have more than you realize, and you’ll learn the rest as needed. If you want to cook a new dish, you only learn by making it for the first time. So go on. Do it. Take that next step, whatever it may be. Turn off Netflix and update your resume. Set your eyes on a company you always admired. Apply for that dream role (or a role that gets you closer). I give you permission. Not that you needed it. #jobhunt #recruitment #careeradvice