🚨Exciting News! 🚨 Blind Jobs has partnered with Lever! This new collaboration connects job seekers and recruiters together like never before. 🔍 💼 As a #Lever user, you can now seamlessly place your job openings directly in front of Blind's millions of highly qualified tech professionals—for free! 💰 Plus, you'll be able to attribute candidate sources and recruitment metrics in Lever. Get started - https://lnkd.in/g8j8DnmG ! #BlindJobs #Lever #Recruiting #JobSearch #TechTalent #Collaboration #hiring #techjobs
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🚀 Uncover the Dynamics of Technical Job Layoffs! In her latest article, "Why Are Technical Jobs Being Laid Off? Exploring the Reasons," Amy Adelaide delves into the intricate web of factors behind the recent surge in layoffs within the tech industry. From economic downturns and budget constraints to the impact of outsourcing, automation, and company restructuring, Amy unravels the complexities that have reshaped the employment landscape for technical professionals. Discover how global events and uncertainties, such as the recent COVID-19 pandemic, have added a new layer of challenges. Join the conversation at 1950.ai as we navigate the evolving world of technical jobs, providing you with key takeaways and actionable insights to stay ahead in your career. Click the link below to read Amy's thought-provoking analysis and be part of the ongoing dialogue. Read More: https://lnkd.in/ds8Ni3Tx #1950ai #TechIndustry #JobLayoffs #FutureOfWork #AmyAdelaide #TechInsights
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Challenging the modern day perception of recruitment. Taking recruitment from a business function to a true catalyst for growth.
A quick bit of common sense: If Bob worked for you for 15 years and is now moving on. Your company has grown four times the size in that time, the Tech stack is on the fourth iteration and your product roadmap is ongoing. Don't dust off the job spec you had 15 years ago and try to back fill Bob. The End.* *A recruiter running off to market with a daft job spec and naïve views of what is actually going to move your company forward. Isn't recruitment, that's hiring. It's an admin function designed to plug a gap (badly I might add). There is a very big difference.
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When external recruiters and internal recruiters aren’t on the same page or there is an “us vs them” mentality, the only people who lose are the candidates. Spending a decade on the internal side, I knew that I couldn’t do it all. Being a commercial/ GTM recruiter, I didn’t know a good software engineer if they came up and punched me in the face. When you are in growth mode and everything is go go go, you might not have the luxury of time to figure things on your own. When it’s done right everyone wins. Most importantly, the candidates.
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Recently I had a couple of conversations with different people who were impacted by layoffs in the media/entertainment/tech industries and are now having the same challenge: They both want a career shift (a different industry or a different field) and almost all job descriptions out there ask for at least X years of experience doing that specific thing they’re hiring for and/or Y years of experience in that industry. It’s (way) past time for hiring managers and recruiters to start looking at people’s skills, knowledge and ambitions vs if they have X or Y years of experience. A job description shouldn’t be a checklist. Once I came across this statement while reading a job description and thought it was perfect. Can we do more of this?
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| Blue Collar Recruiting | Application Tracking System| Dental recruiting | Chiropractor recruiting | Cleaning Tech Recruiters
🎉Day 3 – ⏳ Time is Money! 💼✨ As a small business owner, your time is precious. With our thorough pre-screening process, you’ll only interview the most qualified candidates. Less time sorting resumes, more time building your dream team!🚀 Know someone who could use a hiring boost? Tag them below! Let’s save them time and help their business grow. 🌟 Stay tuned for more tips all week long!✨ #HiringBenefits #TimeIsMoney #BusinessSuccess #Day3 #Hiring #ShawnDay #HireLeadChill
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The job market paradox of 2024: - Companies need to hire - No one is hiring How is job search during mass layoffs different from growth periods? Periods of growth: 1. Fewer job seekers 2. Candidates have more leverage 3. faster hiring 4. New roles in development and research 5. Specialized teams 6. Focus on new functions and product line extensions During mass layoffs: 1. Increased competition 2. higher level of employer influence 3. more time for selection 4. Limited, critical roles 5. Lean, cross-functional teams 6. Focus on service and efficiency If you understand the difference, you will get hired quickly with good compensation even in a tough market.
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15 years of Experience Helping Businesses Across Europe Scale Up Their Teams With Top Tech Talent In The Areas of Software, Cloud, Security & Data
Still hearing about layoffs (especially in Berlin) unfortunately BUT also seems that most candidates already have multiple interviews ongoing so this is good news! A few tips for candidates interviewing at all levels: - Keep your options open - by this I mean it's great to have your dream job in mind but don't limit yourself here and explore all opportunities that match your experience. It's very competitive out there right now. - Use a Recruiter (this isn't a pitch) - more often than not, recruiters will have a connection into a business that you would like to work for or have seen a job advertised. Don't get lost with the 100+ applications online. We can help your application by going directly to the hiring managers on your behalf - Enjoy it - this might seem like a strange thing to say and I understand some people's situations are more challenging than others but you do work your whole life on average 35-40 years. So don't stress 24/7 on finding a new role. Spend time with family & friends, enjoy your hobbies and most importantly, have a bit of self-care! Hope that helps and if anyone is looking for a new role or just wants a general chat on what I'm seeing in the market right now then please feel free to reach out :) #heretohelp #jobsearch
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There's so many lay-offs in Medtech / Pharma / Biotech recently, so there's so many candidates around. Why would I need to use a staffing partner? Well.... 📉 Some layoffs are due to businesses going under or running into financial trouble e.g. lower orders or lack of funding. But if you have 4 engineers, and one has to go - which one do you think leadership chooses? Your best? 2nd best? 3rd best? ⏳ Your Linkedin advert applications are through the roof. Must be a good one in there, behind all of the performance related layoffs, irrelevent/overseas applications, right? Maybe 1 or 2 in 200. Now you need to review each resume, phone screen the ones that look passable on paper, then have the manager review and interview. If you both have time alongside your da job for all this you could be a month down the line. Guess what; that 1 needle in your LinkedIn advert haystack? Signed with your competition 2 weeks ago. 🤦♂️ 👉 Attracting the best engineers and management in Life Sciences is a full-time job. All the best ones are found through proactive outreach which can take weeks and months, day in day out. Partnering with a niche agency in your space will save you time, money, costs of the wrong hire and give you a load more assurance and due diligence than you'd ever manage on your own. Be the competitor that great candidate just signed with. Get in touch today 🚀
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Spending hours trying to fill open positions - just to have the candidate ghost or leave within a few months? Hiring can take up too much time. But partnering with an industry-leading ATS can: ✅ Automate tasks ✨ Find hidden gems 📲 Keep candidates informed 📊 Track & improve your process Upgrade your hiring & find your perfect fit! See more about what Crestline did: https://hubs.li/Q02zlXtF0 #HiringTech #TalentAcquisition
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This recruiter stopped doing business development. As a result, he 10x-ed his client base. It may seem like something isn’t adding up here. But that’s because Sachin Bagri, founder of Leap Room, found a way to connect with companies hiring in his niche at scale. Sachin is on Paraform. He was one of our earliest users — he signed up before we raised funding, when it was just Jeff and I. He joined to see if he could get a few clients to grow his business. Today, he’s working on 15-20 roles each week on Paraform. And 75% of his candidates getting interviews — his candidate-focused approach is clearly working well. Sachin now spends all his time on what he loves most: connecting with the best talent and helping them level up in their careers. “Paraform is solving one part of the equation for recruiters, so we can focus on what we’re best at: finding great candidates. We immediately have access to more roles and can get more people hired.” To learn more about Sachin and his story, check out our blog post: https://lnkd.in/gYAxA84S
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Vice President @ Blind | Startups Advisor
7moThis is exciting news! Cannot wait to help Lever customers fill their roles with great candidates from Blind!