Donna White’s Post

Struggling to find a job in SaaS today? Here’s the thing. On the one hand, jobs are fewer, layoffs are up, and spend it tighter. Everyone has to be 2x or more as efficient as 2021. But on the other hand … literally almost every SaaS company I know doing even reasonably well is hiring. And … struggling to find anyone truly good for their roles. So finding a job may be 5x harder than 2021, but there are still a vast number of unfilled roles at just about every good or great SaaS company. So how do you get those jobs? A few perhaps obvious points, that still, I see 98/100 candidates failing / not doing: #1. Enough With the AI Job Applications Sure, use ChatGPT to improve your grammar. But everyone can see the generic job application written by ChatGPT. It’s zero effort and no one wants to hire those candidates. #2. Stop Blindly Applying in One Click to Jobs on LinkedIn etc. With Zero Effort No, this does not count as a job you “didn’t get”. Stop. Slow it down. Take 30 minutes to write a personal email on why you’d truly make an impact in that role, and send it to the CEO / VP / Director etc. directly by email. You will stand out instantly. #3. Realize You May Have to Do The Work Yourself, Not Just Be a Strategist I know you may be a bit tired or burnt, but almost no one wants to hire a “strategist” these days. They want to hire someone to do the work. It really feels like 95% of the applicants I see, even at relatively junior phases of their career, just want to either manage people or be “strategists” and not do the work. #4. Follow Up Quickly There are two ways to be great — either literally be great, or be good and hyper responsive. If you are the best engineer in the world, the best CRO, sure take a few days to get back to them. The rest of us? Respond in minutes if possible. It’s so, so easy to stand out here. #5. Don’t Tell Them The 1 or 2 Slots You Are Free Instead, just tell them you’ll make almost anytime work for the interview. Telling a potential employer you just have 1 slot free next week tells them it’s not going to work out. #6. Share Some Actual Examples of How You’d Do It Everyone says they “be great” at the role. Hooray. Share 2-3 examples of how you actually did it in your last role. I.e., make case studies … of yourself. #7. Comp Matters. But Don’t Ask About Comp Too Quickly Comp matters, and fair pay matters. But if you start asking about comp before you even understanding the job … that’s a flag, at least for most startups and scale-ups. Ask about comp. But maybe at the very end of the first interview. Not in the first 5 minutes. #8. Don’t Argue I see way too many job applicants for both senior and junior roles argue. They argue they know how to do it. No one wants to hire you. Prove you are smart in other ways. #9. Make Sure Your LinkedIn and Resume Speaks for Itself Ask 3-4 folks you trust. Would they hire you just based on your LinkedIn? If not, put more work there

I’m not the one to tell you bots are rejecting your application, because I have strained eyes or something according to my ophthalmologist (I blame looking at a gazillion resumes 1x1 for years 😅😅😅) However! Please read along and join me for the wild ride that is and will be the role of hiring in the coming years (hint: it’s changed and changing a LOT) 👀👀👀 AI recruiting technology IS a thing and is not-so-slowly emerging and getting better, quickly. I’ve used it. It’ll replace a lot of what I do, at some point, for cheaper than my salary + benefits. The role of a traditional, “old school headhunter” has been on the slow decline for years, but I’m seeing a precipitous drop in the last year+. And now, many recruiters can’t get jobs worth a darn. If I were to be laid off again, I wouldn’t expect to find another recruiter job. In two short years after being laid off myself, the market has shifted drastically and will keep doing so. This isn’t me being a doomsayer- I’m seeing the realities and I want us all to be prepared. So what can you do? What can I do? Here’s what I think: - If you have a job, ideate how to evolve the role - If you’re looking for a job for more than 3-4 months with no nibbles from employers, get really angry and sad that your career path as it was has possibly gone away. Think about what else you could do. Many job seekers I talk to are stuck in what they planned on, and it doesn’t match the current reality. I pivoted over to tech recruiting in 2019, thinking: this is it - I’m gonna be OK now. Dinner is on me, fam💰 Interesting work, and nice paycheck for my family. I was wrong. I don’t expect my job as it is today, to exist in 3-4 years. I think a lot about evolving now. If you read this far 😅 what do YOU think about the future of hiring and work? Labor supply and demand?

What does BD stand for? 🤭 Not that, cheeky. The last few months have been tough for recruitment agency owners. There’s a shortage of vacancies, lots of candidates, and waves of new AI tools – and it’s all happening in the middle of a cost-of-living crisis. Cue sad frog meme. 🐸😢 But don't sweat it, we're here to help! Business development is a well trodden mindset for SaaS companies', so we're on a mission to help recruiters level up in challenging times. Check out our recent blog "3 Things Recruiters Can Learn from the SaaS BD Mindset." Here's the link: 📎 https://bit.ly/3Pkf9MF What is BD? These guys have the answer ⬇️ #recruitment2023 #businessdevelopment

Hiring process in Tech is so f % cked up. In the last couple of years, with layoffs left and right, my feed's been flooded with posts from highly experienced engineers desperately hunting for jobs. They're not just looking for work – they're scrambling to pay bills and support their families. And what's worse? They're being slapped with the "overqualified" tag, often without a chance to explain their willingness to take a pay cut or a lower position. No discussions, sometimes even no explanations – rejected right after they submit their CVs. They are forced into this absurd dance – paying to adapt their resumes to please some robots (hello, ATS screening) and revamping their LinkedIn just to get noticed. Then there's the other side of this crazy coin. Last year, I saw too many companies that continued paying a harmfully useless employee. They have been there for a while, refuse to upgrade their skills, and produce software that's a nightmare to maintain without them. But hey, they've earned the company's loyalty, right? And they're using that trust as a get-out-of-jail-free card for every mistake and underperformance. Also, it's astonishing how many devs stretch the truth about their experience in CV. Some even go as far as using ChatGPT during interviews or paying freelancers to tackle their home coding tests. It's become a game – with insider communities where candidates share interview details so that the next one can pass. The outcome? People are landing jobs they're frankly unprepared for, leaving employers with a team that can't quite hit the mark. As a hiring manager, I've seen the chaos from the inside too. Companies are drowning in irrelevant CVs, thanks to those using ChatGPT to spam apply, so they've turned to ATS systems as their life raft. The job requirements? Sky-high and sometimes plain absurd, like demanding years of experience in tech that's barely been out that long. The interview process? A never-ending, mostly human-less marathon, topped off with pre-interview NDAs. Total fail. What we've got now is an endless, ridiculous loop. Meanwhile, the real losers are the skilled, genuinely passionate devs who are sick and tired of this circus, tired of leaping through absurd hoops for a shot. The hiring process now is about knowing a LinkedIn recommendation algorithm, prompt engineering, winning the battle with ATS, and memorizing the right answers for typical behavior and tech questions. Are you sure this is the best way to find the best-fit candidate for the team?  #hiringnow #hiringdevelopers #techcareer #layoffs #techcompany

While 2023 started with massive layoffs and continued with that trend throughout the year to cut costs, the panorama seems quite different for 2024. #talentacquisition #talent #recruitingtrends #recruiting #orabasesolutions #ai #hiring #hiringtrends #business #ceo #businessleaders

If you're struggling to get hired... this is probably why. I've seen it firsthand from multiple companies I work with... and it's only getting worse from here. I use AI as an assistant to speed up my video creation process. I've been able to (at a minimum) 2x my output on complicated videos, and 4x my output on simpler videos. But I'm not the only one. Companies are encouraging (or requiring) employees to learn and implement AI into their work, which has in most cases dramatically increased productivity. Companies who had planned on rounds of hiring are pausing because of the increase in productivity from their current staff. This is only going to get worse as AI does more and more, and requires less and less from a human. It's what will lead to layoffs, but in the meantime, it's causing a big hiring pause for a lot of people. The cure for this is to make yourself valuable outside of a typical "job". You have far more to offer the world than whatever skills got you hired in the past. It's time (now or never) to push into the various other areas of passion, meaning, and value you've kept hidden, or at least haven't taken seriously. We live in a world where it's easier than ever to share your passion, drive, expertise, values, outlook, and for sure skills with people who need them. I suggest you invest in yourself, and in getting YOU in front of an audience who wants what you have. Don't limit yourself to a "job", create an audience built around you. You're the brand. Want to work with me? solongsaturn.com

When you think of #recruiting, you rarely think of the tech stack behind it ⬇   At Salelytics, we understand that building a winning team starts with a winning tech stack. Our #talentacquisition tech tools are our secret to success, and here's how we're making the most of them:   🎯 Precision Sourcing: Our tools help us pinpoint the perfect candidates, ensuring we find the best fit for every role.   📈 Data-Driven Decisions: We're harnessing data analytics to make smarter hiring decisions and continuously improve our processes.   💼 Streamlined Workflow: Our tech stack keeps the hiring process smooth and efficient, providing a seamless experience for both candidates and our team.   💡 Innovation and Growth: We're always on the lookout for the latest in #recruitment tech, staying at the forefront of industry advancements.   When you go through over 100 #resumes a day, technology that supports you is a must, and honestly your new best friend 🤣   So next time you're going through the recruitment process, don't be afraid to lean on your tech stack, like I said, once you start using it to its fullest, it'll become your new best friend!

A friend asked me how to pitch a software company for recruitment business. He is a headhunting veteran, and I thanked him for the opportunities to share (tidying-up) my portfolios. I started with digital transformation for large corporations, targeting non-tech talents. Two years ago, I focused mainly on Software Tech (Application Development), Data, and AI for start-ups. I learned how Tech helps businesses grow. Now, my expertise extends beyond Software Tech and Data. I also work on IT Infrastructure & Security, Cloud, and Technical Support/Helpdesk positions in public sectors. There are more to discover. Handling the massive JDs (job descriptions) every day has gradually helped me understand different areas of IT. I enjoy each call or meeting with potential candidates. Thank you to those who have taught me little things that helped me catch up on my tech knowledge. Very few of us know exactly what we want to pursue, but everything we do today drives us toward our future goals. Tech has chosen me, and I follow it to unlock higher potential in myself and help you shine. Hello Tech 👋🏻

Overview SATO PROFFESIONAL SERVICES is an established recruitment agency with over 20 years of experience in The United States. We also work Internationally and we are backed up by some of the most influential individuals within the industry. We have successfully placed over 1000 candidates. Our state of the art recruitment process insures not only achievers but retention. Guaranteed!! Since we can reach across the globe to find the best Candidates as well as the Best Companies to recruit for. Finding Talent. Top Players became more technical . This is where we come in! Thoroughbreds need to run with thoroughbreds!! Our Methodology We provide recruitment services of TOP TALENT in line with international standards. Our commitment to quality facilitates the execution of each project with speed, accuracy and total client and candidate satisfaction. This is not a 9-5 company. We keep going not till we get tired instead we keep going till the task is done! We are completer-Finishers! RUSH ORDERS- Immediate fills are our specialty. I bring not only skills and experience but passion to my work. WE DELIVERT TOP TALENT!! We don't expect you to settle because we sure are not going to!! We bring you the best available in your field. GUARANTEED!!! We bring results which will show in dividends on your bottom line. Website https://www.sato.us.com/ Industry Staffing and Recruiting Company size 2-10 employees 1 on LinkedIn  Includes members with current employer listed as SATO PROFESSIONAL SERVICES, including part-time roles. Headquarters Tampa, Florida Specialties  #AutomotiveStaffing #HumanResources #talentscout , #coaching #GenerativeAI #Blockchain #DeFi #Sales #Marketing #executivesearch #executivecoaching #Finance #capitalmanagement #fintech #gdpr #ccpa #scrum #FullStack #DevOps #crm #salesforce #businessconsulting #internationalexpansion #healthcare #employeetraining #saas #Baas #Xaas #softwaredesign #mergersandacquisitions #qa #cybersecurity #globaldata # IT #Specialist

Master Your Recruiter Outreach Game. Leave 99% of your competition in the dust. In the ever-evolving landscape of recruitment in 2023, let's set the record straight: It's not about genius genes. It's not about lucky births. It's not about chasing mythical AI shortcuts. And it's certainly not about market layoffs. It all boils down to one word: engagement. Lead generation. Solving problems through it. No need to overcomplicate things. True success hinges on your outreach prowess and your precision in targeting. If you're grappling with unresponsive emails and LinkedIn InMail messages, here's the playbook: → For Clients: "Zero in on ICPs aligned with candidate upward trajectories, not lateral transfers." → For Candidates: "Prioritize upward trajectories, not lateral transfers." (And,"actually have" an ICP for them) Deliver what prospects are yearning for in their roles. Provide clients with what they're lacking in their talent acquisition strategy. Fix a problem, don´t create mere noise. #hiring #sourcers #recruiting #success