“Bryan Passman has been the exclusive retained executive search partner for the Cannabist Company (f/k/a Columbia Care) for the past 6 years. He has been nothing short of fantastic to work with. He’s become an expert on our business and has a strong understanding of what I am looking for (and not looking for) in candidates. Bryan listens, hears feedback, and makes adjustments in his approach accordingly. He is the best in the business at sourcing and vetting candidates. I recommend him without hesitation.”
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“Bryan is lightyears beyond any Headhunter I've worked with. He is timely, organized, and promotes open communication. I've never seen him take more that 20 minutes to reply to an email, unless he has a scheduled vacation with his family and kids (which is a plus in my book). He is genuine, in a process that is susceptible to deceptiveness. He has gone the extra mile (or ten) to create a real relationship with me throughout this process, and I will be recommending any companies I work with in the future contract him for his services. ”
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Ben Browning
£90k in 90 days If it works for rookies breaking new markets… And tech recruiters who claim their market is dead… It can work for you too. 😃 But first, your going to need to think diffferent. You have to be prepared to accept that jobs are a by-product of good BD, not the purpose. You’ll have to recognise that the vacancy is not the problem you solve, in fact, it’s a tiny part of your work. We’re going to start with the premise that you are an expert. 💪Your method is poweful and unique. 🦄 You’re approach unrivaled. Meaning, you deserve more than just “a shot”. You deserve clients that want you as their exclusive partner and prepared to pay what it takes to have you work their roles. Because YOU are the force behind turning hiring into a competitive advantage. And if you don’t do it for THEM, they’ll soon wonder where all the good talent went. And if you don’t have your process dialed in… Or you don’t believe you’re the only show in town… Then we’ll work on that too. 🏋️ That’s what it takes to be ready build a confident and consistent process for billing £90k every 90 days. ——————- Ask me about our new program. And grab the FREE course on my profile.
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Jack Whatley AI Recruitment Strategist Forbes Speaker - Author
AI can automate candidate engagement and recruitment, making your hiring process faster and more efficient. 🌟 Contact us for a personalized AI-powered staffing solution. Share your thoughts or comment if you agree! #AIRecruitment #HiringSolutions #StaffingInnovation
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🔴 Kip Knippel - Headhunter Recruiter 🔴
𝗗𝗼𝗲𝘀 𝗶𝘁 𝗳𝗲𝗲𝗹 𝗹𝗶𝗸𝗲 𝗳𝗶𝗻𝗱𝗶𝗻𝗴 𝗮 𝗻𝗲𝘄 𝗷𝗼𝗯 𝗵𝗮𝘀 𝗯𝗲𝗰𝗼𝗺𝗲 𝗺𝗼𝗿𝗲 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗶𝗻𝗴 𝗹𝗮𝘁𝗲𝗹𝘆? 𝗜𝘁’𝘀 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝘆𝗼𝘂. ZipRecruiter data shows it’s taking longer for people to secure new jobs. The pandemic slowdown has ended, and fewer people are leaving their jobs. With ghost job listings and a flood of applications for each real opening, having a recruiter’s help gives you an edge. 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀 𝗰𝗮𝗻 𝗰𝗼𝗻𝗻𝗲𝗰𝘁 𝘆𝗼𝘂 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝗮𝗻𝗱 𝗵𝗲𝗹𝗽 𝘆𝗼𝘂 𝘀𝘁𝗮𝗻𝗱 𝗼𝘂𝘁 𝘁𝗼 𝗽𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀. As a recruiter at KIP Search, we focus on finding the perfect fit for both the job seekers who come to me and the companies I work with in the tech and manufacturing sectors. If you’re ready to start a genuine job search, let’s connect and find the right role for you. #jobsearchstruggles #jobsearchtips #coaching #jobhunting #bestadvice
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Aijalon Wallace
Decoding Contingency Recruiting: Navigating the Flexible Path to Talent Acquisition 🕵️♂️ Contingency recruiting is a dynamic approach to talent acquisition that offers flexibility and adaptability in sourcing and placing candidates. Unlike traditional recruitment methods that rely on upfront fees or retainers, contingency recruiting operates on a "no win, no fee" basis, where recruiters are only compensated upon successful placement of a candidate. This model has gained popularity in today's competitive job market for its ability to provide cost-effective solutions and mitigate risk for both employers and candidates. Here's a closer look at contingency recruiting and how it works. 🔄 Flexibility and Risk Mitigation: Contingency recruiting offers flexibility and risk mitigation for employers by allowing them to engage multiple recruitment agencies simultaneously to source candidates for a particular role. Since recruiters are only compensated upon successful placement, employers have the freedom to explore different avenues for talent acquisition without incurring upfront costs or financial commitments. No Win, No Fee: In contingency recruiting, recruiters operate on a "no win, no fee" basis, meaning they only receive payment if they successfully place a candidate with the client. Candidate Focus: Contingency recruiters prioritize candidate satisfaction and engagement to ensure a successful placement. By taking the time to understand the needs and preferences of candidates, recruiters can match them with opportunities that align with their skills, experience, and career goals, leading to higher retention rates and long-term success for both parties. Client-Centric Approach: While contingency recruiters work on behalf of their clients to source and place candidates, they also act as trusted advisors and partners throughout the recruitment process. Specialized Expertise: Many contingency recruiters specialize in specific industries, functions, or geographic locations, allowing them to develop deep expertise and networks within their niche. In conclusion, contingency recruiting offers a flexible and cost-effective approach to talent acquisition, allowing employers to engage multiple recruiters and pay only for successful placements. By leveraging their networks, expertise, and resources, contingency recruiters can quickly identify and present qualified candidates to their clients, driving successful outcomes and fostering strong partnerships. Competition, candidate focus, and client-centric approach, contingency recruiting continues to play a vital role in today's dynamic job market. 🌟 #recruitingagency #staffingagency #healthcareagency #aijalonwallace #techrecruiter #technicalrecruiter #recruitingbusiness #recruitingagency
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Steven Kamali
Any #recruiters interested in starting their own business? But concerned you don’t exactly know how, need back-office support, or just find it too risky! The Staffing Agency, LLC is ready to #invest in #entreprenuers with 5-8 years of #recruiting experience from varying industries including #tech, #Ai and #crypto. Send along a message about yourself and your plans for growth. More to come. #VentureCapital #SMB #Investor #Staffing #Headhunting #HumanCapital
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David Kushan
According to a HBD article, “compared with people at low-trust companies, people at high-trust companies report: 74% less stress, 106% more energy at work, 50% higher productivity, 13% fewer sick days, 76% more engagement, 29% more satisfaction with their lives, 40% less burnout.” Here are leadership behaviors that establish trust: ➤ Recognize excellence ➤ Provide direction ➤ Enable job crafting ➤ Share information broadly ➤ Intentionally build relationships ➤ Facilitate whole-person growth ➤ Show vulnerability #Leadership #WorkplaceProductivity #HealthIT
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Sean Eggert
Breaking News: FTC Issues Landmark Decision Banning Noncompetes Nationwide! Noncompete clauses have long been criticized for stifling innovation, limiting job mobility, and suppressing wages. Nearly one in five Americans are subjected to these restrictive agreements. “Noncompete clauses keep wages low, suppress new ideas, and rob the American economy of dynamism" said Lina Khan Here's why this decision is a game-changer for organizations and employment: Pros: Freedom for Workers: Employees will now have the fundamental freedom to pursue new job opportunities, start their own businesses, without fear of legal repercussions. Promotes Innovation: By dismantling barriers to job mobility, the FTC's ruling will foster a more dynamic and innovative economy. Economic Benefits: Higher earnings for workers, lower healthcare costs, and an increase in patents demonstrate the wide-ranging positive impact this decision will have on both individuals and the economy as a whole. Cons: Challenges for Some Employers: While the ruling is a win for workers' rights, some employers may face challenges in retaining talent or protecting proprietary information. However, alternatives like trade secret laws and non-disclosure agreements offer viable solutions. Compliance Complexity: Employers will need to navigate the transition period effectively, ensuring compliance with the new regulations. Potential Legal Uncertainty: As with any significant policy change, there may be a period of adjustment and potential legal challenges as businesses adapt to the new landscape. If you are making more than $151k and under an NDA currently, don't get too excited; you are still legally bound by your NDA. Per the new rule: "existing noncompetes for senior executives can remain in force. Employers, however, are prohibited from entering into or enforcing new noncompetes with senior executives. The final rule defines senior executives as workers earning more than $151,164 annually and who are in policy-making positions." Overall, the FTC's decision to ban noncompetes marks a significant step towards creating a more equitable and competitive labor market. As we embrace this new era, organizations must prioritize agility, innovation, and fair practices to thrive in an environment where talent can truly flourish. Tell me what your thoughts and feelings are about this case, I want to hear from both sides of the argument. https://lnkd.in/gKj93kgS #FTC #NoncompeteBan #FutureOfWork #BusinessNews
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Matt Storm
Reps aren’t just for gym enthusiasts. In the world of recruiting, quality reps are essential—they're the heartbeat of our success. No one enters this field knowing everything from the start: sourcing, vetting candidates, managing relationships, follow-ups, candidate preparation, negotiations, closing, maintaining client accounts, business development, etc. Skills are built with consistency, dedication, collaboration, and a commitment to continuous improvement. Our team values every rep, whether it's honing our sourcing techniques, improving our vetting skills, or mastering negotiations. Every situation provides a chance to improve. Quality and intention matter just as much as quantity. Every quality rep is a step toward mastery. I’d wager that the concept of 'reps' applies to your line of work, too. How are you getting your reps in today? #ContinuousImprovement #Reps #Recruiting
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Clay Zapletal
Increasing your Recruiting IQ: 🌟 Unlocking the Secrets Behind OpenAI’s Success: The Sam Altman Playbook 🌟 How does one man lead a company at the forefront of artificial intelligence, ensuring innovation while maintaining ethical integrity? 🚀 Dive into the journey of Sam Altman, a visionary leader whose strategic approach to recruiting, hiring, and retaining top-tier talent has been pivotal in shaping OpenAI's groundbreaking advancements. Under Altman's stewardship, OpenAI has made significant strides in AI research, notably with the development of the GPT series, transforming natural language processing and applications across various industries. 🤖 Sam Altman's career is a great example of the power of visionary leadership and a well-crafted team. From his early entrepreneurial endeavors, such as co-founding Loopt, to his transformative role at Y Combinator, Altman has consistently demonstrated an unwavering commitment to innovation and excellence. His strategic foresight and ability to identify emerging trends have not only propelled his ventures to success but have also influenced the broader tech ecosystem. At OpenAI, Altman’s leadership is characterized by a blend of strategic vision and ethical considerations, ensuring that advancements in AI benefit all of humanity. 🌐 One of the key factors behind OpenAI's success is Altman's emphasis on the human element. 👥 His approach to recruiting and hiring is rigorous, focusing on both technical expertise and cultural fit. By creating a compelling vision and fostering an inclusive, innovative work environment, Altman attracts and retains some of the brightest minds in the field. 🧠✨ This dedication to building a strong, diverse team has been instrumental in driving OpenAI’s mission forward, ensuring continuous growth and breakthrough achievements in AI technology. 📈 Discover how Altman's unique management style and commitment to fostering an inclusive and innovative work environment have driven OpenAI's success in the rapidly evolving AI landscape. 🌟 Explore the human element behind the technology and learn how Altman's strategies can inspire your approach to building and leading exceptional teams. Whether you are a leader looking to build a dynamic team or an AI enthusiast curious about the forces driving OpenAI, this article offers valuable insights into the intersection of leadership, technology, and innovation. 🚀🤖🌐 🌟 At Medical Search Associates, our dedication goes beyond mere talent matching; we're committed to empowering your organization to realize its full potential. Our mission? To assist in your talent searches in a way that promotes the growth, education, and evolution of your organization. Reach out today (https://lnkd.in/gCRRGBmv) and discover how we can help you define and achieve your unique vision of success. 🌟 #samaltman #openai #recruitment #leadership #recruiting #linkedin
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Lou Adler
The "What's Missing Interview" could be the most interview process of all time. The idea involves using a comprehensive talent scorecard like this one - , a summary of all of the candidate interview summaries and asking ChatGPT to rank the person. As part of the ranking ask it to describe the evidence that's either too weak to be used for the assessment or if it's biased. Also, ask it and provide an assess of what's missing. The what's missing piece is what's needed before you make the candidate an offer. https://lnkd.in/gQj4UR6V Attend "Moneyball for HR!" for more great tips like this - https://lnkd.in/gVBbSA38 SHRM ADP Gallup #interviewing #hiring #jobs
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Travis Webb
Seems like a legit opportunity..... 🤷♂️. Hello A perfect fit between your background and the multi-faceted requirements of a new project my employer plans to undertake in the United States. We hope to explore potential cooperation opportunities with you. Hope to hear from you soon. How's your messaging to candidates? - Is it personalized? - Is it relevant? - Does it provide any actual value? - When is the last time you reviewed it? - Using automation? Is there an actual strategy?
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Susanna Madden
How to Improve Your Hiring Process for Executive Talent in Private Equity ⤵ Executive churn can reach 50% within 18 months, and a failed hire can cost 10-30 times the executive's base salary. Here are strategies to enhance your executive hiring process: 1. Define Clear Requirements: Clearly describe the skills and experience needed for the role to attract the right candidates and set clear expectations. 2. Leverage Your Network: Use industry connections, board members, and social media to find strong candidates who might not be publicly seeking new opportunities. 3. Partner with Search Firms: Work with firms specializing in private equity executive talent to access high-caliber candidates and promote your firm. 4. Have A Defined Culture: Highlight your firm’s culture and successes to attract top talent. 5. Implement Structured Interviews: Use a well-organized interview process to ensure fair assessment and informed decisions. 5. Involve Role Experts: Include experts who understand the role to evaluate a candidate's suitability. 6. Assess Cultural Fit: Ensure candidates align with your firm’s culture for long-term success. 7. Make Decisions Quickly: Avoid prolonged decision-making to secure top candidates promptly. 8. Offer Competitive Compensation: Provide attractive compensation packages to attract and retain top executives. 9. Focus on Onboarding and Development: Offer robust onboarding and continuous learning to integrate new hires quickly and keep them engaged. If you're looking to hire operating executives for your portfolio companies or firm, partner with experts to attract top talent. Click here to connect with us: https://lnkd.in/gnandUuj
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Dandan Zhu
In the industry of agency #recruitment, the FTC banning noncompetes in April 2024, has a decent but not earth shattering impact. Here's why I say that. In #recruiting businesses, the customary noncompete is 12 months long. For this reason, many people setting up recruitment firms have to leave their old market otherwise face the scary threat of litigation. This threat of litigation, for a new business owner especially, is terrifying. Beyond getting lawyers involved and their limitless bills, the bigger issue is the emotional toll new agency owners go through when leaving their old agency. I'd argue, the emotional toll of being labeled a thief of IP (intellectual property) is a bigger deal. For many people with self dignity and pride, being dragged through the mud is something they'd avoid even if it means financial loss. This is why many top billers have taken a whole gap year before setting up their recruiting business. Other top billers operate outside of their noncompete limits (i.e. going after new clients) then snatch up their old relationships naturally as the heat is off their back with every month passing. For me, certainly in 2016 Jan when I quit my old agency, I wouldn't DARE set up a recruitment firm in the market that I painstakingly built. If you dare to call your old clients or EVEN IF they approached you, you could be sued by these huge recruitment agencies worth hundreds of millions. They'd take you out before you even launch! Additionally, some recruiting owners/leaders are quite vindictive and will make an example of you to scare the rest of their remaining staff. It's quite possibly the nastiest element of running a recruitment biz. Now, with noncompetes banned, firms no longer can claim ownership of clients. If the client really enjoys working with the firm itself, the client wouldn't leave the firm. Firms wouldn't be so scared of noncompetes being banned if they truly were an amazing FIRM for clients to turn to. But often, that isn't the case. This is why the banning of noncompetes is finally fair. All this being said, why aren't all recruiters going to just rush out and set up their own LLCs right now? Because running your own business is STILL a crap ton of work. Most people are still better off being a highly paid w2. The marginal financial gain while not insignificant isn't worth the exponential pain of running a business to many people. And I also completely get that. So that is why I say, the banning of noncompetes moves the needle, but only a tiny bit. Just look at California with noncompetes banned for the longest time. Most agency recruiters there don't set up recruiting businesses either. Many stay an employee. That aside, another positive outcome of the ban is this: Firms will have to behave. If they treat their staff too badly or pay too low, they face the very real threat of losing their staff. What do you think? #r2r #rec2rec #sales #recruiters #headhunter #headhunters #recruiter
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Shelli Herman
I often receive requests for assistance with job searches, and if I had a nickel for every time, I would be retired. Unfortunately, we are unable to provide this because we work for organizations who are our clients. This article explains the work of a retained search firm (what we do) versus a contingency search firm. Happy Friday to all. #retainedsearch #shellihermansearch
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Rob F.
In the fast-paced world of recruitment, leveraging slow periods to build and strengthen your relationship with your recruiter is a strategic move that pays dividends when business picks up. Engaging with your recruiter during these quieter times ensures they are well-acquainted with your needs, culture, and long-term goals, which can lead to more effective and timely placements during busy seasons. Use slower periods to refine job descriptions, update your recruiter on any changes in your team or organizational structure, and discuss upcoming hiring needs. This proactive approach allows recruiters to source top talent more efficiently and have a pipeline ready when the demand spikes. When the hiring frenzy hits, your recruiter will be more attuned to your specific needs and better prepared to act swiftly, securing the best candidates before they’re snapped up by competitors. In essence, think of your recruiter as a strategic partner. Invest time and effort into this relationship during the slow times, and you’ll reap the benefits when the hiring heat is on. E: recruitment@rfarrerandassociates.com W: https://lnkd.in/gu33n6M #truckingindustry #logisticsindustry #career #hiringnow #recruitment #applytoday #rfarrerandassociates #recruitmentpartner
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Erik Mellebye-Giertsen
The debate over human versus artificial intelligence (AI) screening in hiring processes highlights challenges and advantages, particularly regarding candidate experience. AI tools like resume scanning offer efficiency but lack personalization, while human screening allows for personalized feedback but can be biased and slow. Combining AI and human screening strengths can improve efficiency without sacrificing human connection. Transparency, personalized communication, and feedback mechanisms are vital for enhancing candidate experience. As AI evolves, it holds the potential for more personalized interactions, promising a better overall hiring experience. #HumanVsAI #CandidateExperience #HiringProcesses #AIinRecruitment #FutureofHiring
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Nick Nordin
Do's and Don'ts for Salary Negotiation. With new laws and tons of online salary data, the rules have changed. Here is what you need to know. Do know your market value Prior to an initial interview, research the average salary for your position and industry. Utilize resources like Glassdoor, Payscale, Salary.com, and BridgeView’s Salary Guide, to gather necessary data to make an informed decision. Do ask for the salary range With pay transparency laws advancing rapidly, many companies must disclose the salary range in their job postings. Understanding this range from the start helps you effectively position your desired salary. Regions like California, Colorado, and New York have such requirements, with Maryland poised to join them. Do leverage recruiters Recruiters, especially from reputable agencies, generally have a strong grasp of salary landscapes in their specialized fields. Cultivating relationships with them can be beneficial as they provide insights into salary trends and guidance on contract work pay rates. Remember, my team at BridgeView is always available for a chat. Do know your walkaway number Be prepared to decline a job offer if the salary doesn’t meet the minimum pre-determined expectation. Don’t settle. While this is not easy to do, it’s better to pass than accept a salary that won’t cover your basic financial needs comfortably. Don’t be overly aggressive While it’s crucial to know and communicate your desired salary, overly aggressive demands can price you out of consideration. Aim for a salary at or slightly above the top end of the range if appropriate. If the salary your are seeking is well above the stated salary range, the role might not be suitable for you. Don’t over negotiate While there is a lot of advice about how to negotiate your salary, or why you should never accept the first job offer, the reality is this doesn’t often occur. Over-negotiating can be a turn-off for employers. If you’re clear and upfront about your salary needs from the beginning, you’re likely to receive an offer that matches your expectations without further negotiation. If the offer is lower than discussed, then it’s advisable to politely ask for the amount you originally requested. Don’t disclose current/past salaries if not required You are no longer required to disclose your current or past salary in many places due to salary history bans. Keeping this information private is your right, with 17 states and various localities enforcing such bans. Don’t focus just on the base salary Make sure you consider the entire compensation package including healthcare, retirement plans, vacation time, PTO, stock options, and profit sharing. If you’re considering a position with your dream company, flexibility on the base salary might be worth it, especially if other benefits are attractive. Always ask about salary review policies to understand potential future earnings adjustments.
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