Alix Faden

After my post on successful placements via referral a few recruiters have reached out with additional roles. If anyone’s interested let me know. I’ll keep sharing as they come through. Both are director/sr director level growth marketing roles. One based in NYC and the other based in LA If interested send me a DM Also note to recruiters- I’m noticing some of you are not taking calls with candidates who you are requesting to be connected to. Some of these candidates are passively looking and agreeing to talk to you via myself or another peer. At the least you can respect their time and mine by writing them back or scheduling a call. 🙏 #recruiting #referrals #growthmarketing

25

2 Comments

If you've distilled all the challenges with this job market, down to "recruiters are cold and lack empathy" it's time for a head check. There are so many moving parts lending to the challenges right now. 🥨 Recruiters have been disproportionately impacted by layoffs. 🥨 Internal recruiter bandwidth is at an all time low. 🥨 Applicant volume is at an all time high. 🥨 New technologies (many very bad) are being introduced to the process (both sides.) Many of these are barely in Beta. 🥨 There is a plethora of mis and disinformation on this and other platforms. 🥨 There are people and industries benefiting from the state of the market exactly as it is right now. 🥨 Companies are leveraging layoffs to pad profits and stock value. 🥨 The economy is uncertain. 🥨 Supply / Demand in the job market is extremely out of balance If you consider all of that...and still chalk it all up to "recruiters are cold and lack empathy" I don't really know what to say. Pretzel Logic 🥨 🤷🏻‍♀️ #recruiters #jobseekers #jobmarket #empathy #GoldensNuggets

52

29 Comments

👩‍🎨 Wellness Wednesday - Reflecting on Identity After Job Loss Job loss can deeply impact our sense of self. After nearly a decade at my previous company, I realized how much I tied my identity to my job and colleagues. It's been 7 months since leaving, and I'm only now embracing my new 'identity' beyond work. As someone in recruitment, I've always equated my job with who I am. However, I'm discovering that life encompasses more than just our careers and titles. Transitioning to solopreneurship has offered me valuable insights. I'm exploring my identity outside of work, delving into interests like music, art, and volunteering. If you're navigating a recent layoff and grappling with your identity, remember, you're not alone. Consider this moment as an opportunity for self-discovery, uncovering aspects of yourself you never knew existed. #WellnessWednesday #JobLoss #SelfDiscovery

39

9 Comments

Anyone know if SHRM are hiring for their PR team right now? I have a feeling they’ll need it 😂… Removing “Equity” from their DEI strategy is indeed a bold, and frankly flammable move, and people clearly aren’t happy. Here’s what we’ve gotta do about it: 1️⃣ Employers- Stop ‘requiring’ this when hiring. You don’t need it. And if you want a reframe on this if you’re asking for a SHRM practioner in your job ads you are now effectively saying you align to anti-equity principles - really want that?! 2️⃣ HR folks- stop fuelling the fire. The more you invest, subscribe, attend conferences… the more you validate and enable that behaviour. I know this is hard given 1️⃣… but make a stand where you can 3️⃣ Let’s build better- We have the same issue here in the UK with CIPD. Both stand as the only real ‘recognition’ you can earn for HR… but ask yourself, if you didnt need this to jump through job application hoops, would you want this? My guess is no. Support other orgs. Invest elsewhere. Whether thats time or money, help create that shift! 🔥 There are SO many progressive networks, communities, courses, and programmes you can invest in that will accelerate your journey, instead of taking you back to the stone age. 🤘 We’re building our own here: https://lnkd.in/e5yhxFNV But two more you should also check out and follow: 👉 Luke O'Mahoney 👉 PeakHR 👉 Learngility It’s fine to be mad at SHRM, but now you need to stop subscribing to, validating and aligning to their principles…❌ Open Org

61

14 Comments

A 30k influencer tried to sell me her mentorship a few months ago. It was wild. And bad. She avoided all questions on the price of her mentorship. She said that she'd explained everything in a Loom video that she'd send. After she makes sure I'm a good fit for her program. She was only interested in how much I earned. (I guess, to adjust the price of her program). When I got a loom video, it was outdated (e.g. name of her mentorship was the previous one). And there was no price. I reached out to ask. 'You said I'd find a price in your video?'. 'Yes, yes, but I can only reveal a price after a call. So let's book a call and I'll tell you everything. I just need to make sure you're a fit, because I'm fully booked. But I'll make an exception for you if you're a fit'. Selling call. At this point, I went through extensive dms back and forth. Watched her outdated video. Didn't get what I asked for. I have to have a call with you? I said no. She sent me a 10 min long audio message explaining how I'm missing out on chances. 😂 If you want to sell, don't sell. This is the best advice. Give value. Be super easy to work with (underestimated career skill). Be transparent. Be flexible. It's as simple as that.

14

12 Comments

I had a call yesterday with an Associate Director who had accidentally turned on their open-to-work status. Their phone had been non-stop with calls from rec2recs, internal recruiters, and people like myself. It's nice to know they took my call, and we had a good chat about the market in general. One way to feel popular 😂. But they aren't looking to leave. My point? Don’t just constantly ping over 'sales/pitch' material; add value in other ways - sharing educational insights, market trends, and relevant content. By doing this, you are seen as someone they can have an actual conversation with and enjoy speaking to. This approach fosters a deeper connection and positions you as a knowledgeable resource rather than just another salesperson. Building trust for future opportunities is crucial. You have already demonstrated a genuine interest in their profile. You know their professional/personal situation and can provide tailored advice. This positions you as someone who truly understands their needs and knows what they are talking about. Additionally, maintaining regular, value-driven contact keeps you top of mind. Even if they're not ready to make a move now, they will remember you when the time comes. This continuous engagement helps create a strong professional network where your contacts feel comfortable reaching out to you for advice and guidance. This approach also leads to referrals and valuable market insights. By asking lots of questions, you can gain a deeper understanding of what's happening in the market, which you can use to refine your strategy. In summary, building meaningful relationships through genuine interest and valuable insights, rather than just sales pitches, enhances your reputation as someone people want to speak to. #Recruitment #BD #Marketing #Strategy #Referrals #MarketInsights #MarketTrends #ColdCalling

3

Remember: Washington, D.C.'s new pay transparency law, effective June 30, 2024, mandates employers to disclose salary ranges in job postings and restricts the use of pay history. This legislation is a critical move to promote pay equity and address historical wage gaps. Employers must prepare by updating job postings and internal protocols to comply with these requirements. #PayTransparency #PayEquity #EqualPay #WorkplaceTransparency #DCLaw #HR

10

If you're in HR, People or Talent, a little bored of stale, traditional thinking around things like Employer Brand, Candidate & People Experience, and you want to find ways to start thinking differently here, check this out... 👀 Open Org are running a remote, 4-week Transparency Bootcamp in July which will give you: 🎯 Tangible templates & playbooks you can use immediately to elevate transparency & trust in your org 🎯 A framework & roadmap to design more open, transparent people & candidate journeys for your business 🎯 Blend of workshops, guest firesides, peer-to-peer learning and 1:1 time to cater for different learning styles 🎯 12-Month access to The Open Org Community as a member post-bootcamp; an incredibly supportive people community driving more progressive people practices 87% of employees want more transparency in their next role & employer. This is the future. It's time you started building that for them 🖤 More info & Spot reservation here: https://lnkd.in/eJrU2NfD

51

5 Comments

I don’t know who needs to hear this, but if you’re going on vacation…leave that laptop at home! ❌💻 Close Slack. Cancel your meetings. Set an OOO email. And whatever you do, don’t “check in.” Research shows that 65% (!) of workers have difficulty leaving work tasks alone while on PTO—leading to burnout, anxiety, and stress. Being fully unplugged while on vacation is the key to REAL rest and relaxation. And if you’re traveling with your family and friends, give them the attention they deserve by leaving work…at work. So: if you’re packing for that summer getaway, ditch the laptop. Pack sunscreen instead. ☀️ (PRO TIP: If you manage a team, you have to lead by example—don't check-in while you are on PTO!) #workculture #peopleops #HR

41

4 Comments

Ouch! Applying for hourly work shouldn't be this complicated... The #futurefowork is rapidly changing which means employers need to meet the labor market where it's at. Let's say this job at Kendra Scott pays $20 per hour. For the sake of simplicity, round up the application time to 15 minutes. This job application costs a prospective employee the equivalent of $5 in labor time. And that's for a job that's been posted for 30+ days. Who knows if they're even still trying to fill it. If you're an employer struggling to find talent -- or pure labor -- simplify your recruitment process. It's that simple.

3

2 Comments

Lowball offers are real Drawn out interview processes are real Ghosting is real Lack of transparency in RTO is real Ageism is real Women being paid less is real. Bad cultures are real Poor leadership is real Layoffs are real. But so too is the fact that you can’t control any of this You can control how you show up How you speak out And yes even be angry, mad, sad about it But then…, Choose your hard and choose what works for you And how you treat others. And how you’ll show the world your best. The world is unfair, tough and often cruel But every person has a way to impact change, even on a small scale. Less excuses and feeling that all things happen to us and more focusing on what we can do to better our lives and fight for what’s right too. This is why I coach. This is why I mentor. This is why I try to best myself and be a better manager. Ignore the black hole of despair. Or at least don’t fall in it Be a good human

111

16 Comments

6 reasons why women can be paid less than men … or the other way around Men and women don’t always have to be paid the same. Don’t get me wrong. I agree at 100% that compensation should be fair and transparent. But having the same job title isn't enough to justify equal pay. You also have to look at: 1. years in the company 2. previous experience 3. responsibilities 4. performance 5. competence 6. potential The last three are much harder to calculate. It's only when you have taken all of these ingredients into consideration that you can correctly measure gender pay gap. We've developed a simple solution to do that. Even for those "subjective" last 3 criteria of the list! → Want to know how we do it? If I see enough interest in the comments, I'll write a post detailing our methodology 😉

7

2 Comments

Can we talk about pay transparency please? I mean this on two fronts: 1. What people are paid in an org 2. How much people charge for their services On numero 1, it's impossible to know if you're being paid fairly if you don't have sight of your pay bracket and progression. When I speak about pay transparency it's not a line for line breakdown of what everyone in a business is paid, it's giving people an indicator of what to expect based on their role and what the next pay bracket up is. Getting to this point means reviewing all of your employee's pay and creating an openness for everyone in your workforce. And on number 2. I've lost count of the amount of times my day rate and project value is hard balled and negotiated down, to only then find out another consultant is paid more than me for the same thing. And I've lost count of the amount of times I've asked what a client's budget is to be told they don't have one and then told my value is out of budget. Everyone always has a budget in mind, let's just be honest about that in early conversations please? It feels like we hide behind a wall when it comes to talking about money and day rates when really, it works in everyone's favour if we could just be open and honest about what's realistic. I'm working on productising my services to try and overcome all of this uncertainty but does anyone else have any tips on it?

26

10 Comments

Hey, it's Pride Month, and guess what? LGBTQIA+ folks aren't here to be your annual diversity checkbox or your opportunity to feel good about DEI. 🌈✋ I love me a good carousel and I never get to make them quite this fabulous... 💅 So I took the opportunity to do BOTH and deliver educational content because, y'know, that's my whole deal. What you'll swipe through below is your no-BS guide to actually talking to LGBTQIA+ folks without making a fool of yourself. Pride is about combating the casual ignorance that still lurks in office chats and coffee breaks. And nothing makes me wanna square up more than hearing the utterly bizarre things cishet folks feel entitled to ask in the name of 'getting to know' their LGBTQIA+ colleagues. From prying into personal lives to making assumptions based on stereotypes—enough is enough. So here’s a radical idea: MIND YA BUSINESS 👏 . Instead of awkward questions or clichéd support, how about we treat everyone with respect all year round? Check these slides for what to drop from your daily dialogue and how to truly support your LGBTQIA+ colleagues—because being an ally isn’t seasonal. 👑

10

3 Comments

“Be your authentic selves” - quotes from many organizations, leaders, and coaches , but can you be your “authentic self” on social media without fear of misperception from your employer, colleagues, or future employers? Take a minute to read how Tiffany Waddell Tate, SHRM-SCP shared her perspective on the topic of what you see on social vs what is real life and how people have a tendency to draw a false narrative that can negatively impact an employee. True story - I experienced a leader who withheld an opportunity for me to expand my professional development with a certification that would’ve helped me deliver elevated products and resources for the business I supported - simply because this person assumed I would use it for my personal business based on what was seen on social media. What this person didn’t know (must’ve missed the post) was that my business operates based on a different model and assessment tool so having that certification would have done nothing for my business. 🤷🏽‍♀️ Moral of the story - 👉🏽 Leaders, be careful of the unconscious bias and judgements (and even envy), you create based on what may be seen on LinkedIn or other social platforms. Unless, there is malicious activity that could affect the company and their role for the company, be comfortable with employees showing up on social media, using the platform as they desire. 👉🏽 Everybody else, don’t live in fear for anyone. Of course, be wise about your choices, but you shouldn’t feel restricted from pursuing other networks & opportunities on platforms like LinkedIn simply because of the fear of perception. And if you struggle navigating these spaces, that’s what career coaches are for! Connect with one, whether that’s me or any other phenomenal, non judgmental certified professional that you feel most comfortable. I can toot my horn & the horn for many other greats! Make it a great day, everyday! 😊

7

2 Comments

Hey, folx! Wanted to share an important update with everyone. While I'm still on the hunt for my next big role, I've decided to dive into something I'm truly passionate about—animals and helping people! I've recently launched a new part-time venture, "OutPawed Odds and Oddities!" As an LGBTQIA+-owned and operated business, OutPawed is proud to be transgender-friendly and inclusive. We're also available across the United States (and, in many cases, virtually). We're not just your average pet care and errand assistance service. We're your reliable partner, ready to help with everything from vet visits to grooming appointments and dog walking to running errands. Life can be hectic, and we're here to lend a helping hand when you need it most! Just some of what we offer: 🔸Scheduling appointments 🔸Making phone calls 🔸Managing email accounts 🔸Handling travel arrangements 🔸Transcribing documents 🔸Data entry 🔸Administrative support 🔸Customer service 🔸Training 🔸Organizing files and documents 🔸Preparing reports and presentations 🔸Editing and proofreading 🔸Pet sitting, dog walking, feeding (overnight stays in some scenarios) 🔸Helping with errands 🔸Furniture Assembly 🔸Ordering supplies Of course, we offer many services. If your need is not listed, please contact us and ask about it anyway. You never know until you ask! And yes, I'm also contemplating restarting my consulting business amid the current anti-trans climate. It's a tough decision, but one thing's for sure—I'm committed to making a positive impact wherever I go! So, whether you need help with your furry babies, want to lighten your load with errands, or need a virtual assistant, give OutPawed a shout! Please like, follow, and share this page with everyone...and I do mean EVERYONE! #LGBTQIA #TransFriendly #PartTimeHustle #Pets #VirtualAssistant #LifeHappens

49

8 Comments

I've been seeing a lot of heartbreak over #relocating so I wanted to share some of the reasons why places do not or will not consider a candidate because of their location from a talent acquisition angle: 1) The company may not have legal or payroll access/setup to have workers in that state (i.e. if you live in Idaho, and they don't have payroll set up in that state, you will not be able to be paid salary/benefits - it's likely you would only be able to be a contractor as the same rules do not apply to them.) 2) Relocation funds may not be available in the budget for the role. As a candidate, would you choose a higher base salary, or relocation funds being available? Nearly everyone would choose base because that's NOT a one-time payment, so often we make the budget decision to push the base salary higher, thus limiting the candidate pool to people in the area that's supported. 3) If a company is doing return-to-office, or has a hybrid model for their jobs, that is a policy that is set across the board for everyone to mind. Is it fair to say "well, I'm in Portland and I'm talented so I deserve special treatment" when everyone who already works there doesn't get that choice? 4) If relocation funds are already scarce in this market, getting a visa or cross-country relocation is like a next-level ask in a lot of roles. Not because the company doesn't want to consider you, but because we have to prove to The Federal Government that we look every American into consideration and NONE of them stood up to how great you are. Assuming we CAN do that, because you're maybe director level or have a crazy rad resume behind you, it's a whole 'nother hurdle to GET YOU HERE. It took an additional 8 months to get my friend Kris here for his Senior Level Designer job at my last studio. We got lucky and got an H1B in the lottery, proved to the gov't he was as rad as we thought he was, but then of course they found fault with 6 other things, delaying him from a May start to November. That's a very hard ask for a team to endure that's already down a developer. I know it's hard to find a position, and even harder to find a remote one if you need it, but please understand there's so much more that goes into these decisions than just "we want someone local." Feel free to post any questions you may have, I'm happy to answer anything I can given my experience with relocating people, having remote workers, getting visas, and even bringing folks over from overseas.

22

5 Comments

This morning I saw a Women's Health article that hit perfectly on a trend we’re seeing at Sprout Family: "Gen Z Is Panicking About Their Fertility. Should They Be?" (link below) We’re finding a large portion of our active members are people in their 20s who are nervous about their reproductive health. Why are they anxious? 👥 They saw their older sisters, friends, and colleagues struggle through a multi-year fertility journey 🏠 They feel like their family-planning years are getting pushed out by a stalled economy, layoffs, and a housing affordability crisis 🤳 They’re seeing influencers and celebrities post about egg freezing, but don’t know how they would ever afford it The old advice of “don’t worry about it, you’re not trying to conceive yet” is outdated and ignores this very real anxiety. So is the answer to all rush out to freeze eggs, sperm, and embryos? Not necessarily, but it makes complete sense that Gen Z wants to take action and feel in control. A great place to start is getting a fertility test, which is a low-cost way to learn about your own reproductive health. We’re in a fertility crisis, but our ultimate goal at Sprout isn’t to solve it with painkillers like invasive and expensive procedures. We want to address it proactively with vitamins - helping our members access the knowledge, testing, and resources to understand their reproductive health earlier in life.

81

9 Comments