Callum Sparkes

Attention Recruiters: Let's Collaborate for Success 🤝 At CoreStaff Solutions and WFHDeluxe, we're all about building strong partnerships to place top talent in healthcare, customer service, and IT roles. If you're a recruiter looking to expand your network and enhance your placements, let’s connect! 🔹 Why Partner with Us? Split Partnerships: Maximize your reach and success by collaborating with us. Together, we can ensure the best matches for your candidates. Daily Job Updates: Stay ahead with our updated listings of exciting opportunities, including work from home positions. Expert Support: From resume tips to assessment answer keys, we provide the tools your candidates need to succeed. 🔹 Join Our Network Expand your placement potential and help more candidates find their dream jobs. Let’s leverage our combined expertise and resources for mutual success. Ready to make a difference together? Connect with us today and let’s start placing candidates where they belong! #recruitmentpartnerships #staffingagency #jobplacements #healthcarerecruitment #customerservicerecruitment #ITrecruitment #workfromhomejobs

3

2 Comments

Here's a scenario for a candidate that I'm currently working with that is weighing up two very different roles: One opportunity is for a BD Director at a well-established company, top 3 in their market. High base and a good total comp package. The deals won't do themselves, but there's a steady flow of inbound leads and a large outbound lead gen team to book meetings. The second opportunity is high risk/high reward. It's a lower base with high commission potential the total comp would be about the same as the first opportunity. It comes with equity and if you were to believe the founder it would be a close to 7 figure payout in the next 5 years. BUT - it's a new company in a nascent area. They've closed deals, but not enough that they can 100% say there is product-market fit. They'd be responsible for self-generating all leads. Which one would you opt for and why?

4

Internal Recruiter 🤝 External Recruitment Partner Great to catch up with one of our clients on Friday out in New Jersey, well, other than trying to drive through NYC to get there and back. 🚗 Those of you who do drive in NYC traffic every day... how??? 😱 Anyway, the experience working together has been extremely smooth, and with businesses & people coming in all shapes and sizes, it got me thinking about what makes for a good relationship between Internal Recruitment & External Recruiters. Here's what I think works: - Honesty & transparency 🗣️ - Regular recurring calls (not just emails) 📞 - Real listening skills to hear what the other is saying 👂 - Us VS the problem instead of me VS you 🤝 - Understanding each other's personal goals/targets/motivations 🎯 - Openness to take on advice & constructive feedback 📝 Here's where I see Internal VS External recruiter relationships breakdown: - Deception & selective communication 🕵️‍♂️ - Misaligned goals 🎯❌ - Stubbornness & ego-driven decisions 😤 - Inflexibility to each other's needs 🚫 As I read this back, I realize this could probably apply to almost any business or personal relationship, which tells me... people are people. I can probably summarize this to say that treating each other with basic honesty & respect can generally get you quite far. 🙂

18

2 Comments

***OPEN ROLES - NO INTERVIEW - ROOM FOR GROWTH*** We are accepting applications for Journeyman FMV Analyst! https://lnkd.in/e85BvAMv REQUIREMENTS: ✅MUST HAVE TS/SCI ✅MUST ANSWER NO TO THE FOLLOWING QUESTIONS: 1) Foreign Affections: Is any of your immediate family a citizen of a country other than the United States or do you or anyone in your immediate family claim dual citizenship? (Immediate family is a spouse, parent, sibling, child, cohabitant, step[1]parents, half- and step-siblings, and step-children of the subject.) 2) Foreign Associations: Foreign Associations: Do you, your spouse or cohabitants have any continuing contact with citizens or dual citizens of a country other than the United States? (Reporting is not required if contact with a foreign national only occurs while in the performance of official United States Government business.) Foreign Assets: Do you, your spouse, and/or cohabitant have any financial interest or assets in a country other than the United States? 3) Other Than Official Government Foreign Travel: Have you visited any foreign countries since your last completed investigation that are considered HIGH RISK? 4) Personal Conduct: Has your clearance or access been suspended, denied or revoked; or have you been arrested since your last completed investigation? 5) Financial Responsibility: Have you had any bills referred to a collection agency, had your wages garnished, have any tax liens against you or filed for bankruptcy since your last completed investigation? If resolved, proof required. Accounting, Homeland Security, Aeronautics, Information Technology, Anthropology, Intelligence, Cartography, International Law, Communications, Library or Information Sciences, Computer Science, Mathematics, Criminal Justice/ Criminology, Military Studies/Science, Cyber Security/Defense, National Security Studies, Data Science and Analysis, Psychology, Engineering, Science (Biology, Chemistry, Geology, Physics), English, Sociology, Geography, Statistics, GIS, Terrorism/Counterterrorism, History, Government, Political Science

38

11 Comments

Life Sciences Job Market Update: Here's How I Can Help 💡 The life sciences industry has seen its share of restructuring lately, and unfortunately, that means talented professionals are being impacted. If you've been affected by recent layoffs, know this: there are opportunities out there, and I'm here to help you find them. 🔍 Here's a quick recap of some of the companies that have undergone changes: Big Pharma: Sanofi, Novartis, Bristol Myers Squibb Biotech: Amylyx, Tessera Therapeutics, BenevolentAI, Ultimovacs, Vedanta Biosciences, Genentech, Carisma Therapeutics What can I do for you? ❓ Targeted Job Search: I can leverage my network and industry knowledge to find roles that align with your skills and experience. Resume & Interview Coaching: Let's refine your resume to highlight your strengths and prepare you to ace interviews during this competitive time. Career Guidance: Considering a career shift within life sciences? I can help you navigate your options and explore new possibilities. Don't wait! Connect with me today and let's get you back on track. 📈 #LifeSciences #Jobs #layoffs #careershift #recruiting #network

6

I get it … You use 3-4 agencies to help with your hiring needs because you can’t afford to run short. It doesn’t have to be that way. It’s simple …. How? • Require more from your staffing partnerships • Set expectations & stick to them • Eliminate the under performing • Compare rates • Ask them to mirror your hiring processes without additional fees! If that sounds AMAZING call me. I’m your gal, 931-644-2179 📧 ahammock@q-staffing.com #staffing #qualifiedstaffing #nowhiring

15

1 Comment

Did you see the latest jobs report from the BLS? 303K new jobs were added in March and a big jump happened in the healthcare industry. Analysts say the need for highly skilled STEM specialists, due to digital transformation and tech innovation, is likely fueling that growth. Take a look at our full analysis at the link below:

2

Your interview for a manufacturing engineer role requires preparation. You will be asked questions to assess your technical skills, business sense, and operational knowledge of manufacturing processes. At Connectology, we can help you be best prepared so you can land the job. Connect with our experts today: https://nsl.ink/dwqW. #Connectology #Business #Talent #Connected #Manufacturing #Recruiting #NextLevel #ThoroughProcess #ElevatedExpectations

1

Are you keeping up with the ever-evolving landscape of healthcare services recruiting? 🌐💼 In recent years, we've seen a seismic shift in how we connect talent to opportunity, especially in the healthcare sector. With a growing demand for healthcare professionals and a competitive job market, staying ahead of the curve is crucial. Here are some of the latest trends shaping healthcare recruiting: 1️⃣ Technology Integration: From AI-powered screening tools to virtual interviews, technology is streamlining the recruitment process, making it faster and more efficient. 2️⃣ Emphasis on Soft Skills: It's not just about technical know-how; interpersonal skills, adaptability, and cultural fit are taking center stage. 3️⃣ Work Flexibility: Candidates are increasingly looking for roles that offer work-life balance, including remote work options and flexible schedules. 4️⃣ Employer Branding: Healthcare organizations are investing more in their employer brand to attract top talent by showcasing their values, culture, and employee experiences. 5️⃣ Diversity and Inclusion: There's a stronger focus on creating diverse and inclusive workplaces, reflecting the communities they serve. At Kipton Executive Search, we understand these trends because we're at the forefront, shaping the future of healthcare services recruiting. We're not just filling positions; we're building teams that drive growth and success. 🔍 Looking for a recruitment partner who gets it? Want to join a team that values your skills and aligns with your career aspirations? Let's talk. Visit kiptonsearch.com and discover how we can help you navigate the dynamic world of healthcare services recruiting. #HealthcareRecruiting #CareerGrowth #InnovationInRecruiting

3

Recruiting is a unique industry. If we are doing our job, we make our hiring managers look good without anyone knowing we were involved. So, I guess that makes us part 🥷 In polling out clients, it has been heartwarming to hear how our FSP and Staffing services has helped them succeed: 1. Expertise and Skill Match: Access to highly skilled and experienced professionals. Proper alignment of staff skills with specific project needs. Faster onboarding due to pre-vetted candidates. 2. Efficiency and Speed: Quicker recruitment process, reducing project delays. Immediate availability of staff for urgent or high-priority projects. 3. Cost-Effectiveness: Reduced recruitment and training costs. Flexible staffing solutions, such as temporary or project-based hires, to manage budget effectively. 4. Quality and Compliance: High-quality work due to experienced and knowledgeable staff. Improved adherence to regulatory and compliance standards. 5. Scalability and Flexibility: Ability to scale the team up or down based on project demands. Flexibility to bring in specialized expertise as needed. 6. Operational Efficiency: Streamlined hiring processes, allowing internal teams to focus on core activities. Better resource allocation and workload management. 7. Innovation and Best Practices: Introduction of new ideas and best practices from industry experts. Enhanced problem-solving capabilities due to diverse experiences. 8. Risk Management: Reduced risk of project delays and non-compliance. Mitigation of potential staffing challenges or turnover. 9. Networking and Industry Connections: Access to a broader network of professionals and industry contacts. Opportunities for partnerships and collaborations. 10. Employee Retention and Satisfaction: Higher job satisfaction due to proper job fit. Lower turnover rates due to better candidate matching. 11. Focus on Core Competencies: Internal teams can concentrate on strategic and high-value tasks. Less distraction from administrative and recruitment tasks. 12. Enhanced Reputation: Improved project outcomes enhance the company's reputation. Positive perception in the industry due to high-quality work. 13. Compliance with Employment Regulations: Assurance of compliance with employment laws and regulations. Reduced legal risks associated with hiring and employment practices. 14. Long-Term Strategic Planning: Ability to plan and execute long-term projects with the right talent. Better alignment of staffing strategy with organizational goals. 15. Adaptation to Market Changes: Agility to adapt to changes in the clinical research landscape. Ability to quickly respond to new opportunities or challenges. 🙏 for the feedback!!

12

1 Comment

✏ USING DATA TO MAXIMIZE RECRUITMENT ✏ At Concero, we use our industry leading talent acquisition platform to track a variety of metrics that help explain our recruitment activities to our clients. Unlike contingent agencies, we deliver these measurements to our clients via weekly reports to keep the recruiting process transparent and efficient. These data-driven updates provide clients with a real-time, honest view of prospect activity, candidate response rate, the makeup of the talent pipeline, and other valuable metrics. Concero reports create detailed activity summaries for each role, highlighting the interest levels, intentions and qualifications of candidates in the pipeline. Using these measurements, we show our clients what stage of the recruiting process each prospect is at — from identifying the talent to making our contact — as well as what number of candidates are rejected or invited to continue. For prospects that move forward, we show clients the number of candidates in each recruitment phase: “Chase,” “Screen,” and “Client Review.” Are you a potential client or candidate? Reach out here to learn more:

2

Greetings from Tryfacta, Inc. I have a new role 𝗜𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗦𝗲𝗰𝘂𝗿𝗶𝘁𝘆 𝗔𝗻𝗮𝗹𝘆𝘀𝘁 with one of our direct clients in 𝗦𝗮𝗰𝗿𝗮𝗺𝗲𝗻𝘁𝗼 𝗖𝗔𝗟𝗜𝗙𝗢𝗥𝗡𝗜𝗔. The Duration is 1 year and with possible extension. contract type is C2C/W2/1099. There is a possibility of 2 days telework after Training. Email: 𝗦𝗵𝗶𝘃𝗮@𝘁𝗿𝘆𝗳𝗮𝗰𝘁𝗮.𝗰𝗼𝗺 #informationsecurity #threatAnalysis #securityOperationsCenter #SOC #comptiaSecurity+ #Network+ #CCSP #GCIA #CybersecurityFrameworks #python #powershell #EDR #XDR #SIEM #NetworkingProtocols #c2c #corptoCorp #benchsales #w2 #1099 #onsiterole #Sacramento #california #

7

1 Comment

Recruiters and head hunters listen up!! Lots of WARN layoffs going on this summer. A few companies that are going through WARN that carry amazing talent!!! Toast VSPOne (Sacramento, California) Nordic Consulting Group Parsons Corporation SI Group Baxter Health Novant Health Wells Fargo Acorda Therapeutics, Inc. Unfortunately some companies are making the mistake of hiring career coaching firms that just point their employees to a website. "Watch this video" "Take these classes" "Here's your homework" None of it is actually helpful and infact is a huge time waster. Employees need a REAL person Most employees will be out of touch with current legal mandates and recruitment practices Most will continue to use outdated strategies None of the information is properly educational It's more than writing a decent resume Luckily, as I work with these individuals, it's amazingly clear how dedicated, talented and driven these individuals are. Job seeking isn't a one size fits all method ****************************** If your company is going through layoffs, WARN or downsizing, I can help. If you're about to lose your job and or need support in this market, let's chat. You got this. #layoffs #jobseeking #yourenotalone #topvoice

59

8 Comments

I am hiring for many Insurance Follow-Up Specialists- $23/hr, W-2, 100% remote positions. FULL TIME M-F 8-4:30 est. **Epic experience is required - 3 years and must be recent** **Must have ACTUE HOSPITAL AND PROFESSIONAL BILLING EXPERIENCE*** Resume must reflect 1. How many years of hands-on appeals experience do you have, including all the investigation required to determine if an appeal is necessary? 2. Explain your active experience in the past three years with – AR, follow up, appeals, underpayments, payor knowledge, research accounts, medical terminology. a. Does your resume reflect these skillset requirements within the last 2 years? (If not please update your resume to reflect this experience) 3. Can you provide an example of your experience with appealing denials? And resubmitting corrected claims? Underpayments? 4. Can you provide an example of a denied claim that you appealed? What steps did you take? (Please provide as much detail as possible) 5. Tell me about your experience in calling insurance companies daily checking status of past due claims? (They should know how to call BC/BS and Cigna as well as other payors to resolve claims.) 6. Tell me about your experience with using websites to check the status of multiple claims with the payors? 7. Tell me about your experience with reading an explanation of benefits? 8. Can you explain what the explanation of benefits provides? 9. Tell me about your experience with understanding medical terminology? Give examples. 10. Validate that you do not have any PTO scheduled during the first 90 days of the project. 11. Tell me about your experience in dealing with Medicare Managed Care and Medicaid Managed Care. 12. What MCO payers are you familiar with? 13. How successful have you been in collecting aged AR? 14. What is your experience with hospital /institutional claims 15. What is your backend (AR/Denials) experience working in Epic and how many years? What job functions do you do inside Epic? How were you assigned daily/weekly work to work these accounts in Epic? All resumes to Christina.Fanter@omegahms.com Please share- Thank you- MUST RESIDE IN USA-

90

13 Comments

Finding a healthcare recruiter who is genuinely passionate and dedicated to placing you in the right position is crucial for a successful job search in the healthcare industry.   1. **Research and Networking**: Look for recruiters who specialize in healthcare placements. You can start by researching online, checking out reviews, and asking for recommendations from colleagues in the healthcare field.   2. **Assess Their Approach**: Reach out to potential recruiters and have a conversation with them. Pay attention to how they communicate, their level of interest in your needs and goals, and how well they understand the healthcare industry.   3. **Ask Relevant Questions**: When speaking with recruiters, ask specific questions about their experience in the healthcare industry, their track record of successful placements, and how they approach matching candidates with positions.   4. **Seek Personalized Attention**: A recruiter who is truly concerned about placing you in the right position will take the time to understand your unique skills, experience, and career goals. They should be willing to work closely with you to find opportunities that align with your preferences.   5. **Transparency and Communication**: Look for a recruiter who is transparent about the job search process, communicates regularly with you, and provides feedback and updates throughout the process.   6. **Trust Your Instincts**: Ultimately, trust your instincts when evaluating recruiters. If you feel that a recruiter is genuinely passionate and concerned about your best interests, they are more likely to help you find the right position.   Working with a dedicated Tap Healthcare Solutions, Inc. recruiter can greatly enhance your job search experience and increase the likelihood of finding a position that aligns with your career goals. OUR RECRUITERS ARE PASSIONATE ABOUT YOU! #healthcarerecruiter #healthcarerecruitment #hiring #healthcareindustry

4

2 Comments

Robert Half research indicates this year could be all about "The Big Stay," where many workers are more reluctant to leave their current jobs than 6 months ago. Hiring and consulting expert Ryan McCarty joins FOX 19 to discuss why #hiring #jobsearch #labormarket #employmenttrends

1