Peter Ludden

I recently came across Recruit CRM, and this agency-centric ATS + CRM is really something else, external recruiters in my network this one is worth a look! I've had recruiting friends complain about Bullhorns manual inputs and updates - Recruit CRM was built early on with AI in mind in ways that actually make sense for agency use-cases. My personal favorite - the smart candidate matching is spot-on; able to break down candidate skills and profiles into the relevant reqs. It integrates smoothly with all your go-to apps and features a robust Boolean search to pinpoint top candidates. You can also filter candidates by skill or location and get real-time insights with custom dashboards. If you're looking beyond legacy solutions and have needs that've evolved beyond a spreadsheet; definitely worth seeing a demo with them: https://lnkd.in/gRrtVGkf #recruitcrm #recruiters #recruitmentsoftware #applicanttrackingsystem

10

1 Comment

Alright, let's unpack the seismic shift poised to hit the recruiting industry and the market for recruiters if the FTC's proposed ban on noncompete agreements goes through. We're looking at a tsunami of opportunity that could reshape the landscape. 1. Tidal Wave of Talent Mobility: The end of noncompete clauses means workers can jump ship whenever a better opportunity waves from the horizon. This isn't just a trickle – it's a floodgate opening. What does this mean for recruiting? A golden age. The market for recruiters will boom as companies scramble to snag top talent in a suddenly fluid marketplace. Recruiters will become the navigators in this new, wild sea of career opportunities, helping talent land on the shores of better pay and better positions. We're talking about turning the labor market into a worker’s market—where the power shifts to the paddles of the employees. 2. Sparking Innovation and Entrepreneurship: No noncompetes? No problem. Say hello to a surge in startups and a wave of innovations. Freed from contractual chains, expect to see an exodus of talent from stagnant corporate gigs to nimble startups hungry for disruption. For recruiters, this is like being a kid in a candy store. The need for talent acquisition in rising enterprises means more business, more connections, and, importantly, more impact. They'll be the bridge connecting visionary founders with the dream teams that will fuel their growth. 3. Competition Gets Ferocious: With companies no longer able to lock talent down, the arena becomes gladiatorial. This is where skilled recruiters shine. They'll be the sought-after strategists, the ones crafting the talent acquisition tactics that companies need to outmaneuver their rivals. This isn't just recruitment; it's high-stakes headhunting, where the prize isn't just filling a slot but profoundly empowering a company's competitive edge. #noncompetes #recruiting #hiring

75

35 Comments

Klaviyo went public last September and continues to grow aggressively! They have over 100 jobs listed on VentureFizz (the link to jobs is in the comments)! So, what are the inside tips on How to Land a Job at Klaviyo? Kyle Cabral (he/him), Principal Executive Recruiter, shares all the details! In this video, he covers: * The details on Klaviyo * What they look for in a candidate * Klaviyo's interview process * How to stand out during the interview process at Klaviyo * Why Klaviyo should be on your radar #boston #hiring #jobtips

38

3 Comments

My first ever Waymo, courtesy of a fund I met. I rarely make such a bad impression that they'll pay to get rid of me. Full marks for creativity! I love tech so much - this is one of the highlights of my San Francisco trip. #founders #startups #venturecapital #buildinginpublic #investinginpublic More at unbundled dot vc.

73

22 Comments

A standard approach to new hire equity for public tech companies is a new hire grant ~2x the refresh grant, followed by annual refreshes, all with 4-year standard vest. The problem with this approach is the big drop off in vesting in Year 5 — in effect, you’re signaling to employees that’s the time to leave. How can we avoid this cliff? A simple way to accomplish this goal is with the combination of a front-loaded new hire grant and ratable refreshes. The key drivers to make this program work are: Front-loading the NH grant — this helps eliminate the cliff in year 5 Reducing the NH grant multiple — this also reduces the cliff, and lowers total spend Moving to 3-year vests — this pulls more vesting value forward Notice this actually saves the company money too. When we lower our new hire multiple from 2.0x to 1.5x, should we be worried it’s less attractive to the candidate? I think no, for a very specific reason: people rationally discount future value. Check out my full post below. 👇 And this isn't the only solution - how else can you adapt your stock comp design to minimize cliffs? #compensation #totalrewards

137

23 Comments

The world is shifting...you can too ⚡️ After this last layoff, It was abundantly clear that my 25 years of recruiting, TA and leadership in the startup world wasn't going to easily yield another "Director of Talent" "Head of Talent" or "VP of Talent" role that had been so in demand for the majority of my career. It was more than obvious it was time to shape-shift, transform, reinvent myself to remain valuable and relevant in this fast changing reality. Watching others lose their confidence and edge while slogging away at a long soul sucking job search in a challenging market, didn't scare me, it inspired me to do something different. I've always loved innovation and new technology, probably why I've been knee deep in early stage startups for 20 some odd years. Surely I could leverage my entrepreneurial spirit, community participation, vast recruiting expertise and desire to always be at the crest of the wave and relevant in "the conversation" to create value in this chapter. So I started reaching out to new talent tech founders and offering free advisory. OMG 😱 Free Work 😱 Horrors upon horrors Well...I believe in proving ROI before asking for the I....that may be super shocking in this day and age...but it's an edge for me. 🤷🏻‍♀️ So a few months in and I've talked to MANY founders. I am very passionate about talent tools being built with talent expertise in the discussion. I've helped pivot product design, external messaging and better connect the solution being built with the right problem and understanding it the way WE do. Now I have testimonials from founders who have validated my position as an Ambassador / Consultant / Advisor. Check them out and my booking link so you can get me in the mix. I go beyond just advisory and I support your launch to the market. Thank you Mason Fuerst founder of Motiv and Molly Wheaton founder of EarnBetter for allowing me to be in the conversation. TA and REC veterans and leaders, if you know it's time to pivot but you're not sure how...check out my coaching links. I can help. #talenttech #recruiters #techadvisory #startups

23

9 Comments

【Minimum Wage vs. Automation Debate】 $20 hour minimum wage in California and this is how McDonald's responded. The debate around minimum wage and automation centers on how these two forces interact and impact the job market, particularly for low-skilled workers. Does minimum wage increase automation and cut jobs? 1) Incentivizes automation: Businesses may be more likely to automate tasks if the cost of human labor (especially repetitive, low-skilled tasks) increases due to a minimum wage hike. This could lead to job losses in sectors susceptible to automation, like manufacturing or fast food. 2) Disproportionate impact: Low-skilled workers in automatable jobs might be especially vulnerable to job displacement caused by automation spurred by minimum wage increases. There are some counter arguments too: 1) Automation creates jobs too: While some jobs are lost, automation also creates new ones, often in sectors like maintenance, design, and data analysis. These new jobs, however, may require higher skills than the replaced ones. 2) Minimum wage's impact unclear: The overall effect of minimum wage on automation is a complex issue with ongoing research. Some studies suggest a minimal impact on overall employment. Additional factors to consider: 1) Job retraining: Equipping workers with skills needed for new, automation-driven jobs is crucial to minimize job displacement. 2) Higher wages, higher spending: Increased wages from a minimum wage hike can boost consumer spending, potentially creating new jobs in other sectors. Overall, the minimum wage and automation debate is nuanced. While there's a chance minimum wage increases could accelerate automation in some sectors, the full picture considers job creation, retraining efforts, and the broader economic impact.

2

Recruiting during the summer? Zig when others zag. I've heard this advice often in the #startup world and it goes for recruiting as well. In general, there are better times of the year for hiring, but hiring off-season has advantages. Off-season would be Thanksgiving through New Year's Day and June through August. For all the obvious reasons. (This post focuses on U.S. based recruiting. Our experience of recruiting in Europe during summer is completely different.) Q1, early Q2 and September/October are times when people are generally more open to making a career move and more likely to be actively looking. If you are doing direct recruiting and not relying on job boards, therefore, not limited to candidates who are actively looking, you can ignore some of the conventional thinking on the timing of when to recruit. If you're willing to work a little harder, you can land some of your most successful hires during a time when others are relaxing their efforts. If you're going after passive or elusive potential candidates, you may need to be more persistent and compelling during the summer and holiday seasons to make contact and get their attention, and willing to add extra time to the process to account for vacations, both for job candidates and for hiring teams. If you are relying on job boards, the advantage to recruiting during the off-season is that you may have less competition for the candidates who are looking during these times when many companies have slowed down hiring. Also in the current economic climate, there may be more people than usual who are continuing to actively look during summer. One caution for B2B sales recruiting is that in Q3, top sales talent* may be less likely to leave their current job if they have a large year-end bonus and/or commission on the line (and many of the best ones do). The closer to the end of the year, unless a potential employer is willing to wait until Q1 for the person to actually start work, the more complicated it is to get someone to leave. We've found ways around it, but it's taken ingenuity and flexibility. On the other hand, one of my favorite times to recruit for Q1 sales hires is during Q4. We get out ahead of the Q1 recruiting onslaught and top sales candidates who would have been heavily pursued in Q1 have already signed the employment offer with our client, even if they wait for Q1 to actually give notice and start the new role. I'd love any input from your experience, even if you disagree. And always willing to have a conversation if you have a specific situation you need insight or advice on. *CRO and VP Sales recruiting will likely have a different timeline and consideration factors.

59

32 Comments

86 HR pros I talked to now save 2+ hours per week updating JDs thanks to Ai. I'm hosting a public roundtable so you can do the same. In this roundtable, your peers will share how they are using ChatGPT to save hours of time when creating, updating, and enhancing job descriptions. 𝗬𝗼𝘂'𝗹𝗹 𝗴𝗲𝘁: 💎 Real world use cases of how ChatGPT is being used in comp for JDs 💎 Do’s, Dont’s, and best practices for using ChatGPT for job descriptions 💎 Sample prompt database for ChatGPT 💎 After webinar summary guide These are the same strategies we used while building MOSH JD for busy HR teams. If you are an HR or compensation professional keeping track of 50+ jobs, this webinar will help you save hours each week. 𝗥𝗦𝗩𝗣 𝘃𝗶𝗮 𝗹𝗶𝗻𝗸 👇 & 𝗰𝗼𝗺𝗺𝗲𝗻𝘁 on this post to share!

9

1 Comment

Initialized Capital's 𝗦𝘁𝗮𝗿𝘁𝘂𝗽 𝗧𝗮𝗹𝗲𝗻𝘁 𝗦𝘂𝗺𝗺𝗶𝘁 is 2 weeks away! Whether you've been deep in a search for multiple months or are just kicking off your job search, the current labor market makes 𝘵𝘩𝘦 𝘱𝘢𝘵𝘩 𝘵𝘰𝘸𝘢𝘳𝘥𝘴 𝘳𝘦-𝘦𝘮𝘱𝘭𝘰𝘺𝘮𝘦𝘯𝘵 𝘥𝘢𝘶𝘯𝘵𝘪𝘯𝘨, 𝘧𝘳𝘶𝘴𝘵𝘳𝘢𝘵𝘪𝘯𝘨, 𝘢𝘯𝘥 𝘥𝘦-𝘮𝘰𝘳𝘢𝘭𝘪𝘻𝘪𝘯𝘨. We want to help. In addition to connecting with hiring companies, we'll be offering tactical resources for navigating the labor market, networking for maximum impact, and vetting startups for alignment. In his talent talk, "𝘽𝙤𝙤𝙢 𝙤𝙧 𝘽𝙪𝙨𝙩: 𝙎𝙩𝙧𝙖𝙩𝙚𝙜𝙞𝙚𝙨 𝙛𝙤𝙧 𝙇𝙖𝙣𝙙𝙞𝙣𝙜 𝙏𝙚𝙘𝙝 𝙅𝙤𝙗𝙨 𝙞𝙣 𝘼𝙣𝙮 𝙀𝙘𝙤𝙣𝙤𝙢𝙮," Jesse Chor, founder & ceo of TANDA will share insights on the market and offer tailored advice for putting your best self forward. Join us in person on 𝐌𝐚𝐲 𝟏𝟓. Our summit has something for job seekers at every stage of their job search and career. Space is limited. Reserve your spot here: https://lnkd.in/g_nDPjWi 𝗕𝗮𝘀𝗲𝗱 𝗼𝘂𝘁𝘀𝗶𝗱𝗲 𝗼𝗳 𝘁𝗵𝗲 𝗦𝗙 𝗕𝗮𝘆 𝗔𝗿𝗲𝗮?  Check out the virtual pre-summit 𝘽𝙤𝙤𝙨𝙩 𝙔𝙤𝙪𝙧 𝙎𝙪𝙘𝙘𝙚𝙨𝙨 session on May 9 in partnership with Hue. Link in comments 👇🏽  #StartupJobs #JobSeekerSupport #StartupReadiness

24

7 Comments

Recruiting Ops and Enablement are often widely used terms but not the same. Unsure of what your org needs? Check out this helpful chart and definitions from Growth by Design Talent's Mike Joyner. #recruitingoperations #recruitingenablement #talentops

48

3 Comments

Great points by Amir. However, the key to remember here is that "The AI we are using right now is the worst AI we will ever use." what comes next will impact/enhance the industry further.

7

4 Comments

Are we hitting the bottom yet? Tech job losses in the Bay Area have decreased, with a 3.9% decline in jobs the year ending March 2024, compared to a 5.2% decline in 2023. However, the trend of Bay Area tech layoffs continues into 2024 with 11,000 jobs lost in the first three months. https://lnkd.in/dhNYNKK4 #hiring #jobs #layoffs #tech #BayArea

3

State of #vc #funding from #Crunchbase Hi, Scott. Typically, when a venture-backed #startup raises a follow-on round, the size of the investment and the company’s valuation go up as well. One expects a Series D round, for instance, to be larger than a Series C. Another bump usually occurs should the company secure a Series E. Lately, however, sequential rounds aren’t always getting bigger, a review of Crunchbase data suggests. Plus, the AI holding company catching Microsoft’s attention (and money), and three tips to improve employee engagement.  What shrinking Series E rounds tell us As companies that last raised funding in a bubblier investment climate secure fresh capital, they’re often reporting rounds that are smaller than prior ones, our analysis shows. Is that a bearish or bullish indicator, and what does it tell us about the state of startup funding today?

1

Steve Bartel and I released a new podcast episode! This is an important episode that will help you learn about how AI tools are going to change talent acquisition. Steve shares what AI use cases people think will create the most value. He also shares insight into how recruiters can leverage AI and follow-ups to increase response rates up to 50%. Check out the episode on The Breakthrough Hiring Show.

7

1 Comment

SignalFire's Annual State of Talent Report has arrived! As always, the report is packed with insightful data for you to delve into. As we've seen, the tech landscape has changed dramatically over the past three years. Here are three key points from our report: 🌐 Data indicates that Austin's tech headcount has surged by 44% since 2019. As a result, this city — which I consider the greatest city in Texas, based on my experience as a previous resident — continues to be a tech hotspot. 🤠 🌆 Meanwhile, despite its high living costs, NYC continues to attract tech relocations. After all, who doesn't love NYC? 🗽 💡 Despite the discouraging media portrayal, Silicon Valley remains at the forefront of AI and machine learning, boasting a wealth of expertise and talent. 💻 Click on the report linked in the comments section or below for more in-depth insights! Special shout-outs to Asher Bantock, Head of Research and Heather Doshay, Partner, at SignalFire for leading the efforts on this incredible report!

22

1 Comment

Ladders ran an eye-tracking study and found recruiters spend only 7.4 seconds reviewing a resume. They also figured out what works best for resumes ⤵️⤵️⤵️ - Use a simple layout, with clear formatting elements - Job titles and employers should always be bolded - Use "F" or "E" patterns (Bold header + sub bullets) - Ensure you have lots of whitespace (eg, no paragraph) - Do not have a keyword section - use keywords in context - Critical info must be on page 1 of your resume Remember: recruiters review tens of thousands of resumes. They have processing habits. You need to FIT INTO those habits. Any departure from regular format leads to a huge risk of being overlooked. Do not optimize for being "sorted into the review profile." Optimize for getting an interview. That's the real conversion outcome you need to exhibit your skills and experience.

42

7 Comments

Founders - what will your equity comp policy be? Will your company always compensate at the 50th percentile of the band? Will you go above that for specific key hires? Or maybe whole functions like Engineering will start at the 75th percentile? Setting this sort of compensation philosophy can seem a bit much at the earliest stages. And I sort of agree - you shouldn't just be taking the general guideline for hires 1, 2, or 3. Those negotiations are much more art than science. But pretty quickly, you get into the land of comp bands. From the data below, your choice of compensation philosophy can have major impacts on your equity offers and your option pool size. If founders gave each of the first 5 hires the 50th pct equity grant (based on more than 8,000 equity grants over the past year on Carta), they would part with 3.62% of the company in total. If you continue down the 50th pct column to employee 10, that's 4.75% of the company all in. Is that...good? bad? Too much or too little? Really hard to say! If instead you are generous with early employee equity, you'll need a bigger pool pretty quickly. Everyone receiving a 75th pct grant in the first 10 employees totals 11.61% of the company. That's already higher than the usual 10% option pool for pre-seed startups (although you probably won't be hiring 10 people before you raise funding). Hopefully this sort of benchmark layout gives you a sense of the landscape for early employee equity. There is no "right" way to build your initial team and keep them incentivized. However, it has been pretty cool to watch the 50th pct equity grant creep upwards over the past few years. Smaller teams with slightly larger equity grants per team member has become the new default in building startups and I'm here for it. Hope you close your first hires this weekend! #cartadata #equitycompensation #first10hires #startups #founders -------------------- Zero-sugar, probiotic, sparkling startup data. Brighten up your email inbox with fresh insights from us every Thursday - sign up using the URL in graphic below!

216

49 Comments