Lauren Seaton

When I was interviewing for Google in 2021, I was simultaneously interviewing at Meta. TBH, my interviews at Meta weren’t great but one of the interviewers did something really interesting… Each company had three separate interviews to assess various role related skills, problem solving, critical thinking, etc. For my first Meta interview, the interviewer pretty quickly started asking about my experience recruiting engineering roles. “Well, I, uhhhm, I think that engineering roles are interesting because, umm..” (I said something to that effect). Truth was, I hadn’t recruited engineering roles (or the type of specific roles they were referencing), and I really just didn’t have a good response for that type of question. The interviewer could have: –Called me out –Rolled their eyes –Questioned my qualifications –Logged off that call (okay that would have been extreme, but still…) But none of that happened. Instead, he kindly guided me towards a better response and said, “That’s okay, tell me about your experience recruiting for other technical roles.” Ahhh, now THAT was something that I could work with. I got back on track, had a decent response, and had a positive experience from there. But that showed me that interviews can go multiple directions. And how your interviewer responds is sometimes just as important as how the candidate responds (and you don’t have to look very far to hear horrible interview stories…) Any positive interview experience you have had recently?

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Laid off on H1B? Read this before Monday. If you’re in your 60-day grace period, your priority isn’t the “perfect” full-time role. "It’s momentum". Right now, the contract market is moving faster than FTE hiring. Here’s what contract hiring managers expect: • Immediate availability • Hands-on, plug-and-play skillset • Flexibility (hybrid/onsite/project-based) Contract ≠ downgrade. In this market, it can mean: ✔ Faster H1B transfer ✔ Immediate income ✔ No risky employment gap ✔ Access to contract-to-hire paths Stability first. Optimisation later. If you’re impacted by layoffs and open to contract or fast-moving H1B transfer roles, comment “H1B” or message me directly. Let’s move quickly and strategically. #H1BTransfer #LayoffSupport #ContractJobs #VisaProfessionals #RecruiterInsights

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📣 To Anyone Recently Laid Off: Let’s Talk About Moving Forward If you’ve recently been impacted by a layoff, I want you to hear this loud and clear: a layoff is not a reflection of your worth, your talent, or your potential. It’s a business decision not a personal failure. Still, that doesn’t make it any easier. Whether you're feeling overwhelmed, uncertain, or just plain exhausted, know that it's okay to take a moment. But when you're ready here are some steps that can help you move forward: ✅ Update your resume and LinkedIn profile – Highlight your impact, not just your duties. ✅ Reconnect with your network – Let people know you’re open to opportunities. ✅ Practice your story – Be honest but confident when talking about the layoff. ✅ Apply with intention – Quality over quantity. Focus on roles that truly align. ✅ Take care of your mental health – You are navigating a huge life transition. 💬 And if you’re not sure where to start, feel free to connect or message me. Whether I can help directly or point you in the right direction, you’re not alone in this. Let’s rewrite what comes next together. 💼✨ #layoffsupport #jobsearchtips #opentowork #careeradvice #recruiterinsights #yougotthis

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TA Notes | #4 I read this on LinkedIn recently: “Hiring is mutual discovery. Not an audition.” It challenges how we design interviews. Hiring is often positioned as evaluation, yet in reality both sides are making decisions in parallel. Candidates look for clarity, leadership, direction, and culture. Hiring teams assess capability, alignment, impact, and scalability. When the process is structured like an audition, we optimize for performance. When it is structured like discovery, expectations surface early. Most hiring failures are expectation gaps, not skill gaps. #TalentAcquisition #HiringLeadership #TAInsights #Leadership #HRStrategy #TALife

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This month marks my tenth year in recruiting 🫨 I've been a solo recruiter at a nonprofit, one of many at LinkedIn, experienced the intensity of hyper-growth at Handshake and Culture Amp, and endured the joy/pain of exec recruiting at Springboard. While I spend most of my time focused on people & stakeholder management these days, I recently had the opportunity to hire two directors from Culture Amp and dipping my toe back in allowed me to reflect on some learnings from the past decade 📝 : - 🤝 Recruiters and candidates are in a two-way relationship. We owe it to each other to show up for interviews on time, prepared, and engaged. - ❤️‍🩹 Recruiters are uniquely positioned to help someone during a vulnerable time. Job seeking is stressful, especially amidst so many tech layoffs. We can't hire everyone, but (when appropriate) we can and should give candidates feedback so they can learn and grow. - 🥅 Engaged hiring managers who co-create processes with Recruiters, share opportunities with their network, prioritize interviewing and submit detailed scorecards (on time!!!), are set up to win every single time. - 💪 AI may replace a lot of recruiting work, but people still need human connection. Great recruiters help bolster a company's brand, nurture diverse talent and develop processes to help teams do more with fewer resources. Our org may evolve with more AI utilization, but we are still an essential business function. 10 years in, I still love Talent Acquisition and can't wait to see how things unfold over the next 10!

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SOME MAY DISAGREE, but If you were part of the Amazon layoffs, please don’t spend too long on LinkedIn today. Take a breath. Step away. You don’t owe anyone productivity right now. When you’re ready, I’ve got open-source career development guides and resources linked on my profile. They’re free, practical, and created with folks like you in mind. And please hear me on this: It wasn’t your fault. People often blame themselves after layoffs, but this isn’t about your performance or worth. It’s corporate theater. You helped make Amazon what it is. You worked long hours, solved hard problems, and probably missed time with the people you love. You're what allowed Jeff Bezos to buy a superyacht. Companies may have forgotten loyalty, but that doesn’t mean you should forget your own worth. Now Amazon’s PR team will talk about “AI efficiency” or “return-to-office realignment,” but let’s be real: this was about shaping a narrative before Thursday’s annual shareholder report. The same company that’s still wildly profitable wanted to reassure investors after Q2’s “dip.” So no, it’s not you. It’s them. Take the weekend off. The job search can wait.

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#Block’s $29B acquisition of #Afterpay in Jan 2022 was an overpaid M&A miss, according to analysts and investors saying it caused significant loss of shareholder value. Now 4,000+ layoff comes. Was it because of #AI or an #expensive #nonprofitable asset?

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Recruiting scams are on the rise—and it’s honestly frustrating to see. This week, I was contacted by someone claiming to be an “executive search recruiter.” Almost immediately, the red flags started piling up: they avoided getting on a call or video interview, repeatedly pushed resume-writing services and template platforms, and gave vague, inconsistent responses. Despite my background, they still reached out—which just shows how indiscriminate these scams can be. I also strongly suspect this may have been an AI-driven interaction. There was no online presence, and when I asked about it, I was told they intentionally avoided having a digital footprint. A few important reminders for anyone navigating the job market: • Legitimate recruiting firms will never ask you to pay for their services. If someone requests a fee to help you land a job, walk away. • You don’t need to pay for a resume. There are countless free tools and templates available online—and platforms like ChatGPT can help you get started. • If something feels off or too good to be true, trust that instinct. In my case, the outreach mentioned a “referral,” which turned out to be the only accurate detail. Always verify referrals with your network and ask questions about how the connection was made. It’s disappointing that these practices exist, but staying informed and cautious can make all the difference. Do your homework, trust your judgment, and help others stay aware. Stay positive, you’ve got this!

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Q4 U.S. Job Market : A Practical Year-End View As we close out Q4 and move into the holiday season, the U.S. hiring market offered some important lessons. Hiring didn’t slow down it became more thoughtful. Across both IT and non-IT staffing, companies focused less on filling seats and more on business impact. Each hire needed a clear purpose and the ability to contribute quickly. What stood out in Q4: * Contract and project-based roles gained momentum as organizations stayed cost-conscious * Non-IT hiring remained stable, especially in healthcare, logistics, operations, and administrative functions * IT hiring continued selectively, with steady demand for cloud, data, cybersecurity, ERP, and AI-support skills * Experience and hands-on capability mattered more than titles or lengthy resumes Approval cycles were longer and expectations higher, but quality talent continued to move. As we embrace the holiday season and prepare for the New Year, Q4 felt like a reset quarter — a time for companies to plan carefully and for professionals to sharpen their skills. Key takeaway going into Q1: 
Those who are prepared with clarity, flexibility, and relevant skills will move fastest. Wishing everyone a restful holiday season and a strong, opportunity-filled start to the New Year. #USHiring #HiringTrends #Recruitment #Staffing #ITJobs #NonITJobs #ContractHiring #WorkforcePlanning #Q4Insights #Q1Hiring #TalentMarket

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Really impressed with the context of this article — it captures strong aspects of what hiring and leadership have felt firsthand. The “low-hire, low-fire” cycle created stability, but also a bit of stagnation. Now, as the market shifts, it’s forcing tough decisions — the kind that often lead to unexpected doors opening later. Having navigated both sides of this, I’m reminded that change in the workforce isn’t just about data or economics — it’s about resilience, timing, and how we choose to grow through it. Good read.

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Let's dive into the realm of transferable skills within Talent Acquisition. 🤝 In various industries, notably healthcare, a trend persists where companies seek TA professionals with precise sector experience. However, a standout TA partner goes beyond mere checkboxes. They delve into roles, requirements, and success criteria. Through research, network cultivation, and adept talent spotting, they excel even in specialized domains. While healthcare mandates specific certifications and education, adept TA professionals swiftly adapt. Yet, the crux lies in cross-industry skills. Proficiencies like effective role marketing, fostering relationships with stakeholders and candidates, influencing, negotiating, and acting decisively are paramount. Ultimately, TA embodies facets of marketing, sales, strategy, and narrative crafting, all geared towards aligning the right talent with the right roles. Why not embrace fresh perspectives and diverse backgrounds? Individuals who challenge norms and inject innovation can revolutionize outcomes. Let's shift from industry constraints and focus on the core drivers of success in this arena. What are YOUR thoughts? Share your insights! #TalentAcquisition #Recruiting #TransferableSkills #DiversityOfExperience #HiringStrategy #TALeadership

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Curious about what’s really happening in the job market? In this edition of Better Work, an economist offers a clear-eyed look at current labor trends—what they mean for job seekers and professionals, and how to adapt with confidence. Read the full newsletter for expert insight and actionable guidance. #JobMarket #CareerGrowth #BetterWork #FutureOfWork

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I've had a TA Partner reach out to me who is on the market, and they asked where I would suggest to find roles in TA. We all know LinkedIn is the go-to, but with the volume of applications on there, it can be tough(trust me I know, I have lost count for a role this week). So, instead of me giving my own suggestions, I thought I'd throw this out to my incredible global network of TA professionals 🫂❤️ Where are the best places you've found or posted TA roles, besides LinkedIn? Please drop your suggestions in the comments below! Let's help our fellow TA professionals find their next amazing role and connect them with companies that are truly hiring. Let's help each other out ❤️🫂 #TalentAcquisition #TACommunity #Recruitment #JobSearch #Networking Two places to look are the rec hub. and Ericsson and don't forget to click follow.

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I had to take a pause when I read this update. After we moved from the “Covid” Era, we entered a new Era where companies aggressively rolled out layoffs and increased workload, centralized certain functions and started to cut cost across their streams. Entering 2023, companies started mandating RTO’s because they want to bring team collaborations back and enhance connection and increase productivity through physical presence. I am ok with all of that .. but actually using technology to track employees is very similar to following a modern approach that is meant to closely capturing people everywhere they go. Do you know what this used to be called in the past ages?! If a company allows hybrid work, then as long as the employee is productive and doing the work, it does not matter if they are in the Maldives or drinking coffee in the basement. It is called “remote work” for a reason. These are only new ways to increase Burnout and stress. Why should we control people? That is the real question! Microsoft

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Indeed’s Chief Economist Svenja Gudell lets Jenny Slate in on the latest hiring trends and what the future of work could look like.

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Did you know that nearly 3 out of 4 U.S. employees have caregiving responsibilities? There are many challenges in balancing work and home life, especially for folks who are navigating being a caregiver for their child, spouse with a disability, or aging parent. To help employees thrive in their careers while supporting them as caregivers, Yelp strives to provide the benefits and structure they need to care for their loved ones and the additional support and community they need to take care of themselves, too ❤️ 🏡 Flexible Work Arrangements: Our remote work policy empowers employees with the flexibility they need. In a 2023 survey, 89% of Yelp employees felt equipped to manage both personal and work-life demands.  ❤️ Comprehensive Benefits: Yelp offers a monthly reimbursement for caregiving expenses, including childcare and eldercare services. In 2024, 30% of Yelp employees utilized this benefit, with 22% specifically for eldercare. 🧑‍🤝‍🧑 Community Support: Yelp Employee Resource Groups, like YelpParents, YelpMoms, and Yelders, provide a sense of belonging and support. These groups host workshops and events to help caregivers navigate their responsibilities. 🎉 Celebrating Caregivers: Yelp cherishes caregivers with thoughtful gestures, like care packages for new parents, complete with Yelp-branded onesies and heartfelt notes. Learn more about how Yelp is supporting its caregivers here ➡️ https://lnkd.in/gPPWzr8K #LifeAtYelp #FiveStarCareer

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