Sean McBride

TA teams aren’t stretched because they aren’t trying hard enough. They’re stretched because everything is happening at once 👇 📌 More roles 🌍 More regions ⏱️ Tighter timelines And here’s the part we don’t say out loud often 👀 Most hiring delays don’t happen at sourcing. They happen at feedback! #Unclear expectations. #Delayed decisions. #Too many stakeholders. Small fixes in feedback cycles can unlock speed across the entire hiring process. TA leaders—what’s been your biggest bottleneck lately? #TalentAcquisition #HiringReality #TalentOps #RecruitmentChallenges #HRLeadership

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I jumped into a conversation about resumes and ATS, and it served as a reminder of why empathy matters in this space. A recruiter posted the example below of a resume that didn’t parse correctly in their ATS, and I offered this perspective: “𝘛𝘩𝘪𝘴 𝘪𝘴 𝘢𝘯 𝘈𝘛𝘚 𝘱𝘳𝘰𝘣𝘭𝘦𝘮. 𝘐 𝘥𝘰𝘯’𝘵 𝘬𝘯𝘰𝘸 𝘢 𝘴𝘪𝘯𝘨𝘭𝘦 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘦𝘳 𝘸𝘩𝘰 𝘱𝘳𝘦𝘧𝘦𝘳𝘴 𝘵𝘩𝘦 𝘈𝘛𝘚’𝘴 𝘧𝘦𝘦𝘣𝘭𝘦 𝘢𝘵𝘵𝘦𝘮𝘱𝘵 𝘢𝘵 𝘢 𝘱𝘢𝘳𝘴𝘦𝘥 𝘳𝘦𝘴𝘶𝘮𝘦 𝘰𝘷𝘦𝘳 𝘵𝘩𝘦 𝘢𝘤𝘵𝘶𝘢𝘭 𝘢𝘵𝘵𝘢𝘤𝘩𝘮𝘦𝘯𝘵. 𝘐𝘧 𝘺𝘰𝘶’𝘳𝘦 𝘳𝘦𝘫𝘦𝘤𝘵𝘪𝘯𝘨 𝘳𝘦𝘴𝘶𝘮𝘦𝘴 𝘣𝘢𝘴𝘦𝘥 𝘰𝘯 𝘸𝘩𝘢𝘵 𝘺𝘰𝘶𝘳 𝘈𝘛𝘚 𝘧𝘢𝘪𝘭𝘴 𝘵𝘰 𝘥𝘰, 𝘐 𝘨𝘶𝘢𝘳𝘢𝘯𝘵𝘦𝘦 𝘺𝘰𝘶’𝘳𝘦 𝘮𝘪𝘴𝘴𝘪𝘯𝘨 𝘰𝘶𝘵 𝘰𝘯 𝘨𝘰𝘰𝘥 𝘵𝘢𝘭𝘦𝘯𝘵. 𝘗𝘭𝘦𝘢𝘴𝘦 𝘥𝘰𝘯’𝘵 𝘢𝘴𝘬 𝘫𝘰𝘣 𝘴𝘦𝘦𝘬𝘦𝘳𝘴 𝘵𝘰 𝘴𝘢𝘤𝘳𝘪𝘧𝘪𝘤𝘦 𝘵𝘩𝘦𝘪𝘳 𝘸𝘦𝘭𝘭-𝘱𝘳𝘦𝘴𝘦𝘯𝘵𝘦𝘥 𝘳𝘦𝘴𝘶𝘮𝘦𝘴 𝘵𝘰 𝘮𝘢𝘬𝘦 𝘺𝘰𝘶𝘳 𝘫𝘰𝘣 𝘦𝘢𝘴𝘪𝘦𝘳. 𝘛𝘩𝘢𝘵’𝘴 𝘱𝘳𝘪𝘷𝘪𝘭𝘦𝘨𝘦 𝘢𝘯𝘥 𝘦𝘯𝘵𝘪𝘵𝘭𝘦𝘮𝘦𝘯𝘵, 𝘯𝘰𝘵 𝘢𝘥𝘷𝘪𝘤𝘦.”* To me, this wasn’t about being combative. It was about advocating for job seekers, people already navigating stress, uncertainty, and rejection in a brutal job market. But the response I received was… surprising. My comment was met with insults, accusations, and belittlement, not from job seekers, but from the original poster. And that’s the part that stings the most. We’re supposed to be the ones setting the tone. We’re supposed to be the ones who model patience, perspective, and professionalism. We’re supposed to be the ones who remember that real people sit on the receiving end of every hiring process. If a simple, respectful challenge to the status quo triggers hostility, what does that say about how we interact with candidates behind the scenes? My stance hasn’t changed:  • A poorly designed ATS is not a candidate’s burden to fix.  • Resumes shouldn’t be punished because software struggles to read them.  • Recruiters should look at the actual attachment.  • We owe job seekers clarity, empathy, and respect. Always. Disagreement is healthy. Dialogue is necessary. But disrespect is a choice. And in an industry built on people, we can do better. Rooting & Recruiting for you, -Oscar from Linkedin 🫶🏽

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Whether you're prepping for your first interview or your next big move, the STAR method is a great way to tell your story with impact. Check out this practical guide from a recent Travelers Careers Blog. 👉 https://travl.rs/3J8bv7C #TRVEmployee #InterviewTips

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Freedom vs Flexibility: Let's talk about Remote Work. As flexible and hybrid work continues to evolve, we need to pause and ask: Are we confusing flexibility with unlimited freedom? Flexible work is not a free pass to disconnect from structure. It’s intentional autonomy—built on trust, accountability, and outcomes. It allows professionals to shape how they work best, but within a framework that still respects team goals and business priorities. As an HR leader, I’ve seen flexibility do beautiful things—empowerment, better work-life synergy, and renewed commitment. For businesses, it fosters engagement, improves retention, and boosts productivity—but only when the system is not abused. 📌To employees, I say: flexibility is a gift. But it’s also a responsibility. Let’s use it to thrive, not slide. Be visible. Be reliable. Be accountable. 📌To my fellow HR leaders and line managers: let’s design flexibility that works. Let’s coach our people, not just police them. Let’s build cultures where freedom is not about doing whatever, but about owning your outcomes. The future of work isn’t just flexible—it’s intentional. Let’s honour the balance. #HRLeadership #FlexibleWork #FutureOfWork #WorkplaceCulture #EmployeeExperience #HybridWork #TrustAndAccountability #MondayMotivation #toyintalkstalent #t3network #t3torchbearers #t3torchbearersacademy #talent #career #talentmanagement #careercoaching #TheTalentGuide #CareerFit

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You’ve tried applying non-stop. Now try applying with intention. This simple daily routine helped me shift from scattered effort to focused progress: 1️⃣ Morning Focus ✅ Review 5-10 roles ✅ Tailor your resume ✅ Apply to 2-3 jobs that actually fit ❌ No more scattergun applying 2️⃣ Mid-day Growth ✅ Take a short course ✅ Connect with 5–10 LinkedIn pros ✅ Request 1–2 informational interviews ❌ Skip the passive scrolling 3️⃣ Afternoon Prep ✅ Follow up with recruiters ✅ Research company culture ✅ Practice 5–10 interview questions ❌ Stop the last-minute cramming 4️⃣ Evening Reflection ✅ Adjust your plan ✅ Track what worked ✅ Set clear goals for tomorrow ❌ Avoid random hustle Small, intentional actions → Big results Repost if someone in your network needs this too. I’ll be sharing one step every Tuesday to support your job search journey. Which block will you try first? Drop it below 👇 #jobsearchtips #careeradvice #dailyroutine #jobapplications #networkingtips #linkedinstrategy #interviewprep #goalsetting #jobhuntstrategy

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🚨 PSA; Applying isn't enough.. The best candidates don’t just apply: ▪️ They follow up. ▪️ They find the hiring manager, send a short note, and make a human connection. It’s not pushy, it’s proactive. And it’s the difference between being one of 200 applications… and being remembered. #TalentAcquisition #JobSearchTips #CareerAdvice #RecruiterInsights

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If you’re job searching, your next job may come from a person, not a posting. You can apply to 200 jobs and hear nothing…then have one conversation that changes everything. Someone who remembers your name. Someone you connected with. Someone you helped, supported, or interacted with. Someone who heard you say, “I’m exploring new opportunities.” This last one is what did it for me- thanks to Kyle Ajjan! 😊 Humans hire humans. Referrals move faster than portals. “Hey, I heard you’re looking” is more powerful than “Thank you for your application.” So yes, keep applying. But also: speak up. Share your story. Let people know what you’re searching for. Your next opportunity is probably one conversation away. Don’t hide behind applications. Put yourself in rooms, conversations, and communities where opportunity actually lives. Don’t know how to start your “Looking for new opportunities” post? Use this 5 part formula: 1. Who you are (profession + specialization). A short, clear identity statement. Format: “I’m a [TITLE] specializing in [SKILL/FOCUS].” 2. What roles you’re targeting. Be specific so recruiters know where you fit. Format: “I’m seeking roles such as [ROLE 1], [ROLE 2], or [ROLE 3].” 3. What value you bring. A quick impact statement or top strengths. Format: “I bring experience in [SKILL], [RESULT], and [INDUSTRY/TOOLS].” 4. What locations or work formats you’re open to. Remote / hybrid / onsite + cities if relevant. Format: “Open to: Remote or Hybrid (DMV-area preferred).” 5. A simple call to action. Make it easy for people to help. Format: “If you know of teams hiring in this space, I’d love introductions or referrals.”

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It’s time for Tip #3 in my series: “How to Catch a Recruiter’s Eye” 👀 If we haven’t met yet—hi there! My name is Lorry and I’m the Sr. Talent Acquisition Specialist at Global Partner Solutions, I’m here to help job seekers stand out in today’s competitive market. Let’s dive in! 1.    Tailor Your Résumé for Each Role A generic résumé is like showing up to a potluck with plain toast—it technically works, but it won’t leave a lasting impression. To really stand out (and get past both recruiters and applicant tracking systems), tailor your résumé to each job you apply for. How to spice it up: Use the job description as your guide—mirror the language and pull in relevant keywords… Use industry-relevant terms throughout your profile, think along the lines of “Lean Manufacturing,” “ERP Systems,” “Kaizen,”. Highlight measurable results: “Improved on-time delivery rate by 22% through streamlined production planning.” Keep formatting simple and ATS-friendly—skip the tables, fancy fonts, or graphics that confuse resume scanners. 2.    Engage on LinkedIn Having a LinkedIn profile is great—but being visible is even better. Active engagement builds your personal brand and puts you on recruiters’ radar. Here’s how to show up: Comment on and share posts from leaders or companies in your field. Post your own insights, lessons learned, or recent achievements. Follow recruiters and hiring managers in your target industry. 3.   Check your email and reply Recruiters frequently reach out via email with job opportunities—don’t miss them! Make it a habit to check your inbox (and spam folder) regularly and reply promptly. A timely response shows professionalism and interest—and can help you stay top of mind. A polite, professional note can open doors you didn’t even know were there. I hope these tips help you feel more confident and empowered in your job search. Stay tuned for next week's tips on using strategic keywords to boost your visibility. And remember: Keep showing up and shining. You've got this. 💪✨

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Mindful Monday ona Tuesday…..Jobseekers, be careful out here… I received a second “recruiter” email—sent from a Gmail account, no company name, no clear role, just a broad message asking me to share my career goals. 🚩🚩🚩Networking is powerful, but so is protecting your professional brand. If it feels off, it probably is. 💡 Quick tips if you get one of these: ✔️ Check the email domain (legit recruiters rarely use Gmail/Yahoo/Outlook) ✔️ Look for specifics (real outreach will reference your background, a company, or a role) ✔️ Verify the sender (search LinkedIn/Google) ✔️ Don’t overshare (hold your resume/personal info until you confirm they’re real) Job hunting is already tough—don’t let suspicious emails add to the stress. Stay sharp. Stay safe. Now, go be great or whatever!! #JobSearch #CareerTips #ScamAlert #LearningAndDevelopment #TheAccidentalCoach™

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Be careful not to burn your bridges. As a recruiter, I've reviewed 1000s of applications. Many of the names are similar. I forget most of them. But there are a few names I will NEVER forget. And no, it's not because they were stellar applicants. I remember the ones who were highly unprofessional or who cussed me out because they didn't get the job. As soon as I see the name, even years later, I know exactly who that person is. If you behave inappropriately, it will be remembered. It doesn't matter if you reach out to different people in the company to try and get hired later on. I can almost guarantee your original recruiter has already documented the situation in their ATS or with HR, and you'll be blocked from working there every time you apply. Don't be that person that blows up at a recruiter because you didn't get the job. It's not worth it. Even if the recruiter deserves it (that may be the case sometimes), it's still not worth it. That recruiter won't always be there, but your name will always be in the system and attached to whatever notes the recruiter leaves behind. Best wishes to all job seekers out there. #talentacquisition #recruiting #jobseekers

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Asking the same questions every other candidate asks isn't doing you any favors in your job search... If you want to stand out in an interview, it’s not just about how well you answer questions, it’s about how well you ask them. I’ve interviewed hundreds (if not thousands) of candidates over the years, and I can tell you this: The ones who left a lasting impression were the ones who asked thoughtful, creative questions...not the same generic ones that every other candidate memorized from a Google search. We’ve all heard the classics: -What are the first 90 days like? -How does the company define success? -What’s the career path for this role? There’s nothing wrong with these questions, but when everyone asks them, they don’t make you memorable. Instead, consider reworking your approach: -“A year from now, when we’re celebrating my success in this role, what are the biggest wins we’ll be talking about?” This shifts the focus from vague performance expectations to specific success metrics, while also showing confidence and a long-term mindset. -“What’s something your best employees do differently than everyone else?”' This gives insight into what truly drives success at the company and helps the candidate understand how they can set themselves apart from day one. -“If you could change one thing about your company culture overnight, what would it be?” This opens the door to an honest discussion about company culture—both its strengths and potential challenges—beyond the typical polished answers. The best candidates don’t just seek information—they create a conversation. They show confidence, personality, and the ability to think differently. Next time you’re in an interview, ask yourself: Am I asking the same questions as everyone else? If so, it might be time to shake things up.

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