Sign in to view Chris’ full profile
or
New to LinkedIn? Join now
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
Sign in to view Chris’ full profile
or
New to LinkedIn? Join now
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
Greater Seattle Area
Sign in to view Chris’ full profile
Chris can introduce you to 10+ people at iMatch Technical Services
or
New to LinkedIn? Join now
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
11K followers
500+ connections
Sign in to view Chris’ full profile
or
New to LinkedIn? Join now
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
View mutual connections with Chris
Chris can introduce you to 10+ people at iMatch Technical Services
or
New to LinkedIn? Join now
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
View mutual connections with Chris
or
New to LinkedIn? Join now
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
Sign in to view Chris’ full profile
or
New to LinkedIn? Join now
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
About
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Articles by Chris
-
5 Essential Tips for Recruiting Success During the Holiday Season
5 Essential Tips for Recruiting Success During the Holiday Season
I love recruiting in November and December. Sure, there are drawbacks, which I’ll get into in this article.
35
2 Comments
Activity
11K followers
-
Chris Stiemert shared thisHiring in a down market? When the market’s out of balance, hiring quality degrades. The failure modes just shift depending on who has leverage. In 2021, companies chased candidates. Speed beat judgment. Titles and comp drifted because they had to. Now it’s flipped. Volume is high, signal is low, and it’s easy to confuse selectivity with quality. Different market. Same problem. If you haven’t hired much in a down market, now’s a good time to review your talent strategy — your process, priorities, and where your bar actually sits. For teams with real runway and conviction, this is a rare window to hire deliberately instead of reactively. The pendulum always swings back. #FutureOfWork #Hiring #Technology #TechHiring #SeattleTech
-
Chris Stiemert shared thisAre you thinking about a new role? The job market is inefficient right now. There’s a lot of noise, ATS funnels are overloaded, and it’s hard to know which jobs are actually worth applying to. I’ve been building — and updating daily — a list of 10,000+ open roles across ~1,000 U.S. companies, mostly tech and tech-adjacent. Many of these roles have been open longer than expected. The point is simple: conversion matters more than volume. Applying more doesn’t help. Applying smarter does. Candidates: Fill out a quick request here and I’ll follow up with a custom view of the open roles that best match what you’re looking for — including guidance on where and when to apply: 👉 https://lnkd.in/gwWFD7GT If this is relevant to someone in your network who’s considering a move, feel free to share. Companies: If you want a focused snapshot of your market — including role supply, timing, and competitive context — you can request that here: 👉 https://lnkd.in/gmmVzVX3 I’ll keep adding companies and roles and sharing what I’m seeing as this evolves. Links are safe — the app was built with bolt.new
-
Chris Stiemert shared this‼️ Introducing Custom Talent Bar Diagnostics ‼️ When I was running internal TA teams, I was obsessed with one thing: How do we keep our talent bar high as we scale — so the company actually gets better, not just bigger? Every planning cycle, the same question came up: -How do we know if our bar is rising or drifting? -Are we adding true senior IC density? -Are we hiring for capability or simply capacity? -Does our hybrid/on-site strategy strengthen or weaken our competitiveness in Seattle? These are hard questions to answer from the inside because so many variables move at once — headcount pressure, leveling inconsistencies, interview load on top performers, remote vs. Seattle-specific expectations, and retention patterns that are easy to miss in real time. That’s why I built something I always wished I had internally: Seattle Talent Bar Diagnostics A fast, external read on your engineering org — delivered in under 24 hours. The goal is simple: Give leaders in Seattle clean, objective signal on how their team is showing up in the market — and whether talent density is trending up, flat, or down. Your diagnostic includes: -A read on your actual talent bar trajectory -Real vs. perceived senior IC depth -Strength across backend, infra, ML/AI, and security -Hybrid/on-site competitiveness within the Seattle commute radius -Where hiring friction may appear in 2026 -Where a senior-focused Seattle partner can accelerate production-critical roles If you're building in Seattle and want an external read, you can request a custom diagnostic below: 🔗 https://lnkd.in/gYpYbExs
-
Chris Stiemert posted thisHiring hybrid or onsite engineers in Seattle in 2026? I’ve spent the last six weeks going deep on what’s actually happening in this market — and I’m now publishing weekly data to cut through the noise. Being back in the office with iMatch Technical Services has been energizing. The market is unpredictable, but the one constant is this: running a high-quality search is still hard. Harder, even. The old recruiting value chain doesn’t work anymore — you have to operate further upstream to deliver real value. That’s where I’m focused. I’m now releasing weekly, Seattle-exclusive talent reports designed for the teams truly competing for senior IC talent here — not mega-caps, not remote-only, not national averages. On my Partner With Me page, you’ll find: • Seattle Engineering Talent Report Weekly supply, demand, bar height, and hybrid/onsite feasibility. • Seattle Private Company Tech Hiring Index An anonymized view of private companies actively scaling engineering. ~100 companies today → 200 next week → 500+ by year end. Built for: CTOs, VPs Engineering, Directors, and founders building hybrid/onsite engineering teams and planning for 2026. Access both reports here: 👉 https://lnkd.in/gdAyssZr Fixing a few link issues this week — thanks to those who flagged it. If you want a custom cut of the data for your 2026 plan, just reach out. #SeattleTech #EngineeringHiring #TalentData #iMatch
-
Chris Stiemert posted thisI’m thrilled to share that I’m starting a new position as Client Partner, Engineering Talent Solutions at iMatch Technical Services! After years leading internal recruiting across high-growth SaaS and AI companies, I’m taking what I’ve learned inside and bringing it back to the agency side — excited to collaborate with a wider range of teams building ambitious products and scaling strong engineering cultures. At iMatch, my focus is Production AI recruiting — helping companies hire the people building real systems: ML Engineers, Infrastructure Engineers, and platform teams turning research into production. I’ve learned that the best outcomes happen when there’s transparency and real choice — for both clients and candidates. The market’s noisy right now, and it can be hard to tell who’s truly scaling and who’s already stretched thin. My role is to bring clarity — helping people see what’s real and make confident, informed moves. And yes — if you’re reading this, there’s a good chance I’ll be calling you soon 🙂
-
Chris Stiemert shared thisHello Friends! I'm thrilled to share some exciting news with all of you – I'm boomeranging back to Skilljar as the Director of Talent Strategy & Operations! It truly feels like coming home. 💙 A huge thank you to Ashley for this incredible opportunity to be part of Skilljar's highly strategic and impactful talent and people team. 🙌 🌟 Skilljar's dedication to achieving long-term results and making a real difference for our customers is genuinely inspiring. Being customer-centric isn't just a buzzword here; it's a way of life, and I couldn't be prouder to be part of this journey. Right now, we're hiring a Manager of Infrastructure Engineering, and you'll get to work with one of my all-time favorites, Abdel! 🤩 Ping me if you're interested! JD: https://lnkd.in/g36W9wGd #Skilljar #BoomerangHire #DreamTeam #WeAreHiring #TalentStrategy #CustomerCentric #ExcitingTimes #CustomerEducation
-
Chris Stiemert shared thisFeeling renewed after Clearbit's first Friday! Having an extra day to fully disconnect allowed me to (a) extend my trip to see my parents and (b) spend all day Friday diving into my new passion of making pizza! #clearbitfirstfriday
-
Chris Stiemert shared thisWe have an exciting opportunity for a Recruiter to join our team at Clearbit! Job Description: https://lnkd.in/gY78v9HH If you are a recruiter who wants to do more, who wants to learn how to build a high-performing TA function, this is the opportunity for you! We have many roles to fill, but we also have an opportunity to reimagine our entire recruiting infrastructure. Interested in employment branding and recruitment marketing? We need help with that. Passionate about creating a fair, consistent and inclusive hiring process? Help us ensure that diversity is at the core of everything we do as a recruiting team. Want to get more experience with recruiting metrics beyond time-to-fill and cost per hire? Yep, we’re going to do that too! There is so much to do that I’m having a hard time sleeping…. can’t wait to wake up in the morning. Join Tiffany Thompson (she/her), Sierra Hogan and myself and let’s do the best work of our lives! Bonus Points: Mojito joins every recruiting team meeting :)
-
Chris Stiemert shared thisChris Stiemert shared thisSkilljar is hiring SE's!! - Come work with us and join the team! We are looking for people who are okay with being fully remote in a hyper growth company, with competitive salary and benefits. This role will participate in technical co-selling with the Skilljar sales team. Being forward thinking, flexible, and open to change is a must! In this role, you will discover and design technical solutions and deliver product demonstrations throughout Skilljar’s customer buying cycle. Among other teams, you will partner closely with Sales, Implementation, and Product, to be the technical link between our Sales Representatives and their prospects. Additional Info about Skilljar: Skilljar is the leading enterprise customer training platform, transforming the way organizations onboard, engage, and retain their customers. Trusted by leading global companies like Zillow, Slack, Tableau, Liberty Mutual, Cisco, Verizon, and U-Haul, Skilljar provides the essential tools and foundation for successful customer and partner engagement and enablement. Send me a DM or apply directly on our careers page:
-
Chris Stiemert liked thisChris Stiemert liked thisThere’s an interesting pattern emerging right now. At the same time companies are announcing layoffs, restructuring GTM teams, and tightening operating margins… my inbox is suddenly full of vendors explaining why my renewal costs are about to increase because they’ve added AI capabilities to their platform. Every platform now has: * AI copilots * AI workflows * AI summarization * AI forecasting * AI agents * AI assistants And somehow everyone reached the same conclusion simultaneously: “we need to change our pricing model.” Here’s the problem. Most SaaS categories are rapidly collapsing into each other. Platforms that once owned a very specific niche are now overlapping functionality across sales engagement, conversation intelligence, enrichment, automation, support, CS, analytics, enablement, and workflow orchestration. At the same time, internal teams are building their own AI-assisted processes faster than ever: * automating reporting * reducing manual operations * consolidating workflows * eliminating swivel-chair work * decreasing dependency on point solutions So from the customer side, every renewal conversation now becomes: “Why do I still need this platform specifically?” Especially when: 1. Your differentiated functionality now exists in 5 other tools we already own 2. Your new AI features increase my costs instead of reducing them 3. My organization is actively being asked to cut spend while proving operational efficiency The SaaS market spent years optimizing for expansion revenue and platform sprawl. AI is forcing the opposite conversation: * consolidation * utilization scrutiny * margin accountability * proving actual operational value I don’t think most vendors fully appreciate what the next 12–18 months of renewals are going to look like. Because customers aren’t just evaluating whether your AI features are “cool.” We’re evaluating whether your platform deserves to exist in the ecosystem at all.
-
Chris Stiemert liked thisChris Stiemert liked thisGreat culture inside regulated organizations means that compliance is baked in as the right thing to do, not just an exercise that people endure. I believe that compliance isn't just a cost center, it's a huge value unlock for the organization. When firms make that leap, everything improves: operational efficiency, employee morale, customer trust, and - yes - the bottom line. So how do you transform compliance into a competitive advantage? Through candid conversations with seasoned CCOs across different firm types, I have seen five critical pitfalls that repeatedly trip up new compliance leaders when they embark on this journey. More on this below 👇Why New Chief Compliance Officers Become the ‘Department of No’ Before They Even Have Time to UnpackWhy New Chief Compliance Officers Become the ‘Department of No’ Before They Even Have Time to UnpackJamie Hoyle
-
Chris Stiemert liked thisChris Stiemert liked thisOver the last year, #Pindrop has been tracking the explosive growth of AI-driven attacks across the enterprise. In our Q1 research, we reported a 1,210% increase in AI fraud activity in 2025 and this continues upward trajectory with Q1 data (1390% increase!). This signals the shift to AI attacks accelerating far faster than traditional attack patterns. But numbers only tell part of the story. A core part of our R&D efforts is helping enterprises understand what these attacks actually look like in practice — how deepfakes are showing up inside hiring pipelines, IT helpdesks, customer operations, and executive workflows. That’s why we just launched our new industry briefing: 💡 The Six High-Cost AI Attacks Every CISO Needs to Know (https://lnkd.in/g8MfnZr3) Built with insights from the Pindrop CISO Deepfake Defense Council and leaders across Fortune 500 finance, healthcare, and tech, the report breaks down the AI-driven attacks creating the biggest operational and reputational risks right now. And next Thursday, we’re taking the conversation live. 🎙️ Join me with Michael B., Amanda Landreth, MBA, and Christine Kaszubski Aldrich as we decode these attacks with real-world examples, practical lessons, and candid conversation from teams navigating this every day. ⚡ Power 30 minutes. Real talk. Real enterprise use cases. Save your spot 👇 https://lnkd.in/g5y2T2x5
-
Chris Stiemert liked thisChris Stiemert liked thisTwo months into my role at EverCommerce, and it's time to start building out my team. The learning curve here is steep in the best possible way, and I'm looking for people who are excited to jump in. We're building the foundations of Customer Operations from the ground up, across an entire portfolio of businesses, alongside some of the most talented people I've worked with. Every week looks different, and the opportunity to grow is genuinely endless. 📊 Customer Data & Insights Analyst — This person will build the data foundation that powers everything we do: churn visibility, retention analytics, health scoring, and the dashboards our CS leaders rely on to make decisions. If you love turning messy data into clear insights and want your work to directly influence revenue, this is your role. 💡 Strategy & Operations Analyst, Customer Success — This person takes those insights and helps our CS, Implementation, and Support teams act on them. Think process design, operational cadences, cross-functional alignment, and being a trusted partner to our CS leadership. If you're a structured thinker who thrives on execution, let's talk. Both roles are high-visibility, high-impact, and will have a real seat at the table from day one. Bonus: We're also hiring a CX Enablement Manager — a role I'll be partnering with closely. If onboarding, training, and scaling customer-facing teams is your thing, check it out. If any of these sound like you — or someone you know — I'd love to connect. Links to the JDs in the comments.
-
Chris Stiemert liked thisChris Stiemert liked thisYears ago, when I was VP of Sales at Clearbit, I hired Jasmine Sabba as my director early on and we built the SDR and BDR teams from scratch. The role looks pretty different today than it did then. Most of what we used to ask reps to do wasn't really the job. List-pulling, research, routing, qualification context, chasing follow-ups. 10 to 20 hours a week of prep before any human conversation happens. Coverage ratios slipping below 3x. Reply rates at all-time lows. Quotas going up. That's the part AI can actually do. What it can't do is the conversation. Picking up the phone and getting someone to engage. Asking the question the form didn't think to ask. Reading whether an account is real or not. None of that gets better with more automation. And it's not just an SDR problem. Hot inbound landing at 11pm on a Saturday with nobody to engage. Dormant accounts nobody reworks. Event no-shows that just sit there. Every one of those is CAC you already paid for, sitting there because nobody has time to work it. There's a much bigger opportunity here than "AI SDR." Three weeks into 11x. That's the bet I'm here to make.
-
Chris Stiemert liked thisChris Stiemert liked thisMy job search isn't going to necessarily look like anyone else's, but one thing I've started to find is that it helps me to do it "out loud." There can be a lot of shame surrounding being out of work, and searching for a job can feel like an incredibly lonely endeavor if you let it. So, I'm simply refusing to be quiet if I find something that might be of help to my fellow job seekers. I've always been someone who processes my thoughts through writing. It's why I started college as a music composition major (not enough lyric writing for my taste though) and ended as a journalism major. This article came out fully formed for the most part after having a number of conversations with other friends and colleagues navigating their own job searches. Some themes started to coalesce that felt too important to keep to myself. I've had many opportunities in my career to speak to audiences and counsel individuals on careers because my work has intersected with workplace topics so heavily. One thing I came back to again and again was that if you managed to forge a new path or find a new way, you had an obligation to "draw a map" for other people. So, here's just a piece of my job searching map if it's helpful to you. (Link to full article on Substack in first comment) And, I'd be remiss if I didn't thank some of the people making my job searching endeavor less lonely - remember to reach out to your people: Sonia Schechter, Seena M., Carol S. Grant, Britt Provost, Melissa Peterman, Divya Kakkad, Brooke Shepard, Leslie Feinzaig, Ruchika T. Malhotra, Ian Flatt, Amanda Schnieders, Scott Martin, Jen Hubley Luckwaldt, Adam Sheppard, Amelia Ransom, SPHR, Barnaby Dorfman, Kasey Fleisher Hickey, Nichole Marsano, Wendy Brown, Matt Law, Toby Bochan, Laura Krinock, Courtney Deimel, Samuel Sunderaraj, Mikaela Kiner, Aparna Rae, CMO Coffee Talk Community, Julija Noskova, Katie West Slevin, Larry West
-
Chris Stiemert liked thisChris Stiemert liked thisToday was my last day at Hightouch. It's been a good year of shipping lots and lots of code. The AID team is probably the smartest group of engineers I've ever worked with. I'm proud to have been a part of this team and to have shipped the predictive traits suite of features during my time. The future holds some exciting developments - I can't wait to share whats next!
Experience & Education
-
iMatch Technical Services
****** ******** ****** *********
-
*********
******* * *********
-
********
********* ****** ******** * **********
-
******* ********** **********
********** ****** ********* undefined
View Chris’s full experience
See their title, tenure and more.
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
Honors & Awards
-
Seattle Business Magazine Top 100 Companies
Seattle Business Magazine
#20 on Seattle Business Magazine's list of top 100 companies to work for in Seattle.
-
Q1 2014 Impact Award Winner
Trulia
Recommendations received
19 people have recommended Chris
Join now to viewView Chris’ full profile
-
See who you know in common
-
Get introduced
-
Contact Chris directly
Other similar profiles
Explore more posts
-
TechIntelPro
5K followers
Juicebox raises $80M at an $850M valuation to scale its AI outbound recruiting platform, helping businesses identify and reach top candidates before they ever apply - https://lnkd.in/dj6gYGFu "Recruiting is going through its biggest shift in decades, and most teams haven't caught up yet," said David Paffenholz 🧃, CEO at Juicebox. #RecruitingTech #AI #HRTech #TalentAcquisition #TechIntelPro
1
-
Nelson Connects
137K followers
Most recruiting pipelines don’t fail at the beginning. They stall in the middle. Interview coordination, stakeholder alignment, and approval cycles often introduce more delay than sourcing itself. Nelson Connects helps streamline recruiting workflows so strong candidates maintain momentum throughout the process: https://bit.ly/4v1gvi3
1
-
Crintell Technologies
420 followers
🔍 Why Searching Directly on Job Boards Finds Better Candidates Than Using Aggregated API Searches In today’s fast-paced recruiting landscape, automation is essential—but not all automation delivers the same value. If your recruiting team is relying on aggregated API searches provided by job boards, you might be leaving high-quality candidates on the table. Here’s why searching directly within a job board’s native platform yields more relevant candidates than consolidated or API-based searches. 🧠 1. Native Search Algorithms Are Smarter (and Evolving Faster) Each job board (like Dice, Monster, CareerBuilder, or Indeed) invests heavily in fine-tuning its internal search engine. These platforms continuously optimize results using proprietary algorithms that factor in: Search behavior patterns - Resume freshness and engagement metrics - Keyword-context matching - Real-time profile activity When using a job board’s own UI, you benefit from all of this. But when accessing resumes via an API, you get a watered-down, generalized dataset—often lacking these contextual layers. 🔍 2. APIs Are Limited by Design While APIs are convenient, they’re built for interoperability, not discovery. APIs usually provide only a subset of candidate data due to privacy and performance constraints. Resume parsing and keyword matching are simplified—meaning relevance scores and rank ordering are often lost. Real-time results can lag or get cached, showing outdated or less-engaged candidates. In contrast, direct search taps into the most current and complete candidate pool—with richer filtering and sorting options. 🎯 3. Better Boolean, Filters, and Relevance Controls When your recruiters use the job board interface directly, they can: Customize Boolean strings with more precision - Use advanced filters (by skills, titles, locations, work authorization, etc.) - Dynamically adjust queries based on instant feedback from results APIs may expose some filters—but rarely all. That missing granularity leads to broader, less useful results. 💬 4. You Miss Platform-Specific “Signals” Certain platforms reward interaction: - Viewed profiles bubble to the top - Recent activity signals higher intent Premium filters help surface passive but highly qualified candidates These nuanced cues rarely get exposed through an API—and they make all the difference in fast-paced recruiting. ✅ The Bottom Line If your recruiting workflow relies solely on aggregated search APIs, you’re likely getting quantity over quality. For strategic roles or urgent openings, direct platform search consistently delivers more targeted, up-to-date, and actionable results.
2
-
IQTalent
14K followers
Many TA teams have the effort. What's often missing is the infrastructure. ATS ownership gaps. Reporting that takes hours to pull. Process documentation that isn't documented anywhere. A hiring surge on the horizon with no clear foundation to absorb it. A Fractional Recruiting Operations Leader addresses that without adding a full-time head. IQTalent's RecOps Leaders step into the infrastructure layer of your TA function and build what's needed — ATS hygiene, process documentation, reporting frameworks, hiring manager alignment — for the hours you actually need. When the work is done, the engagement adjusts. No long-term contracts, no minimum hours. 👉 Learn more: https://hubs.la/Q04fKwQd0 #TalentAcquisition #RecruitingOps #FractionalLeadership #IQTalent #RecOps
6
-
Pereless Systems
447 followers
🚀 HR pros: Is your hiring data gathering dust? In 2025, tracking the right metrics isn't optional—it's your edge to slash inefficiencies by 30% and land top talent faster! Dive into our latest blog: "14 Recruiting Metrics Your Hiring Team Should Know" – from Cost Per Hire and Candidate Sources to EEO compliance and Skill Testing insights. Discover how Pereless Systems' Ad-Hoc Reporting turns chaos into real-time dashboards, empowering businesses with seamless integrations and effortless ROI tracking. 📊 👉 Whether you're battling bottlenecks or boosting referrals (which cut costs by 45%!), these actionable tips will transform your strategy. Read now and level up: https://hubs.li/Q03PW4Yv0 #ATS #Hiring #Recruiting #Metrics #RecruitingMetrics #HumanResources #HR #HRTech #TalentAcquisition #Reports #Blog
4
-
Prismagic Solutions Inc.
7K followers
Hiring in 2026 is about capacity, not just talent. The companies winning right now are building flexible recruiting engines that scale when demand spikes and stabilize when things normalize. Internal teams are strong. What they often need is execution bandwidth. Offshore contract recruiter pods give you: • Consistent submission velocity • Proactive talent mapping • Extended coverage across time zones • Structured screening before hiring manager review • Immediate scalability without operational friction This model works best for organizations hiring at volume, operating inside MSP or enterprise environments, or managing fluctuating demand. 2026 will reward companies that build recruiting flexibility into their operating model. If your hiring volume shifts quarter to quarter, this is worth a conversation. #TalentAcquisition #RecruitmentStrategy #StaffingSolutions #RPO #OffshoreRecruitment #EnterpriseHiring #MSP #ScalingTeams #WorkforceStrategy #RecruitingLeaders
17
-
Criterionlabs.ai
37 followers
A crowded applicant pool shouldn’t slow down your hiring team. Winston by CriterionLabs runs structured first-round interviews, scores every candidate with evidence, and turns applications into a ranked shortlist. ✅ No scheduling back-and-forth ✅ No manual first-round screening ✅ No guessing from CVs Just a faster way to find the candidates worth moving forward. 🚀 Watch the walkthrough below. 👇
3
-
Greenhouse Software
93K followers
Hiring teams are over manual workflows. We asked Gong's Kelsey Biggs "If you could eliminate one manual recruiting task forever, what would it be?" Without hesitation, she answered: scheduling. With Greenhouse, scheduling doesn’t have to be a headache. Smart templates and automation handle the busy work so you can focus on what actually matters: finding the right people, faster.
18
1 Comment -
FounderClosers Podcast
140 followers
“Using multiple recruiting firms at once can actually make you look scattered in the market.” Terra Carbert shares why top companies often avoid this approach—and instead lean into exclusive partnerships for better alignment, focus, and results. Sometimes, less really is more when it comes to hiring strategy. Would you go exclusive or cast a wider net? 👇 Follow our host: Matthew Uber Follow our guest: Terra Carbert #Recruiting #Hiring #TalentAcquisition #Leadership
-
The New Talent Playbook Podcast
195 followers
If your company's team building exercises are so cutthroat that payoffs are involved...you might be doing it wrong. This week on The New Talent Playbook Podcast, David Goldstein, Founder of TeamBonding, shares with us how the right team building exercises can unlock better collaboration, improve alignment, and create the kind of team chemistry that shows up in day-to-day performance. Catch the episode to hear David Goldstein share with Rob Levin: ✔️ Why the “trust falls” era of team building is long gone ✔️ How the power of play strengthens culture and retention ✔️ The biggest mistakes companies make when planning team events ✔️ How to integrate remote and international team members so they truly feel included If building a stronger, more connected team is on your 2026 agenda, you’ll want to hear this conversation. Don’t miss this week's episode of 🎙️ The New Talent Playbook Podcast: “Beyond Trust Falls: Team Building with the Power of Play” 🎧 Search for it on your favorite podcast platform. #podcast #newtalentplaybook #leadership #teambuilding
10
-
Metaview
38K followers
The best recruiting teams in 2025 played a different game. On the 10x Recruiting podcast this year, we heard from some of the sharpest minds in recruiting—Heads of Talent at breakout companies, VC talent partners at the firms backing the best, top exec search pros, and more. Here’s some of what they taught us about outhiring the rest: ✅ Win on quality, not headcount ✅ Treat hiring like the craft that it is ✅ Logos don’t matter—fit does ✅ Make radical honesty your differentiator ✅ EQ is the moat AI can't cross ✅ You get the talent you fight for, not the talent you deserve If you want to stay on top in 2026, check out the 10x Recruiting pod.
43
9 Comments -
HireScale
4K followers
HireScale is on a mission to help talent teams build for agility at scale 🚀 Along the way, there are a few myths we need to retire: ❌ Every recruiter needs to be full-time ❌ Independent Consultants (IC's) are “just contractors” ❌ Only full-time employees care about your brand None of that holds up anymore. Here’s what is true: ⚠️ Hiring in a frenzy isn’t a growth strategy ❌ Layoffs destroy trust internally and externally 🔄 The rise of IC's isn’t a trend....It’s a structural shift in how work gets done! Yet we keep repeating the same cycle: Scale fast. Overhire. Cut deep. Rebuild. Repeat. That’s not proactive agility. That’s reactive irresponsible hiring. The future of work is already here. More roles are becoming project-based. TA leads that evolution because TA is often the first function scaled up, and the first scaled down. Agility isn’t about cutting faster. It’s about building smarter from day one. It's about taking it to a HireScale! We believe flexible, high-caliber IC's aren't a backup plan, they're a strategic advantage. So the real question is: Are we ready to design talent models for reality? Or, are we about to run the same playbook again? 👀 #GigEconomy #Hiring #Independents
6
3 Comments -
FlowFam.co
736 followers
Ever notice how the “quick setup” always ends up being the most expensive part of an HR tech project? 👀 I see it all the time with iCIMS integrations. Everyone is excited to get moving. The team wants data flowing. Leadership wants timelines. The pressure is on. So the scoping phase gets trimmed. Or rushed. Or skipped completely. And that’s when the real costs start to show up. Here’s what happens when scoping is treated like a checkbox instead of a foundation: 💡 You discover mid‑build that two teams meant completely different things when they said “status sync” 💡 You realize the data you need is sitting in a custom field no one mentioned 💡 You find out the other system doesn’t interpret your hiring steps the way iCIMS does 💡 You miss edge cases that cause the integration to break at the worst possible moment None of this is an iCIMS issue. The platform is powerful. But like any powerful system, it needs clarity before it needs configuration. Proper scoping protects your people, your candidate experience, and your sanity. If you’re an HR leader or admin, here’s the simplest rule I give clients: Slow down at the start so everything can move faster later. Ask the extra questions. Map the actual workflow. Get aligned on definitions. Confirm the data realities, not the assumptions. An hour of scoping can save 40 hours of rework. And honestly, it doesn’t just make the integration better. It makes your team better. Everyone walks away clearer on how hiring really works in your organization. If you’re feeling the pressure to “just build it,” take a breath. You’ll never regret going slower at the beginning. You’ll always regret finding the gaps at the end. Happy to help if you want a second pair of eyes on your integration plans.
-
The Launch Collective
3K followers
GTM recruiters often sit at the intersection of talent, revenue, and growth — but too often they’re doing it alone. One of the biggest gaps we hear from internal recruiters? A lack of peers who truly understand GTM hiring. That’s why we built The Launch Collective - a dedicated community for internal GTM recruiters at SaaS and VC-backed companies to connect, share insights, and learn from others facing the same challenges. Because hiring the people who drive revenue shouldn’t be a solo job. Read our most recent blog here 👇 https://lnkd.in/eKmNtDyc #GTMRecruiting #SaaS #TalentAcquisition #GoToMarket #RecruiterCommunity
11
-
HiPeople
5K followers
If AI is on your recruiting roadmap, this one is mandatory. Learn from RecOps Collective's Jeremy A. Lyons and our very own Jakob Gillmann how to get AI approved for your recruiting use case. You'll learn how to navigate stakeholders, manage risk concerns, and tackle compliance questions. And how to reduce bottlenecks that kill AI projects before they start. Join live, or register to get access to the recording. Link is in the comments.
1 Comment -
JobBoardsReview
37 followers
AI is everywhere in US staffing right now. But are recruiters actually getting ROI from it? We broke it down. No fluff. No vendor spin. Our latest blog covers: ✅ The big players already embedded in your workflow ✅ The rising tools solving problems the giants ignore ✅ What's actually delivering ROI right now ✅ And where AI is still letting recruiters down Shoutout to Pin.com - AI Recruiting, GoodTime and Loxo for being three of the most interesting tools in the rising player category. Worth a look if you haven't already. 👉 Read the full blog here: https://lnkd.in/djw49ube If this is useful, follow JobBoardsReview for more honest, no-fluff coverage of the tools shaping US staffing. #USStaffing #RecruitingTech #AIRecruitment #StaffingIndustry #HRTech
3
2 Comments -
Talkpush
10K followers
⏱ Cutting hiring time from 10 days to just 4? That’s not a small tweak—that’s a 60% faster process. 7-Eleven Mexico pulled it off while still managing massive applicant volumes and giving candidates a smoother experience. How? By leaning on Talkpush automation to: - Handle scale without burning out recruiters - Deliver faster, clearer hiring decisions - Keep the candidate journey simple and human It’s proof that speed and quality don’t have to be trade-offs. 👉 Full case study here: https://lnkd.in/ebteMT-F
13
1 Comment -
SiO₂ Digital Solutions
41 followers
What if finding the right candidate didn’t mean hours of manual sourcing and guesswork? We’re excited to announce Juicebox secured $30M in funding led by Sequoia to scale its product and accelerate the future of hiring. Juicebox’s platform uses LLM-powered semantic search to surface candidates from resumes and unstructured data, turning fragmented profiles into precise matches. The result is faster hiring, better match quality, and reduced manual sourcing and bias, all while giving talent teams smarter, data-driven workflows. Tell us how AI could change your hiring. Comment below and visit our site to see our HR tech services. #HRTech #TalentAcquisition #AIRecruiting #HiringInnovation
-
Aqore Staffing Software
7K followers
Everyone’s racing to add AI. But if your staffing stack is fragmented, AI just accelerates the chaos. More tools. More duplicate data. More reporting gaps. Leverage doesn’t come from features. It comes from infrastructure. Staffing firms that scale remove friction. They don’t buy more software. Where’s your biggest bottleneck right now? #StaffingIndustry #StaffingTechnology #StaffingLeaders #RecruitingOperations
17
2 Comments
Explore top content on LinkedIn
Find curated posts and insights for relevant topics all in one place.
View top content