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I’m a company builder. I care about how outcomes get created—through incentives, context,…
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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.
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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
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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
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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
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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
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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 🙂
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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
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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
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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 :)
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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:
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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.
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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 Unpack
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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
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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.
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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.
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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
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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
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iMatch Technical Services
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Honors & Awards
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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.
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Q1 2014 Impact Award Winner
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