Proven Recruiting

Proven Recruiting

Staffing and Recruiting

San Diego, California 187,499 followers

Connecting talented people with meaningful careers for over 15 years.

About us

We connect talented people with meaningful careers in technology, finance, accounting, and life sciences. Proven Recruiting was founded in 2007 by Louis Song and Ingram Losner as the answer to a growing concern - the fact that most recruiting firms were grueling places to work. They believed that building an employee-centric company with a strong sense of purpose was the key to providing a truly differentiated experience – especially in an industry that exists to help companies hire quality workers who love their jobs. It worked. Today, Proven Recruiting has grown from seven original founders to a 200-person community of employees and consultants across the US, joined by a shared dedication to meaningful work. Please visit provenrecruiting.com to learn more.

Website
http://www.provenrecruiting.com
Industry
Staffing and Recruiting
Company size
51-200 employees
Headquarters
San Diego, California
Type
Privately Held
Founded
2007
Specialties
Information Technology, Finance & Accounting, Engineering, Direct-hire, Contract, Contract to Hire, Consulting, Executive Search, Recruiting, Career Development, Talent Acquisition, and Technology

Locations

Employees at Proven Recruiting

Updates

  • View organization page for Proven Recruiting, graphic

    187,499 followers

    10 ways to advance your career in 2025: - Do 4 hours of deep focus work daily - Keep track of your achievements in a dedicated doc - Learn one new skill - Join or start a club - Read 10 pages/day - Eat lunch, always, preferably with a coworker - Go for a daily walk, invite friends/colleagues - Max out your 401K - Sleep 8 hours per night - Send thank you notes We're keeping it simple, building good habits and investing in our people. How do you plan to make sure 2025 isn't just a repeat of 2024?

  • View organization page for Proven Recruiting, graphic

    187,499 followers

    To hop or not? Serial job hoppers have long been warned that employers won't look kindly on their resumes. But conventional wisdom isn't always correct, especially when the pros of job hopping are so well documented; higher pay, quicker promotions, more varied experience, and a larger professional network. So which one is it - should you remain loyal and climb the corporate ladder incrementally, or jump around and piece together a resume of varied roles? What has worked for you? And would you feel comfortable hiring a job hopper?

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  • This hasn’t been our best year. To be fair, it hasn’t been our worst year - that ominous title goes to 2013, when we had to shut down multiple offices and let down a lot of good people. What’s a little hardship in comparison? Maybe 2024 hasn't been your "best year ever" either - you had high hopes of purchasing a new house! A big raise! More time with family! - yet there's still so much to feel grateful for. Health, family, a daily sunrise, a brisk walk, a delicious dinner, a goofy dog, a misbehaving but endearing child. All that to say - happy Thanksgiving, friends. Whether it's been a tough year for you, or one of your best (fingers crossed!), we're wishing you a table overflowing with delicious food, good company, and a well-deserved rest.

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  • View organization page for Proven Recruiting, graphic

    187,499 followers

    For anyone already dreading end-of-year promotion discussions - these simple negotiation tools, specifically targeted toward people who hate confrontation, are our go-to strategies: - Arm yourself with data. Try Glassdoor’s Salary Calculator (https://lnkd.in/erbqB54) and/or Salary.com to get a better sense of your market worth. Print documents from both websites and bring them with you to support your claim. - Track your accomplishments in writing. As the end of the year approaches, send a breakdown of your 2024 milestones to your manager as a springboard for further discussion. - Be honest with yourself about your worth. Consider: "How indispensable am I to the company?" and "How much would it cost to replace me?" Your answers should inform your negotiation strategy. - Consult a recruiter. Yes, hello, we have a vested interest in this step - but that doesn't undermine its value. No one knows more about the evolving job market, competitive compensation packages, and negotiation strategies than recruiters. - Speak with your peers. If you can, find out how often your colleagues are getting raises, whether they're getting bonuses, and what's a typical promotion timeline. - Prepare for the internal equity conversation. A good response is: "I understand. I did some research on similar roles at similarly sized local companies, and by these estimates my pay is about 10% below average. I’ve done some of my best work this year, and you know I wouldn’t want to work anywhere else, so I’d like to come to a better arrangement for us both." - Remember that a negotiation isn't an argument; it's a conversation. And if all else fails, find a workplace that will value your contributions and offer competitive compensation. There are plenty more fish in the sea!

  • View organization page for Proven Recruiting, graphic

    187,499 followers

    Leaving a job where you're comfortable requires incredible courage. Everyone talks about "smooth transitions," but in reality most big life changes are anything but smooth. Sweaty palms, self doubt, embarrassing missteps, and unexpected challenges are the norm. Faced alone, career transitions are overwhelming. If you're looking for a partner - someone to offer career guidance, brainstorm challenges, and generally offer moral/professional support - we'd be happy to help reduce your stress. Reach out!

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  • Looks like our corporate team enjoying a well-earned post-work drink, right? Nope, it's a pumpkin. Congrats to Proven's 2024 Pumpkin Challenge Winners, showcasing the next-level creativity of our back office team! They're the epitome of "work hard, play hard" (if playing hard means buying large quantities of craft supplies and getting blue paint on every surface).

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  • Employees don’t quit their jobs “out of the blue.” They leave because they feel consistently neglected in one or more of these problem areas: - Poor social connections - Soul-sucking or boring work - Lack of growth - Feeling undervalued - Rocky manager relationship - Unmet salary expectations Ironically and counter to popular belief, “unmet salary expectations” is often the least important factor. Just think of your most-loved job - was it the job where you made the most money, or the job where you made the most friends? This is both good and bad news for employers. On the one hand, you don’t need to max out your budget to keep your best people! What a relief! Yet fixing a dysfunctional workplace can be far more challenging. Next time your best employee leaves, reflect on your own experience. Do YOU find your work meaningful? Do YOU have strong social connections with your colleagues and manager? If not, it’s no surprise your employees are looking for greener pastures. P.S. In case you were curious, losing a valuable employee will likely cost you 6-9 months of their salary (Harvard Business Review).

  • Recruiting is not for the faint of heart. The rollercoaster of wins and setbacks has caused many to wave the white flag before hitting their two-year mark. It’s a tough gig.   But that’s exactly why we’re thrilled to welcome Richard Miles to our San Diego team. With 27 years of experience under his belt, Richard has worked with everyone from Inc. 500 companies to local family-owned businesses, cementing his reputation as a strategic confidante, reliable partner, and all-around great guy. Where others have thrown in the towel, Richard’s gone all-in, helping public and private companies alike to build rock-solid recruiting strategies and foster strong company cultures.   And here’s the kicker: despite being a Brit living in sunny SoCal, Richard is all about country music, light beers, and his trusty F150. Add to that his unwavering commitment to his family – he’s just celebrated 20 years with his wife, Kate – and you’ll start to understand why we’re so excited to have him on board. Business savvy will take you far, but it’s attitude, grit, and a passion for what you do that separate the best recruiters from the rest.   P.S. If any Chargers fans (or those still bitter about the move!) are out there, Richard could use a fellow fan – or maybe a shoulder to cry on!

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  • View organization page for Proven Recruiting, graphic

    187,499 followers

    We're tracking some troubling trends for Software Engineers - a career which, until recently, has always been associated with outsized paychecks and job security. - 30% drop in Software Engineer job postings since February 2020 (Indeed) - 55% decline in equity grants for entry-level software roles since 2019 (Pequity) - Software Engineer employment hit its peak in October 2019 and has been steadily declining ever since, bar a short-lived boom during the pandemic (ADP) Among our clients, we're seeing an uptick in demand for some tech roles - cyber security professionals, machine learning experts, etc. - but a lull in the kinds of software engineer positions that once formed the bedrock of the tech industry. New graduates are being hit the hardest but they're not the only ones under pressure. The machine learning craze has left many non-AI specialized engineers feeling left behind, despite their impressive portfolios and stellar track records. Software engineers in our network: are you attracting the same levels of recruiter interest as you were a few years back? How are you adapting to the new market, and do you see any cause for concern?

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Funding

Proven Recruiting 2 total rounds

Last Round

Series A

US$ 50.0K

See more info on crunchbase