Strava Talent’s Post

👉 Recruiters: ALWAYS BE CLOSING! When did we stop teaching the fundamentals of Recruiting? → At every stage of the process, every touch point, every conversation, always check in with the candidate to see if they're interested in the role. I promise you that this process will dramatically increase your close rate. → Or you can say nothing, wait until the end, and be so far removed from the initial candidate conversation that you have zero insight or leverage to close them. 👍 Let's get back to basics and hone our craft, folks! I guarantee it will improve the candidate and client experience. →If you don't believe me, check out my conversation with Diane Prince, a true industry expert, on #thePOZcast. She shares so much professional and personal wisdom. This industry vet exited her past agency for $28 Million! So she did something right! 👉🎧 LISTEN UP! https://lnkd.in/eykcG_q8 🔥 THIS IS #THEPOZCAST > GET INVOLVED 🔥 🏆 This episode is brought to you by our friends at Wellfound! → Wellfound is the #1 startup community dedicated to connecting startups with the world's top started-seeking talent. Our new solution, RecruiterCloud, allows startups to automate their entire recruiting process—sourcing, screening, personalized outreach, interview scheduling, and more—all in one place and fully customized. It's hiring made easy. 👉 Get a 2-week free trial here:  https://lnkd.in/e8NHZfjX. 

👉 Recruiters: ALWAYS BE CLOSING! When did we stop teaching the fundamentals of Recruiting? → At every stage of the process, every touch point, every conversation, always check in with the candidate to see if they're interested in the role. I promise you that this process will dramatically increase your close rate. → Or you can say nothing, wait until the end, and be so far removed from the initial candidate conversation that you have zero insight or leverage to close them. 👍 Let's get back to basics and hone our craft, folks! I guarantee it will improve the candidate and client experience. →If you don't believe me, check out my conversation with Diane Prince, a true industry expert, on #thePOZcast. She shares so much professional and personal wisdom. This industry vet exited her past agency for $28 Million! So she did something right! 👉🎧 LISTEN UP! https://lnkd.in/eykcG_q8 🔥 THIS IS #THEPOZCAST > GET INVOLVED 🔥 🏆 This episode is brought to you by our friends at Wellfound! → Wellfound is the #1 startup community dedicated to connecting startups with the world's top started-seeking talent. Our new solution, RecruiterCloud, allows startups to automate their entire recruiting process—sourcing, screening, personalized outreach, interview scheduling, and more—all in one place and fully customized. It's hiring made easy. 👉 Get a 2-week free trial here: https://lnkd.in/e8NHZfjX.

The success of a startup or SME hinges on its people. I rarely go into a business as a CTO and do not have to hire at least one person. But quite often, the standard of candidates we’re presented with isn’t good enough. That’s why we’re teaming up with True Worth. This new partnership means we can offer our clients preferential commercial terms for a premium retained recruitment solution. A recruitment solution that isn’t about putting bums on seats; it’s about finding the right person for the right role. True Worth specialises in finding experts in digital transformation, technology, and data. From confidential roles to project support, they'll use their network to discover the best talent for the job. Sam Mikkelsen is a great guy to work with. To find out more about this partnership, read our latest news. The link's in comments below. #TechRecruitment #TalentInTech #DigitalTransformationRecruitment

IT'S HERE!! Want to try it out? DM me for the link! We’ve been working behind the scenes to make talent acquisition MORE EFFECTIVE and FASTER with ScoutPath—a tool designed to streamline and keep purpose at the forefront at every step of the search process. One key feature? Our Role Visioning and Success Outcome Design process, which helps DEFINE SUCCESS CLEARLY from day one and changes the game (in comparison to boring and ineffective job descriptions). We’re offering it to companies COST FREE during testing 🤘

We've got news. We've partnered with True Worth – they work with SMEs across tech, data, and SaaS, helping to attract and retain great people. Our clients regularly face recruitment challenges, and we needed to partner with someone who cares about helping businesses deliver projects, build teams, and find top talent. True Worth are reliable recruiters. They care about finding the right people for the right role and aren’t just about collecting numbers. The good news? We'll recommend True Worth to our clients if they're facing recruitment challenges, and they'll get access to preferential rates and services. The bad news? Well, there's no bad news for us. But it could be better news for large corporate recruiters. We’ve partnered with True Worth because they’re small and agile and have the flexibility to find suitable people quickly and easily. To find out more about this partnership, read our latest news. The link's in comments below. #TechRecruitment #TalentInTech #DigitalTransformationRecruitment

Winning the Talent Market in 2025 🏆 As 2024 wraps up, companies and candidates are preparing for what’s next: 📊 Headcount planning 🌟 "New year, new me" career shifts 💼 Inevitable layoffs (unfortunately) Here’s how to stay ahead in 2025 👇 For Companies: 🛠️1. Finalize Headcount Plans Review your 2024 performance and align next year’s goals with your hiring needs. Are you prioritizing growth, innovation, or operational efficiency? In my time in tech, if you haven't already started this in Q4, you are already behind. Clear job descriptions = better hires. Vague ones scare off top talent. So yeah, early staged teams, you need something on paper vs just "exploring and talking to prospects" about it. 🔥2. Employer Branding Candidates care about values/culture, and transparency. For startups: YOU, the founder(s), are the brand. Bigger teams: Show how your culture is lived at all levels across the organization. IMHO, this is a highly under appreciated part of building a company early and often tackled later when they are trying to catch up. 🎯3. Invest in Proactive Outreach Don’t wait for the perfect candidate to apply. Build your network NOW. Sourcing isn’t magic, it’s about planting seeds early and playing the long game. Highly biased here, I take pride in building top of funnel and sourcing is my niche. It's a grind and you gotta love it or find someone who does to bring you top tier talent. ⚡4. Streamline the Hiring Process Speed matters. A lengthy process can cause you to lose top talent. Use data and/or iterate often to make decisions faster without sacrificing quality. Most people are afraid to say this... if you can't be confident on a hire beyond your "typical" 3-4 staged interview process. Look at the mirror and figure it out first. Early staged teams should be scrappy enough to make things happen quicker and have "first movers advantage". This is one of the few levers you can pull to beat out competition.

Exciting news! A little over a year ago, we set out to solve a big challenge internally. How can we make our search process faster, more efficient, and deliver higher-quality candidates. That’s when we started building ScoutPath, a tool designed to streamline every aspect of our search process. We’re still in the early stages of testing it internally, but we’re already seeing positive signs of improvement: - Greater efficiency - More streamlined workflows - And the potential to manage more searches with higher quality Because of this, we can do a lot more executive level searches faster and better than ever before. Which allows us to continue living our purpose of connecting more people and companies to work that matters. But along the way, we realized something... One part of this tool had the potential to make a huge impact not just for us, but for companies everywhere. Here’s why. Most companies struggle with one of the most critical steps in hiring... 𝗪𝗵𝗶𝗰𝗵 𝗶𝘀 𝗱𝗲𝗳𝗶𝗻𝗶𝗻𝗴 𝘀𝘂𝗰𝗰𝗲𝘀𝘀 𝗶𝗻 𝘁𝗵𝗲 𝗿𝗼𝗹𝗲. We’ve seen it time and time again. Job descriptions are often vague, filled with a laundry list of responsibilities that don’t truly capture what success looks like. Stakeholders aren’t aligned, and companies end up hiring based on a guess rather than a clear vision. That’s where the Role Visioning and Success Outcome Design process comes in. This methodology has been a core part of the Y Scouts process since 2012, and now we want to share it with you through ScoutPath. We’re offering this externally because we’ve seen firsthand how it transforms hiring. By clearly defining what success looks like in the first 12 to 18 months, and aligning all stakeholders around that vision, you ensure that every hire isn’t just a fit for the company and the specific role...but they’re set up to thrive. We’re in the testing phase now and are looking for companies to try it out completely free. All we ask is that you provide us some feedback after using it to help us improve. So if you are currently hiring for any role within your organization and would like to test out ScoutPath, please DM me and I'll send you the link.

Finding the right talent shouldn't be a maze. With StaySigned, you can manage sourcing across multiple channels—job boards, referrals, consultants, and more—in one seamless platform. 🚀 Benefits of Multi-Channel Source Management: ✅ Consolidated candidate tracking ✅ Better ROI on sourcing efforts ✅ Smarter, data-driven hiring decisions Whether you're a startup or scaling business, StaySigned makes it effortless to diversify your talent pool and find your next star hire. #HiringMadeEasy #StaySigned #TalentSourcing #StartupHiring

Finding the right talent goes beyond just filling positions—it's about discovering the perfect match to fuel innovation and drive growth.📈 Partnering with Halcyon Knights means leveraging our extensive industry expertise. Whether you're scaling a startup or strengthening an established team, we have a strong understanding of the tech industry's unique demands. Our specialist recruiters are immersed in technology, allowing us to grasp the nuances behind the skills you need and identify candidates who not only meet your criteria but also align with your company culture. When you choose Halcyon Knights, you're not just working with a recruitment agency; you're gaining trusted advisors who can streamline your hiring process and help you achieve success. Smarter, faster hiring solutions. #TechRecruitment #HalcyonKnights #TechTalent #Innovation

Your Next Hire Is Just a Click Away: Simplifying Hiring for Employers At Refov, we’re building a platform designed to simplify hiring for employers. Here’s how Refov transforms the hiring process: ✔️ Post Jobs for Free: Employers can list job openings without any upfront costs. Refov ensures that you only pay for successful hires. ✔️ Access Pre-Evaluated Candidates: Referrers, who are industry professionals, evaluate candidates before submitting their applications, saving you time and effort. ✔️ Streamlined Candidate Management: Manage and track referral applications in one place, with updates on every step of the process. Refov isn’t just another hiring tool; it’s your partner in finding the right talent quickly and efficiently. Ready to take the hassle out of hiring? Stay tuned for our launch and discover how Refov can help you find your next star employee! #Refov #SimplifiedHiring #EmployerSolutions #TrustedReferrals