Recruiting Leader @ Zapier | Former Educator | Advocate for job seekers, humanizing recruiting, and making the workplace more equitable for everyone!!

WARNING: There are scam accounts using my name. The only domains I use are "zapier.com" and "bonniedilber.com". If the email comes from any other domain, it's a fraudulent account, please report to your email provider, and to the FTC. https://reportfraud.ftc.gov/
If you receive comments referencing me on your posts, these are bots as part of a scam, please report and block those accounts! 

A bit about me: I'm a former educator and dog/toddler mom who is passionate about equity in the workplace. I love to be outdoors except when it's super hot, I'm a foodie who hates cheese, and I like cooking, politics, and travel. I have a full time job managing the GTM/Ops recruiting team at Zapier, and also love creating content on recruiting, workplace culture and trends, and career development. There's a lot of misinformation and I try to combat it as much as I can! 

My goal is to educate and bring transparency to recruiting and hiring processes - I hope my content helps you understand why things play out the way they do. That doesn't mean I always like or agree with the realities of being a part of the working world in 2025, but I think we're all better off when we understand the rules of the game we're playing. 

All opinions are my own and do not reflect those of my employer! If you'd like to work at Zapier, please apply directly on our jobs page. 

I do not have the capacity to respond to DMs or answer one-off questions but DO answer reader questions and offer free 1:1 chats via my newsletter on beehiiv - your best bet is to submit it there!
You can access all of my resources here: https://linktr.ee/bonniedilber

Bonnie Dilber

Well y'all, for the first time in over 3 years, I'm HIRING for two Sr. Recruiters to join my team at Zapier!

One role MUST be a seasoned sales recruiter with experience hiring Account Executives for SaaS companies, the other can be more of a generalist across GTM/Ops roles.

I've detailed what we're looking for and what to expect in the interview process on the job posting, but I'll highlight a few tips:
- I care a lot about the application questions - an imperfect resume with thoughtful responses will go further than the perfect resume who skips those questions. 
- Builders and "figure it out" people do really well at Zapier in general, and certainly on our recruiting team. Our recruiting team has built our enterprise sales team from the ground up in the last year, we've built AI workflows that other companies have adopted, we test out new systems all the time - if you enjoy that kind of thing, you'll be a great fit. 
- The values on Zapier's website show up in how we operate more than any other place I've worked - if you lean towards transparency, authenticity, and are comfortable giving feedback in all directions, then you'll do well here. 
- Candidates who are leveraging AI in their work thoughtfully (which includes knowing where to use AI and where not to) will have an advantage as AI fluency is an expectation at Zapier. 

If this seems like a good fit for you, I hope you'll apply! I'll drop the app below. :)

Recruiting Leader @ Zapier | Former Educator | Advocate for job seekers, demystifying recruiting, and making the workplace more equitable for everyone!!

Someone on LinkedIn told me they couldn't take me seriously because I was a teacher more than a decade ago after I requested some data to back up their claims (something that happens far too little on social media). 

That's not an unusual sentiment from those working in just about any other field outside of education - I heard it when I told people I was joining Teach For America out of college.

The reality is our society doesn't respect or value teachers. They place much of the blame for the state of education in this country on teachers rather than where it belongs (poverty, income inequality, etc). It's been normalized so it doesn't surprise me that someone would jump to "you're just a teacher" to attack someone's credibility. 

And I don't personally take offense at the "attack" - I'm proud of my time in the classroom and in education. It's still on my resume, I talk about it in every interview even though it's not altogether relevant. But I think it signals something about my character, values, and skills:

As a teacher:
- At 22, I taught kids to read 
- At 23, I wrote my first grant to build a community garden
- At 24, I raised over $70k to take my kids from TX to Disney World
- At 25, I became a grade level chair
- At 26, I ran an entire summer school as part of Teach For America's training institute

There's no world in which I could have learned and grown that much sitting in an office for 4 years. 

I clearly have a lot of confidence (why else would I regularly subject you all to my thoughts?) and my time in the classroom taught me that people lash out when they are feeling bad about themselves so I don't take this "critique" personally. 

But I wonder how someone currently teaching might feel seeing their profession used as a critique of someone's achievement, skill, or worthiness?

People are leaving the classroom in droves in large part because of the challenge of the work coupled with the lack of value society places on that work resulting in low pay and a lack of support. 

But I'll leave you with this: in a talent strategy conversation a few months back, our CEO said, "I love hiring people with teaching backgrounds, you all know how to find creative solutions, you work hard, you appreciate what we're building here. We need more people like that here." 

I work in a workplace that values my background as an educator, and I have lots of colleagues who share that background. 

And while there are those people out there who see educating our children as an inferior career path, there are plenty of people who recognize and value what educators do and know that the future of our country depends upon teachers.  

If you made it this far, I hope you will:
- support and advocate for the teachers around you
- fill your companies with the kinds of people who value and respect educators instead of those who look down on them
- hire more people with education backgrounds

In full transparency, I:
- do not answer calls from numbers I don't know
- will not give our personal information on a call with a person whose identity I have not verified (on the rare occasions I accidentally answer)
- do not engage with job opportunities where I don't have basic details like title and compensation 

I share this because I see a lot of recruiters out there criticizing applicants for not answering their calls or engaging with their outreach. And personally, I don't think this is a realistic expectation in 2026 when we're inundated with spam, and when scams are rampant. 

My suggestion to my fellow recruiting professionals:
1. Always emails from a professional domain. 
2. Let people know when they can expect to hear from you, or better yet, schedule a call at this convenience.
3. Provide information about the opportunity you're contacting them about, or be open to providing that info before requesting someone spend their time on a call with you. 

And if you're on the market or hearing from recruiters, please know that the above are both reasonable and protective measures you can take in this market where sadly anyone can be a target.

The bar for AI fluency has risen significantly in the last year and as someone who is theoretically going to be hiring for her team in the next few weeks 👀 , AI fluency will be top of mind. 

A year ago, "I've been using ChatGPT to plan my next vacation" or "Claude helps me speed up emails to customers" met the bar. 

Today, that's table stakes, and companies are looking for things like: 

"I built a workflow where an agent identifies inbound emails that could be potential customers, adds them to my CRM, enriches the profile and routes them to the right AE based on company size and location."

"I automated our weekly reporting by connecting ChatGPT to our CRM and data warehouse, cutting a 3-hour manual process down to 5 minutes."

“I created a custom prompt library and evaluation framework so our team gets consistent, on-brand outputs instead of generic AI responses.”

“I fine-tuned an internal GPT to answer questions using our SOPs, product docs, and past tickets — and tracked deflection rates to measure impact.”

“I built a hiring intake assistant that turns messy stakeholder notes into structured job requirements and scorecards.”

If you've done this kind of stuff, be ready to talk about it in interviews. If you haven't, then pick one of those ideas or come up with one of your own and start building!

P.S. I'd be lying if I said I can do this on my own; I use Zapier's copilot heavily to drive the process and then make a few tweaks from there so if this is overwhelming, start there. :) 
P.P.S. I'm going to drop some of the resources we're shared around AI fluency and AI in the hiring process in case you're considering applying at Zapier!

I keep seeing suggestions that people use AI to create resumes that match the job posting, lie about their experiences, etc. so they can "beat the ATS". 

And while I often try to educate on how ATSs work, today, I'm going to just embrace that and say, "OK sure, the ATS only moves forward people who perfectly match the job description." 

Even if that were true (which it's not, but if it was), eventually, you will have to talk to a recruiter or a hiring manager, and at that point, your lack of relevant experience, or your misrepresentation of your experience will come out and be disqualifying...and likely will disqualify you from future employment at that company as well because most companies aren't going to give a second chance to people who submit fraudulent applications.  

So it simply makes no sense to try to game the system. 🤷‍♀️

Lakeside Post Acute

Human Resources Director

SEGULA Technologies

Aerospace Recruiter

Menzies Aviation

Provides the best talent in the aviation industry by providing mentorship, transparency, and leadership.

Talent Acquisition Specialist

United Airlines

Administrative Coordinator

United Ground Express

Assisted with the set up of the Denver Hub at DIA as a new United Airlines sub-contractor.  Recruited for hourly and salaried janitorial staff. Conducted a mass onboarding of 430 new cabin cleaners. With 15-20 bew hires per class bi-weekly. Aided in New Hire orientations, processed I9s and W4s by Federal Deadlines. In charge of working with TSA and United States Immigration and Custom Department to correct and submit New Hire Custom Seal Applications. Maintained both hourly and salaried working time and corrected time clock errors in ADP Workforce Now, Tracked employee pto, and all facets of leaves of absence for all eligible employees. Assisted HR Manager with Union Grievances and Employee Relations.

Onboarding Specialist/Timekeeper 

Up North Aero - Aviation Maintenance Staffing Advocate

Conducted candidate sourcing for Aviation Maintenance candidates for over 50 requisitions across the United States bu utilizing ATS (Recruitee), Linkedin, Indeed, Referrals and Handshake. Pre-screened applicants, set up interviews with hiring managers of the client vendors,  created offer letters or called rejected candidates.  Provided an excellent candidate experience from the first point of contact to their first month with the company! Provide Excellent Customer Service!

Senior National Contract Recruiter

CommutAir dba United Express

Started as an Administrative assistant to the Base Manager assisting with maintaining the office and 15 aircraft mechanics. Processed and maintained bi-weekly payroll for all staff, provided benefits administration, and set up a Time and Attendance policy and procedure manual for the Denver staff.  Was promoted within the first few weeks of hire  to HR Coordinator, assisting with the recruitment, onboarding (i-9s, W4s, and new hire paperwork), background check administration, and both fingerprinting for the company, as well as the DIA Authorized Signatory, scheduled candidates for the airport security badging threat assesments for pilots, base flight attendants, and aviation maintenance staff.  Was appointed the overall human resource liasion between Denver employees and the corporate office in Ohio.

Onboarding Specialist/Administrative Assistant

HAYS Recruiting USA 

Recruiting Analyst and Staffing Agency Headhunter, provided sourcing for Call Center Custome Service Representatives for Metlife (East Coast) via boolean searches, Linkedin Recruiter, Zip Recruiter, Indeed, and candidate referrals. Conducted pre- screens, scheduled candidates with Metlife Hiring Managers for 2nd interviews, and produced offer letter to chosen candidates, and connected rejected candidates with feedback.

Recruitment Analyst

PrimeFlight Aviation Services

Promoted to the title of HR Generalist/Office Manager, as well as HR Liasion between 450 hourly and salaried employees and the Tennessee Corporate Office. Conducted New Hire Orientations biweekly and followed I9 Federal Guidelines, Processed, maintained, and corrected missed or incorrect timeclock punches for bi-weekly payroll using Kronos Time Software
Appointed Authorized Signatory for DIA Badging Security for tracking and maintaining Airport security SIDA badges for the company.  Assisted employees with the Benefit Re-enrollment process annually for all employees, Tracked and maintained employee safety training records to prepare for FAA and Customs Compliance Audits.  Wrote up Safety Violation claims, conducted employee relation investigations, disciplinary actions, terminations, researched unemployment claims, and Assisted Corporate Office with annual performance plans, reviews and potentional raises.
Coached/Mentored Management on Leadership Best Practices, Produced Monthly, Seasonal, and Holiday Events for employee morale.
 Other general Office duties as needed (Office supply order, copy machineaintence).

HR Generalist/Office Manager

Assisted Recruiting Department of one full cycle recruiter, with candidate sourcing via Indeed, Candidate Referrals, and Outside Community Centers and Resources. Provided high-volume, full-cycle Recruitment for both hourly and salaried employees and provided a smooth hiring process from first point of contact to first month of hire. Kept an open pipeline of eligible candidates via MS Excel for high turnover positions, conducted bi-weekly onboarding for all uniforms and new hire paperwork.  

Was promoted to Hub HR Generalist/Senior Recruiter after four months.

Administrative Assistant

T-Mobile

Assisted customers in a call center environment with financial concerns payment and overall customer service.

Financial Services Representative

My philosophy  throughout my career has always been, "Motivate the front line, provide transparency which keeps a happy staff. In turn will provide profitable successes to all in the workplace!" WIN/WIN!

My current successes in the Human Resource field has been due to my passion for a GREAT experience for employees and leaders has allowed me to achieve high company results for eight years.

I am very vested in my Human Resource Management career, and to meet and exceed my own set of professional and company goals is my biggest motivator!

 


⚘️Sending Positive and Cheery Vibes⚘️

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