Brett Butler's Linkedin Analytics

𝗗𝗲𝘃 𝗽𝗹𝗮𝗻𝘀 𝘀𝗽𝗮𝗿𝗸 𝗰𝗼𝗱𝗲, 𝗵𝗶𝗿𝗶𝗻𝗴 𝗽𝗹𝗮𝗻𝘀 𝘀𝗽𝗮𝗿𝗸 𝘁𝗲𝗮𝗺𝘀 Tech firms obsess over sprints but fumble hires, in fact 85% lack a hiring strategy altogether (Deloitte 2024). A Hiring Blueprint changes that:  - Clearly identify & define your leadership principles/values - Understand what makes people top performers - Create deep questions that validate the values & skills you look for - Authentically define "meets, does not meet, and exceeds expectations answers" - Breakdown of how your hiring process works and what happens at each step Companies with it can save 100's or hours, reduce bad hires by 30%+, and increase output by 20%+ (𝘏𝘉𝘙 2024) We create blueprints for almost every other department. We definitely should create a hiring blueprint to set talent & our businesses up for success. What’s your hiring plan? Follow me Brett Butler for more on Company Science, People Science, and Hiring that sticks! #TalentAcquisition #HiringTips #Leadership #HiringStrategy #PeopleScience

Meta Llama 4 just landed and it’s rewriting hiring rules. 𝗟𝗹𝗮𝗺𝗮 𝟯 was solid, but its tiny context window choked on big data such as resumes or interviews. 𝗟𝗹𝗮𝗺𝗮 𝟰 flips that. Meta’s latest AI beast dropped April 5: 𝗦𝗰𝗼𝘂𝘁: 17B params, 16 experts, 10M token context beats Gemma 3 and Mistral 3.1 across the board. 𝗠𝗮𝘃𝗲𝗿𝗶𝗰𝗸: 17B params & 128 experts allows it to rival GPT-4o in reasoning, at half the size. 𝗕𝗲𝗵𝗲𝗺𝗼𝘁𝗵: 288B params and counting is already topping Claude Sonnet 3.7 in STEM. That 10M token context window? It’s a hiring game-changer. Now AI can: 🧠 Scan full candidate histories that go back years, not just snippets 📄 Parse entire job specs and match skills, no cuts. 💻 Assess coding portfolios or multi-role fits in one go. 📊 Predict performance from richer data that lifts retention by 30% (𝘏𝘉𝘙, 2025) For tech startups and scale-ups, this is gold as it can help you: - Spot hidden gems in messy data. - Slash time-to-hire with pinpoint accuracy. - Build teams that stick As the tech continues to improve so to should your collective knowledge & experiences. This is the future of hiring at HireSphere AI. Proprietary human knowledge & experiences infused into AI that supercharges both qualitative and quantitative decision making and creates actual defensibility. Shallow hiring’s dead. Deep, smart recruiting’s here. What’s your next hire unlocking?" Follow me Brett Butler for more on company science, people science, and hiring that sticks!

After talking to 500+ CEO's, Business Owners, Recruiters, and Hiring Managers: 𝗟𝗮𝗻𝗱𝗶𝗻𝗴 𝗮 𝗝𝗼𝗯 (C Player): Relevant Skills + Character/Goal Alignment 𝗞𝗲𝗲𝗽𝗶𝗻𝗴 𝗮 𝗝𝗼𝗯 (B Player): Relevant Skills + Character/Goal Alignment + Adaptability 𝗧𝗵𝗿𝗶𝘃𝗶𝗻𝗴 𝗶𝗻 𝗮 𝗝𝗼𝗯 (A Player): Relevant Skills + Character/Goal Alignment + Adaptability + Ability to Execute 𝗧𝗼𝗽 𝟭% (A+ Player): Relevant Skills + Character/Goal Alignment + Adaptability + Ability to Execute + Effective Communicator Are you hiring just to fill a role, or to bring on a Top 1% performer to transform your organization? #TalentAcquisition #PeopleScience #HiringTips Follow me Brett Butler for more on Company Science, People Science, and Hiring that Sticks!

𝗗𝗲𝗲𝗽𝗳𝗮𝗸𝗲𝘀 𝗮𝗿𝗲 𝗬𝗢𝗨𝗥 𝗵𝗶𝗿𝗶𝗻𝗴 𝗻𝗶𝗴𝗵𝘁𝗺𝗮𝗿𝗲 𝗻𝗼𝘄 By 2028, 1 in 4 job applicants will be fake (𝘎𝘢𝘳𝘯𝘦𝘳). 𝗛𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝗰𝗮𝘁𝗰𝗵 𝗶𝘁? ATS Systems -> Don't flag it & easily manipulated In-Person interviews -> Role dependent & shrink potential talent pool Screen sharing/lock -> Programs can circumvent this You catch it by owning your entire process and combining content & behavioral analysis - Body Language - Eye Movement - Tone of Voice  - Micro expressions These are your true fraud detectors.  A blank stare, flat yes, eyes looking at other screens, or mouth movements not matching the words you hear. "Generative AI has blurred the line between what it means to be human and what it means to be a machine" (Vijay Balasurbramaniyan) Companies can do the same in their interview process.  - Leveraging AI to flag fakes & perform content analysis of answers - Utilizing people science to read souls & perform behavioral analysis According to the Justice Department 300 US firms already hired imposters in 2024 (TV giants, automakers, defense players). One slip and your IT & organization is compromised. How are you verifying who's really in your next interview? #PeopleScience #TalentAcquisition #HiringTips Follow me Brett Butler for more on Company Science, People Science, and Hiring that sticks!

I’ll always cheer for my networks' wins, even when I'm grinding. Lifting others up costs you nothing.  But by doing it consistently it can give you EVERYTHING. Whenever someone: - Hits a milestone in their relationship - Lands a key client/Makes their first sale - Completes their degree/certification - Gets hired/promoted - Sparks a game-changing idea I celebrate with them. Their success doesn’t dim mine. We sometimes think another’s win steals our spotlight. It couldn't be further from the truth. Gallup (2024) found celebrating wins boosts engagement & productivity 23%. There will always be opportunities for those who dare to dream, execute, and achieve. Instead of criticizing: ↳ Give them a sincere shoutout ↳ Approach business like a "co-opetition" rather than seeing them just as rivals ↳ Ask them about their experience, learn from it and apply it ↳ Understand your journey is different from someone else's When you do this success becomes inevitable and you become unstoppable. Reshare 🔄 to inspire others. Follow me Brett Butler for more on Company Science, People Science, and Hiring that Sticks!

Your team’s culture shapes your career as much as your boss does. I’ve worked with dozens of companies and one truth stands out: a toxic team can stall you, while a great one launches you. Adam Grant’s work backs this, his 2023 study with Wharton found strong team cultures boost retention 30% more than pay alone. Across my career I've worked in & consulted all 3 types of teams: 1. 𝗧𝗲𝗮𝗺𝘀 𝘁𝗵𝗮𝘁 𝗱𝗿𝗮𝗶𝗻𝗲𝗱 𝗺𝗲: Cliques, comfort, and a lack of respect killed personal and company growth. 2. 𝗦𝗼𝗹𝗶𝗱 𝘁𝗲𝗮𝗺𝘀 𝘁𝗵𝗮𝘁 𝗽𝘂𝘀𝗵𝗲𝗱 𝗺𝗲: Open feedback & clear goals that helped individuals and the company grow quickly. 3. 𝗦𝘁𝗲𝗹𝗹𝗮𝗿 𝘁𝗲𝗮𝗺𝘀 𝘁𝗵𝗮𝘁 𝗽𝘂𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝗳𝗶𝗿𝘀𝘁: Collaboration that sparked ideas that never would have occurred. Teams helping to train their replacement so the organization continues to grow. Organizations helping their employees find their next step even if it was outside the company. In an interview, it's just as much you assessing the company as them assessing you. When interviewing, dig into culture with these: ↳ “How does your team handle disagreements?” ↳ "How many people have been promoted internally within the organization?" ↳ "What's the company's policy on professional development and cross-training across different roles?" Answers reveal the vibe. HBR (2024) says 25% higher engagement comes from transparent teams. Remember you’re not just picking a role; you’re picking a crew. What do you look for in a team? Follow me Brett Butler for more on Company Science, People Science, and Hiring that sticks! #TalentAcquisition #HiringTips #Leadership #TeamCulture #CareerGrowth

𝗖𝗼𝗻𝗳𝘂𝘀𝗲𝗱 𝘁𝗲𝗮𝗺𝘀 𝗰𝗼𝘀𝘁 𝘄𝗵𝗶𝗹𝗲 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝗽𝗮𝘆𝘀. 𝘔𝘤𝘒𝘪𝘯𝘴𝘦𝘺 (2024) found that clear communicators save 20% on rework while chaos communicators bleed cash. While many people talk about clear communication; rarely do I see actionable information on HOW to test for it. One of my favorite questions to ask: "Explain to me your last win in 30 seconds or less." 𝗪𝗲𝗮𝗸 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗲 𝟭: 'Uh, we did stuff on project for company X and won.' ↳ Why: Vague, non-detailed makes me think they weren't heavily involved in driving impact. 𝗪𝗲𝗮𝗸 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗲 𝟮: 'Sure we began with A, then B, then C, then D, we also did E, F, G, and then we also did H, I, K, L, oh and then we did.....' ↳ Why: Comprehensive but not clear, can quickly overwhelm team members & leadership when they want the high level takeaways. 𝗦𝘁𝗿𝗼𝗻𝗴: Absolutely 'we cut dev bugs 15% with one simple tweak (Dev). Our new flow sped operations by 25% (Ops). We identified a billing gap that generated $500k in ARR. (Finance) ↳ Why: Concise, quantifiable impact driven, can ask more questions if I want Remember focus wins across every department, action, and dollar. What’s your go to clarity check question? Follow me Brett Butler for more on company science, people science, and hiring that sticks! #PeopleScience #TalentAcquisition #HiringTips