Shipped Talent

Founder & Principal Recruiter

The Shine Community

Community Builder

Elevated Talent Solutions

VP, Executive Search

E-Space

*Left to support a family member*

▪Primary recruiter for Space Systems Engineering and Corporate Functions (all levels including C-suite)
▪Responsible for building global recruitment team, processes, job descriptions and technology stack 
▪Work closely with CEO on all job offers

Director, Talent Acquisition

Recruiting Lead

BrightHire

Advisor

▪ Joined as founding technology recruitment leader (Series B)
▪ Built out recruitment technology stack
▪ Lead ATS migration from Lever to Greenhouse
▪ Manage GTM recruitment lead and drive GTM recruitment strategy
▪ Build recruitment/hiring processes and establish metrics
▪ Primary recruiter for all of technology (engineering, product, data science) and corporate functions

Head of Recruiting

Doma (fka States Title)

Principal Technical Recruiter

Highlights: 
▪Joined (Series B) as the first technology recruiter to build out software engineering, product management, product design & IT 
▪Proactively source and attract top talent in the Bay area 
▪Proven success in building out diverse talent pipelines for key technology leadership positions (pre/post-IPO)

Senior Technical Recruiter

Senior Talent Acquisition Consultant

Credit Suisse

Oversee Talent Acquisition for CS Raleigh -- RPO (Recruitment Process Outsourcing) team of 16 and support the operational requirements of the region.

Vice President, Experienced Recruitment

Manage a team of 7 Recruiters and Sourcing Specialists who support all full time positions at Credit Suisse in RTP, NC.

Talent Acquisition Manager (via Alexander Mann Solutions)

Verizon

• Responsible for staffing all Director level (& above) positions in the IT organization; full life cycle recruiting from sourcing top tier candidates to onboarding
• Lead a team of five talent acquisition professionals (2012-2014) responsible for full life cycle recruiting efforts

Supervisor, Global Talent Acquisition

• Main point of contact for process questions, additional training, as well as managing over 60 requisitions
• Responsible for full life cycle recruitment including sourcing, screening, interviewing, negotiating, offering and closing a diverse array of candidates
• Successfully recruit a wide range of professionals from executive leadership to ICs across multiple business units

Team Lead/Senior Recruiter

• Lead the recruiting efforts for a high profile contract with ABN AMRO, internationally based bank
• Responsible for full cycle recruiting of a diverse pool of candidates with an emphasis on the areas of Information Technology and Operations
• Work closely with Vice Presidents, Directors, and Managers in understanding their goals to develop and implement an appropriate solution to their recruiting needs

Corporate Recruiter

Growth partner for innovative tech companies making an impact.

⦿ Team, process, and recruitment infrastructure builder for tech start-ups (x3) 🏗
⦿ Hands on experience building world class engineering, product mgmt/design, & GTM teams 👷🏻
⦿ Leadership experience in start-ups and large global organizations (spanning industries) 🌎
⦿ Extensive experience hiring all levels from senior IC to C-suite 💼

🌟 Join the Infinite Reality Team! 🌟

Are you passionate about shaping the future of digital innovation? Look no further! I'm leading the Talent Acquisition efforts at Infinite Reality, a trailblazing tech company revolutionizing digital space creation. And I'm on the hunt for a Talent Acquisition Associate to join our fully remote team anywhere in the US! 🚀

As a key player in our growth journey, you'll own the candidate experience from start to finish, ensuring top talent feels valued and welcomed. Collaborate with me on optimizing processes, crafting inclusive recruitment strategies, and driving operational excellence. 🤝💡

What's in it for you? A competitive compensation package including a base salary ranging from $70,000 to $95,000, equity opportunities, robust health plans, flexible vacation time, and yes, we even shut down for Christmas to New Year's! 🎄✨

Ready to level up your recruiting career with a cutting-edge team? Apply now and let's create the future together! 🌐💼 https://lnkd.in/dW4KyTPA

#InfiniteReality #JoinOurTeam #RemoteWorkOpportunity

Hayli Thornhill

HM: We'd like to post a role to backfill Larry.

Me: Great. Any changes to the JD from the last time we posted?

HM: Yes, we'd like to add some additional skills & maybe bump up the level of seniority.

Me: Ok. Let's discuss how those changes will impact compensation to be competitive.

HM: We'd like to keep the range where it was.

Me:

Head over to Shipped Talent's page for the poll.

Please, I'm out of breath. 😰

I've spent most of my career as an internal recruitment partner beginning with large global companies & later shifting to startup world. Since starting my own business, here's what I've noticed about true partners (even those who've never hired before):

🌟 They value what an experienced recruitment partner can bring to the table
🌟 They're open to feedback on the process they've designed & what's working well or not
🌟 They give real feedback on candidates so that searches can be continuously tweaked, improved
🌟 They're not too busy to provide timely feedback on submittals
🌟 They take the time to share mission, goals, business strategy
🌟 They're not confused about who they need to hire
🌟 They have high bars, but they're attainable
🌟 They hire people a lot faster

Throwing a JD over the fence & expecting to get "perfect" candidates is a terrible strategy.

Sometimes (over the weekend), we take calls, answer emails, respond to Slack messages & texts so that we can deliver good news to you, your sis, bro, cousin, kid, friend...ASAP on Monday.👏🏻

❤️,
Recruiters

Before you start recruiting for a new startup, ask the founders for this...



⭐ Their pitch ⭐ 

Often, the initial intake discussion is centered around company, mission & the specific role(s). That's all necessary, but so is hearing how they actually speak to investors & potential customers about what they're building. This can be really helpful when crafting initial outreach for target candidates & definitely once you get someone on the phone.

Wednesday (◀ check my spelling) ✨ Manifest ✨ Sesh



I watched a cheesy movie last night on Netflix, but I got a side of good advice or a good reminder. We don't get what we don't ask for or put out into the universe. So...here goes.

I want to...

🎯 Continue to connect great people with great opportunities
🎯 Work with innovative companies who (truly) care about candidates & their experience
🎯 Be a great advocate for clients & candidates
🎯 Be a good human
🎯 Make money (there I said it universe)

What's on your list to manifest? Let us all know in the comments. ⤵

It will never not suck to let a candidate know that they won't be moving forward in the process or getting an offer.



There's always a lot of talk here about how tough that is & whether it should it be done over the phone or email, etc. What doesn't get talked about much are some of the hidden convos during the hiring process that candidates never hear. 

They go like this (Recruiter >> HM)

💬 I know that so & so may not have as much depth with X, but I was really impressed with one of their most recent projects where they built....

💬 Please just trust me & speak with X. While they haven't been in this type of environment yet, I believe they have the drive to be successful here.

💬 Please let X show you what they can do in the tech interview. I think they were just nervous during that initial convo.

💬 Why are we declining them for X now? We discussed this up front. I think we should move them to the next round.

I'm not saying that advocating for a candidate always goes our way, but we do go to bat more often than anyone may realize. 

Anyone else going to bat for their candidates? How?

This superhero right here taught me a lot. 

He was in the health club business when I was a kid (shout out to Courts Plus). There was a pool there, & I got my lifeguard certification. I envisioned sitting in the lifeguard chair with a red one piece swimsuit on, twirling my whistle. I quickly learned there was a lot more to the job. He expected me to keep the entire area spotless, including the bathrooms. Cleaning the toilets was part of the job whether I liked it or not. 🚽 

He could be found throughout the day doing any/every job in the club (including toilets). He wouldn't have it any other way, & I definitely wasn't getting any special treatment. This matters for a lot of reasons. He instilled a type of work ethic that can't be learned anywhere else. Later in life, I feel he may have had some regrets about working too hard & pushing us to do the same. I wouldn't trade the lesson(s) for anything. 

I'll take a plunger over a sword any day.

Miss you so much Dad. ❤️

You know the old saying...most people don't care enough about equity to take a cut on base?



I'm pretty sure that's an old-ish saying.

Anyway...a lot of people have been burned by companies that they were excited to join, but things didn't work out in their equity windfall favor. This is not earth shattering info, but something to consider as an early stage (or really any stage) company trying to attract the very best. The right people will be willing to take a risk, but will also be looking for the right overall package. Overemphasis on a shiny lottery ticket won't cut it.

You get feedback, and you get feedback, and you get feedback!


And you get some water plant. 💦

Pretend your recruitment budget was just wiped out or severely diminished, but your team still has roles to fill (or maybe you lived through this in 2023).

If you had to choose only 2 or 3 (max) tools to keep in your recruitment tech stack, what would (or did) you keep? Alternatively, if you're not the DM, what would you fight to keep in your toolbox?

Sending everyone (who's soooo tired of interviewing) Scottie Scheffler vibes this week.

If you have a homework assignment that you expect someone to spend hours on, I hope you double bogeyed the back 9.⛳️

When you're relieved to hear a great candidate is headed to final rounds.

Also, after you've successfully folded a fitted sheet...

Sometimes, the grass isn't greener but the eclipse glasses are better.

3 people I've spoken with in the last week who have recently gotten jobs all did these things really well (+ how you can too if you're not already crushing this list)...


✔ Networked, networked, networked (+ not just here) 
     ➡ What does that mean? Research the opportunity, company, connections to find another way in front of the recruiting/hiring team (cleverly & thoughtfully).

✔ Targeted search based on their experience 
     ➡ How to know the role may be a good fit? You'll have a good idea when multiple resume rewrites &/or versions are not required. 

✔ Negotiated with confidence 
     ➡ How? Know the market & what you bring to the table. Get what you can going in the door (best time to get it).

✔ Moved on quickly after rejection from previous opportunities
     ➡ How? Focus on your strengths & learn from each experience. Don't get stuck on a place that passed on you for whatever the reason.

✔ Stayed active, positive here & on other platforms when it wasn't always easy
     ➡ How? Keep supporting, checking on others. You may get an unexpected lead while you're at it.

✔ Backed out of a process when it wasn't right.
     ➡ How? Don't be afraid to withdraw from a process when something seems off. "Thank you for the opportunity to interview, but I've decided to progress forward with alternative positions that are a better fit for my personal/professional goals" or something like that.

All of these things are FREE & will eventually pay off like they did for my 3 friends here. 👏🏼

600th time waiting that "minute or 2" for everyone else to join...

Have you ever done the math? 😆

➕ Showing up to an interview on time
➕ Not making someone feel 'less than'
➕ Providing timely & thorough feedback
➕ Having a trained/knowledgeable interview panel
➕ Not asking duplicative questions throughout the process
➕ Understanding the signal your getting (or not) from your interview questions
➕ Always leaving time at the end of the interview for candidate questions

⬆ Things on the hiring side that are not rocket science, yet are often missed.

vs.

Picture it's 1999 & Haley Joel Osment is a recruiter. 

He'd be so much less troubled, b/c what BrightHire has built would really give his brain a rest. 

Introducing AI-powered Candidate Alerts 💥 💥 💥 

They basically act as a ‘sixth sense’ for recruiting teams, using AI to spot and flag any important candidate intel that arises in interviews - think potential risks that could derail a candidate's interest or crucial tasks that need to be followed up on ASAP.

This is an incredible example of how AI can be used to deliver a huge win for recruiting teams and candidates.

Check out the overview video below! Rest your brain.

I was rewatching an interview yesterday (thank you BrightHire) & realized I was talking too much. 

Most of the time, I feel like my discussions are balanced. However, it can be easy to go off on a tangent. It's a good reminder for both sides to keep responses succinct yet thorough as you move through the interview process.

Taplio

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