Jennifer’sJobs, LLC

I founded and have managed JennsJobs since June of 1999'.  I solely did executive recruiting for my first twenty years successfully. I LOVE recruiting. 

I added a service to my business 5 years ago that helped the senior level job seeker secure their next right role. The response was enormous. That's all I do now. I charge a one-time upfront fee and support that job seeker until they have a new role guaranteed. 

Previously I conducted professional searches and placed professionals nationwide.  I love to build out teams or to find that missing link within a team. I have worked in many different industries, nationwide. I worked with an accelerator as their director of recruiting as well during this time. And loved every minute of that work. The startup world is exciting and a great place to learn about so many things. I have helped many well established brick and mortar companies over the years, as well. I enjoy the hunt involved in finding business opportunities and finding the perfect candidate(s) for my clients. I love helping job seekers find their next role. It’s important to me to ensure the perfect next step for every candidate I work with. As well as to find the ideal candidate for every client. Over the years I have met and worked with many individuals who have become close friends and business partners now. Give me a call to see how I might help you!  760.845.0000 or jenn@jennsjobs.com

Principal/Helping job seekers find their next role/executive recruiter

Atlas Accelerator

Atlas Accelerator is the oldest and largest venture accelerator in the US. Our business is unique. We provide early-stage technology companies with staff in finance, accounting, HR, software development, marketing, and sales in exchange for equity in their company. We have worked with over 250 companies in our 17-year history and have benefited from 38 successful company sales or IPOs 

.Atlas Accelerator is in the business to assist early stage start-ups in achieving their dreams by bringing experienced Executive and Line talent into a firm to make an immediate impact. Often an early stage company does not have the funds to pay for a full time Sale VP, or CFO, or CTO - sometimes an early stage firm needs an expert to come in and setup a sales strategy - or a new entrepreneur needs someone to come along side of them to coach them through unchartered waters. 

Over the past 16 years, Atlas Accelerator has infused C-Level and Business Professionals into the Seattle Start-up market for companies such as these. We are truly a long term business partner whose objectives align perfectly to yours.

We offer both executive and non-exec recruiting. Our model is different and tailored to early-stage companies. Not only will we work for equity but we have a model that works for companies that can not afford to pay 20% - 30% of first year’s salary.

Director of Recruiting on contract through JennsJobs

Sales Professionals, Inc.

Sales Professionals was a start-up recruiting firm 
Built business from the ground floor up 
Responsible for building entire client list 
Billed over 650K in the first 10 months
Responsible for every aspect of the business including: opening office, hiring personnel, developing clients, locating and screening candidates, negotiating contracts with clients and closing the hiring process between client and candidate
Bought out partner and opened The Quest Group, LLC independently

Sales Recruiter/Managing Partner

Culver Careers

Culver Careers is a sales focused recruiting firm 
recruited and placed Sales Professionals
Developed client base calling on C-Level executives
Promoted to manage major accounts in Carlsbad Office 
Rookie of the year - for all 22 offices in The Culver Group 1999
Rookie Quota buster 3 times
20K monthly billings award 6 times
30K monthly billings award 5 times
50K monthly billings award 3 times

National Sales Recruiter/Account Manager

As the principal of JennsJobs, I am passionate about connecting talented professionals with their next “right” role. I have a background in executive recruiting for over 20 years. I have worked with clients across various sectors, from technology startups to established brick and mortar companies nationwide. 

I now offer executive and senior job seekers a unique service: I act as their job agent and talent coach, providing them with resume optimization, LinkedIn profile enhancement, networking and interviewing best practices, and personalized guidance throughout their entire job search. I do anything and everything with them during their search. We have weekly meeting to go over progress. We run a strategic and planned search together. I charge a one-time upfront fee and work with each client until they land a new role, guaranteed. There is no one else that works with their clients until they have a new role. I have over 35 excellent references attesting to my results and satisfaction. My mission is to help you achieve your professional dreams in regards to your next right role. Not just any role. I only work with a select number of clients at a time. Adding new clients in as other accept new roles. Reach out if you would like to chat further about my services. 

And we also do just your resume for anyone. Just send me a message. 

This is why people are so upset with recruiters. 

A recruiter who runs a recruiting firm gets on Linkedin today and tells job seekers to be aware of their body language while interviewing. 

Because she interviewed an excellent candidate on paper. But she yawned. 🥱Yes YAWNED during the interview. So she wasn't a good candidate anymore. 

The lack of awareness from the recruiter is the real issue in my eyes. 

Anxiety causes yawning. People get nervous during interviews. Or maybe she was tired. I don't know. But it doesn't matter. 

The real issue is the recruiter got online and roasted the candidate online for yawning. That's the bad behavior. 🤦‍♀️

Give job seekers some slack. They aren't robots. They aren't perfect. They are human. 

We are all human. 

#jennsjobs

Jennifer Schlador

The dreaded “You are overqualified!”

Contrary to popular belief, not everyone is trying to climb the corporate ladder. 

I have many clients come to me seeking advice on how to obtain a “lesser” role. 

While that may sound silly to some, it’s common and requires a level of strategy. 

My clients typically have a good reason for looking for a role below what they last performed. 

It doesn't mean they are looking for any role. Or that they will get bored. 

Quite the opposite.

Most of the time, it's due to quality of life. Or wanting to get their foot into the door of a particular company. 

To position yourself into a lesser role, you have to revamp your resume. To make sure you don't appear overqualified. 

But I am not saying that you should diminish what you have achieved, but you should rein it in to meet what the job listing calls for. 

When interviewing, know that you are making this decision from a position of strength, not weakness. 

For you, there are advantages to stepping down, even if we live in a society that is always trying to tell us to move up. 

Feeling empowered by your choice will help you confidently convey your reasons, causing the recruiter or hiring manager to join you in seeing this shift as a positive one.

Be sure to address the issue head-on in an interview to alleviate any concerns during an interview. 

Have you been told you are overqualified? 

#jennsjobs

Were you laid off?

Please do not feel badly you were caught up in a layoff when interviewing. 

I speak to job seekers daily who are absolutely gutted they got laid off. Which is COMPLETLY understandable. 

But worse they feel the need to over-explain the situation. 

It's hard to separate facts from our feelings sometimes. 

But it’s really important you avoid providing too much unnecessary detail and make it clear the layoff was beyond your control. 

Focus on the circumstances. Only the circumstances. 

Briefly explain the circumstances that led to the layoff. 

Here is an example-

 “There were major layoffs at my company due to [the economic instability right now], and I and [X number] others were laid off in order to [cut costs].”

Keep your answers simple, short, and factual around the layoff. 

And remember gaps are common place in this market. It is not a reflection of your value or you personally. 

You got this!

#jennsjobs

My post went viral a couple of weeks ago about not being a generalist in this market. 

Not everyone agreed. They told me they were a generalist so I was wrong. And that's okay. I loved the conversations. 

I never stated that you can’t be a generalist. I stated it's better not to market yourself as a generalist in this market. 

Casting a wide net won't work. 

Positioning yourself in a narrow focus will lead you to your next right role sooner rather than later. 

Here is a perfect example of this:

I told my client his resume had too much information months ago. He has a diverse background. Which is awesome! He's an excellent candidate because of it. 

I told him his elevator pitch and stories were way too much and too long. They weren't narrow or focused. 

He disagreed. Which is okay. There is no one exact way to find a job. But he has struggled to get interviews in this market. For months. 

He finally decided to make his resume focused. And took a bunch of stuff off of his resume. 

In one week he received 3 interview requests for 3 different VP positions. And the one of them is from Meta. Where he applied on a lark. 🎉

If you aren't making traction and you aren't narrow in your focus. Try parsing your resume down. 

When someone is reviewing your resume they are scanning for the PERTINENT information needed for that exact role they are recruiting for. Nothing else. That's why you can scan a resume in 6 seconds. I know I scanned resumes for over 25 years in executive recruiting. 

If your information is a possible match for the role. Then your resume is read in further detail. 

And if you have just enough to possibly be qualified they will reach out to you. To ask questions. 

If you give so much information they can screen out on you. You'll be passed up.

You want the call. Less is more. 

I promise you!

The number of applicants you see who have applied on a LinkedIn job post. Is not the actual number of people who have actually applied. 

It is the number of people who clicked the job ad to go to apply. But many people end up never applying. 

And did you know that out of 100 applications, a rough number would be about 25 people who are actually qualified for the role? Yep. Ask any recruiter. Many people apply who aren't qualified. 

Don't let the data number you see dissuade you! If you are qualified.

I just heard about a man who applied to 34 roles at a company. All different roles. Not one was he qualified for. 

Why do people do this? Why do people apply to roles they aren't remotely qualified for?

#jennsjobs

My client who accepted an offer yesterday. Was heartbroken just weeks ago. 

She lost out on a role with the same company. Six weeks ago. 

Was she disappointed? When she got rejected. Yes! She was very disappointed. 

Did she get upset at the company? No. 

She wrote a thank you note to everyone at the end of the interviewing process after learning they were passing on her candidacy. 

It came down to the end between her and another candidate. 

We worked on thank notes together after she heard the news. 

She thanked everyone for the excellent interview process.  She also let everyone know she would love to be considered again in the future and why she was still interested—making each note specific to that person and their needs. And why she was a great fit. 

Did it take time? It did. It was a lot of work when she didn't feel like working. She'd just been rejected, after all. 

They promoted an employee to the position she had been interviewing for. It's hard to overcome an internal candidate. 

Fast forward six weeks later, and an employee in the same department resigned. 

So crazy!!

They called my client immediately. And gave her the offer. They told her they were very impressed with her qualifications the first time around. And were struck by how she handled the rejection. 

Burning bridges only hurts you. Unless that bridge needs to be burned down, don't do it. 

We live in a small world! And life is too short.

Making yourself memorable in this market is everything! 

#jennsjobs

Are you over 50?

5 of my clients over the age of 50 have found their next right role. In the past three months. 

And one of them started looking in December of 2023. So not long. 

Don't let your age be a hindrance in your mind. 

Is ageism real? Yes. 

But it's not your problem. 

#jennsjobs

Carlsbad 5000.  Gabrielle is running it! 

What are you doing today? I hope something fun.

Another one of my client’s landed a role today. 

A role that the advertised salary was less than what she was used to earning. 

But she decided to pursue it anyway.  Because the job was the right job. 

Once she got the offer she negotiated the offer up. Quite a bit. 

Moral of the story. You can ALWAYS negotiate once you have an offer. 

You cannot negotiate before that. Ever. 

#jennsjobs

The mood in the “job-seeking” community on Linkedin is well a bit wild. 

It's been building up for the past couple of weeks. 

If I were a job-seeker, I would not let myself get caught up all in the negative banter. 

It's way too much negativity for me. 

It's a mob blaming all companies and all recruiters. 

You can blame all you want. It doesn't change anything. 

That behavior hurts you the most. 

Today is Good Friday!

A day to reflect. It is a day to remember that life can dramatically change in a matter of days.

Have a blessed Good Friday!

#jennsjobs

My client has had a lot of success in the past two weeks securing interviews. 

She applied to four roles all online. All at different companies. She was extremely targeted in what she applied to. She applied to roles that were a good fit and what she wanted. 

She ensured her resume reflected the experience she has that matched the job ad for each position. This shouldn't take you long if you are running a targeted search. 

She also sent a brief but detailed email to the hiring managers and in-house recruiters she could find at each of the four companies. Detailing why she was a great candidate for the role advertised online and why. 

She has interviews for all four roles next week! Each company reached out to her right after receiving her emails. 

The email made the difference in all four instances. 

There is no one right way to get a job.

But you have to make yourself stand out in some way in this market. 

Be creative. Be targeted. And do the extra work. Hard work always pays off. 

What have you done that helped you to get an interview when applying online?

#jennsjobs

It seems like things MIGHT be opening up again. 

My clients are getting lots of interviews again. 

Because it's been slow since the new year. 

One client accepted an offer yesterday. A job they found not by applying online.  But through networking. 📣

If you are a senior-level job seeker who wants help navigating your entire job search I would love to chat. 

I have two openings for new clients! 

#jennsjobs

I signed on a new client today! 

A person I placed when I was new to recruiting.  Decades ago. He had just finished college and was looking for his first real job. 

I had just signed a massive contract for my new recruiting firm. I had just founded. It was to recruit sales professionals and area managers all over the US for this company. It was for 100’s of openings. 

The company was CareerBuilder. It was a brand-new company then—one of the first-ever online job boards. 

About a decade later, I placed him into a VP of Sales role at a Fortune 500 company. 

I can't tell you how many sales reps over the years I placed with him. Or how many other hiring managers he refered me to. So many. I got a lot of business from him. Over all these years. 

Now coming full circle I am supporting him again in my current business. As a talent strategist, advisor and coach. 

He is now searching for a senior-level individual contributor role. Wanting to step back from managing others. 

Relationships matter in life. And in business too. 

If you build your business by being relational you won't need to keep “building” it over and over again. It will build itself. From repeat customers and referrals from past clients. 

You won't need to game anything. Even in today's modern world built on social media. Hard work always pays off. Times change. Technology has changed everything. But the fact that relationships matter most will never change. 

Look at the job market today. Relationships still matter most. It's who you know or who you get refered to in today's tight market. Even with all the technology we have today! 

#jennsjobs

Well, it has been another great week for my clients, so far. And it's only Tuesday. 

Another offer accepted! 

Interviews are happening!!

Some really good companies are hiring again.  Finally! ✋

I am encouraged. 

If a job seeker reaches out to you to network. Accept their invitation. Accept their call. 

You will change their whole week. 

They aren't asking for a job.  They just want to get your advice. It will go a long way. And it will mean the world to them.

Take five or ten minutes of your time to change someone's day. It will end up changing yours. That's how it works when you help someone. 

I feel like things might be changing. I sure hope so. ❤️

#jennsjobs

How do you feel about recruiters? 

The industry has been in a lot of heat recently, and like any industry, has a bad reputation among some people. 

But all recruiters aren't the same. 

So it's important to not paint them all as the same. 

Whilst some have created a bad image for the whole industry. There are lots of GOOD Recruiters out there, who take care of their candidates and really put into consideration what is best for the role and their clients.

What are the qualities of a good recruiter?”

Somebody with excellent relationship skills.

Someone with high ethics.

Someone who builds long-term relationships. That's how trust is formed and partnerships are created.

Don't be that recruiter who goes around LinkedIn policing 👮 everyone's post. And comes off as angry and indignant. It's not helping you or any recruiter in the industry. 

Have some empathy. Stop blaming others outside of recruiting. 

It looks even worse when you shift the blame. 

It's about having emotional intelligence. Try understanding why people are upset. And then empathise as to why people are frustrated. Don't take it personally. Because it's not about you personally. 

Hear what job seekers are saying. Acknowledge what they are saying. And be the change in the industry that's needed. 

My best friends in life ARE recruiters. And they are fabulous at the work they do. 

People like to blame others when things get hard. It's human nature. 

Just like the fake ATS system blaming. It's not the truth but we see it every day in our feed. How the ATS system rejects candidates all on its own. 

Just be the change in the industry! 

Because I think we can all agree the the hiring process needs a major overhaul throughout. 

Be that change.

The people who get jobs quickly seem to be positive despite any circumstances. 

I talk to job seekers every single day of the workweek. 

And how someone manages their stress & anxiety does affect their job search. 

It comes across in every single conversation you have with others. 

And it's interesting to see all the different ways people cope or don't cope with it. 

Just know you can't force your way into a job. By being pushy. You can't hurry up the process. By pushing. You can't unload your pressure to move a company along. None of that will actually be helpful. 

It does just the opposite of what you want. It will repel people. It puts up redflags in your path. It comes across poorly. 

Is that fair? No it isn't. But life isn't fair. We don't all win trophies even though some well-meaning adult thought that was a good idea. It wasn't. 

How you present yourself does matter. And I mean verbally. How you communicate to others. 

It doesn't mean people aren't empathetic. It just does not serve the job seeker well in an interviewing process. 

So you need to be able to be the best you. Despite your circumstances.

You should be able to open up to a job coach or a third-party recruiter. Or family or friends. But for anyone else you need to really focus on being positive and confident. 

We are drawn to people who reflect confidence. And you can have confidence even in tough circumstances.

How do you deal with your stress in this market? 

Because ALL job seekers have stress in this market. Every single one of them.

#jennsjobs

If your job seeking strategy is not getting good results, try being creative.  

Applying to jobs online is considered passive and reactionary. 

Try being pro-active. 

Chat informally with people who already work in the area you want to work in. What did they do differently to help them get their position? Take note of their career path. 

If you identify an employer who interests you, contact them and let them know that you are interested in them and why. Think about where big opportunities will emerge in the future and target employers involved in that area. Talk to them now rather than waiting for jobs to be posted online. 

It’s all part of networking. Try it and let me know it goes this week! 

How are you making sure you are standing out in this market? 

#jennsjobs

“Why do you want to work here?”

Let's dig into the question. And how you would answer it. 

Well, I am passionate about paying my mortgage and putting food on my table….

That’s the honest answer. 

But you want to give SPECIFICS. You want to show your interest. And where your interest lies. 

We ALL want to be wanted. For us. Not just because. It's the same in interviewing. 

So think about these three areas. 

What do you like about the company? Their mission?
The team?

Dig into one or all three of those areas to formulate an answer. 

Why their role specifically? That's how you would answer that question. 

Be sure not to give generic answers that would work for any company. 

Such as I am really looking to grow in my career.  And your company would give me that opportunity. I love what you and your team are doing!

Instead…

“I am genuinely excited about the impact your team/company is making in the industry. Your development of sustainable products and the commitment to reducing the carbon footprint, is really exciting to me. 

It's amazing to see how your organization is focused on profitability but also creating a positive change in our world today. 

Being part of a company that shares my values and is actively making our world better is everything to me.”

Take something that stood out to you in your research, about the company or team and then parlay the contribution you could make in the role you are specifically interviewing for. 

It's all about being specific. 

You got this!

#jennsjobs #interviewing

Have you heard of the ABC technique? 

It’s great to use in interviewing. When you’re asked a difficult question or when the interviewer throws out an objection from your background. 

First you ACKNOWLEDGE what they said. By repeating it back to them. This shows you heard what they said and are listening. And you’re validating their concern. 

Second BRIDGE the conversation with a phrase or “and”. Do not use “but” because it’s a negative. 

Use one of these phrases below-

•	“In addition…”
•	“Let me put that in perspective.”
•	“It’s important to remember that…”
•	The real issue is…
•	“Before we get off topic, let me…”
•	“And that reminds me…”

Third CLARIFY why there objection it is not an issue. Objections are inevitable. Be calm and concise when explains why their concern really shouldn’t be a concern. 

It’s not hard once you practice this way of handling objections or answering questions that require you to collect your thoughts. 

Here’s some great examples-

Bridging statements.
“And what’s most important to know is...”
“However, what is more important to look at is...”
“However, the real issue here is...”
“And what this all means is...”
“And what’s most important to remember is ...”
“With this in mind, if we look at the bigger picture...”
“With this in mind, if we take a look back...”
“If we take a broader perspective, ...”
“If we look at the big picture...”
“Let me put all this in perspective by saying...”
“What all this information tells me is...”
“Before we continue, let me take a step back and repeat that...”
“Before we continue, let me emphasize that...”
“This is an important point because...”
“What this all boils down to is...”
“The heart of the matter is...”
“What matters most in this situation is...”
“And as I said before, ...”
“And if we take a closer look, we would see...
“Let me just add to this that...”
“I think it would be more correct to say...”
“Let me point out again that...”
“Let me emphasize again...”
“In this context, it is essential that I note...”
“Another thing to remember is...”
“Before we leave the subject, let me add that...
“And that reminds me...”
“And the one thing that is important to remember is...”
“What I’ve said comes down to this...”
“Here’s the real issue...”
“While...is important, it is also important to remember...”
“It’s true that...but it is also true that...”

Do you overcome objections during interviews?

#jennsjobs

Interviewing feedback is important. 

Whether it's positive or constructive criticism. Constructive is the key word. 

And job seekers should treat the feedback the same way they would with any advice. Consider the source. 

Companies using the excuse that they don't give feedback because you might be sued is bogus. 

If your feedback is based on gender, race, sexual orientation, marital status, pregnancy status, national origin or age then yes you can be sued. 

Again the only things you can ever get sued for is employment discrimination. 

I know some companies have a no feedback policy but that is typically in really large companies. They are covering themselves just incase. They are the exception. 

Feedback can actually change a job seeker's entire trajectory. We all need help or advice at some point. 

When I was trained to recruit I was taught it was part of the job. I was taught to value relationships with others. And I was taught how to present feedback. 

It's not hard to encourage or help a job seeker. 

The one caveat to expecting feedback would be that the job seeker had multiple interviews within the organization to warrant feedback. 

It's not realistic to expect feedback from just submitting a resume. Or even after an initial phone screen. 

Whenever I worked with a client company I let them know I needed feedback on each and every candidate who they interviewed. We did a debrief on every job seeker after every interview. 

I hope the whole hiring process gets a much-needed overhaul. And that we put the human aspect back in it. It's missing right now. While allowing technology to improve the entire experience. Both can be done. It will take people who don't say, “It's always been done this way!”  

Have you ever received interviewing feedback that helped you improve? 

#jennsjobs

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