Jackie Leary

Weave not only has a new & sleek interface of their product, but new swag for all of their employees to go along with it! 💪🏼🔥 NWX (New Weave Experience) is the not the first - or last - of many improvements Weave has made to their product. The team here consistently comes up with ways to make Weave better - from the product to the customer journey as a whole. It’s truly amazing to see & be a part of! If you want to see the new interface - feel free to see my last post if navigate over to Weave ‘s page to see it as well! #GetWeave #domorewithWeave

74

7 Comments

What is Keri looking for, in this Wild West of a job market? 🤠 PRINCIPAL LEVEL SOURCING RECRUITER, preferably in house but open to agency who pays a decent base, or contract work. Remote or in the Seattle-Tacoma metro area. Comp $50/hr+ for contract or OTE $120k+ 👈🏼 I enjoy OPS, ENABLEMENT, ONBOARDING and programs like referrals, Inclusivity, and have global experience in leadership. I like solving complex problems creatively. I’m open to TA LEADERSHIP roles, if we are aligned on our approach to TA. I’m not fighting an uphill battle with CSuite who doesn’t understand TA. I’m innovative and best to teach me as much as you can, and let me fly! Equally talented as a Strategist and Tactician. I’m action-oriented. Open to a pivot in SOFTWARE SALES or CUSTOMER SUCCESS. ‼️ Skillset is the same: cold calling, lead generation, marketing, forecasting, quota based, pitching, relationship building, and closing. Uses CRMs. “Sells” to internal AND external stakeholders. Hungry and motivated! Open to a pivot in MARKETING. I write engaging COPY, understand the digital market and have BRAND MANAGEMENT experience. I understand consumers. One good thing about me is my ability to adapt. I have lived an incredible life so far, and I have a lot to bring to an innovative team. I’m also a straight shooter, have a high EQ (which is lacking in the current market) and I’m really funny. I’m a delight. I’ve been remote for over a decade. I’m efficient and I get the job done! Come grab me off the market and let’s make some money! No commission only opportunities. If I work, I get paid. Please don’t waste my time and energy. I need a base to exist right now and stabilize my finances. Those are billable hours and things cost money! 🛑 #hiring #opentowork #hireme #talentacquisition #linkedin

10

I jumped on the wagon- Here's my 2024 LinkedIn Rewind: This year at Semperis was about building a talent acquisition engine that moves at human speed, not just corporate velocity. Some moments that capture our journey: ✅ Success Through Teamwork: Real growth happens when we lift each other up. As I shared earlier this year, "Success doesn't happen in a vacuum - it takes a dedicated team to push growth such as Semperis is experiencing." ✅ Culture is Everyone's Responsibility: Every conversation, every interaction shapes who we become. "Who is responsible for company culture? I say everyone; Every single employee influences company culture." Key wins that kept us moving: • Managed our growth with under 10% external agency usage • Expanded and continued to lead a global team of 4 amazing full-cycle Talent Partners • Processed over 2,500 applications per month • Personally worked on my development as a TA leader- Studying from other impressive leaders in my industry, joined many enriching peer groups and completed Growth by Design Talent certifications in Data and Resource Planning Heading into 2025, we're focused on scaling our global recruitment engine while preserving the human magic that makes Semperis special. Our strength isn't just in our technology - it's in our people. To my incredible global TA team: you turned complexity into connection and I'm grateful for all of your hard work. We have many more wins to get together! To Semperis leadership: thank you for trusting us to grow thoughtfully. #LinkedInRewind #2024Wrapped #FutureOfTalent #hiring

39

2 Comments

The Prelude team has done some truly amazing work. I know transitions are hard on understaffed recruiting teams right now, especially when you’re happy with your vendor. The thing I’m most excited about with candidate.fyi is the ease of implementation. If you’re impacted by the Prelude sunset, me know if you have any questions I can help guide you through!

13

When Bryce Codell, Harriet Johnston, and I launched the first Ashby Talent Trends Report in Q1 2023, we started with the topic of Offer Acceptance Rates. Offer acceptance benchmarks was a request we heard commonly from the talent community, and in analyzing it further we got a firsthand look at the lack of rich data-driven resources available to recruiting teams. While we’ve since published a number of net new reports, today we’re releasing a complete update of our original offer acceptance report. This update includes a refresh of the existing charts, new insights not detailed before, and some interesting observations on how the overall hiring environment is affecting offer acceptance. Read it in full here: https://hubs.li/Q02zyGHL0

38

4 Comments

If you're a recruiting leader looking for a tool to help you with capacity and headcount planning, look no further than  https://recruitingplan.io/. The tool was built by the awesome team at Growth by Design Talent and it's phenomenal. 👏 When I was at Meta we had an amazing recruiting ops and enablement team, and the in-house tools made headcount planning and forecasting a breeze.  Now that I'm at a small startup without any of those resources, I needed something simple & customizable to help me build out a recruiting capacity plan and forecasting model. After using it for only about an hour, I was able to build out a data-informed, realistic model to use in my headcount planning conversations with the business. 🙌   I tend to nerd out on these sorts of things, so I had a lot of fun building out the model and I'm excited to iterate on it as we finalize our headcount plan for our next fiscal year. 🤓

140

4 Comments

Pt. 2 on Iteration. Friday - got specific feedback on candidates. Monday - Iterated and spoke to better fitting candidates. Today - first round interview scheduled. Now scheduling the final and technical round 🎉 Iterate. Iterate. Iterate. #tech #startups #fullstack #hiring #recruiting #technicalrecruiting #biotech #healthtech #femtech

2

1 Comment

If you've distilled all the challenges with this job market, down to "recruiters are cold and lack empathy" it's time for a head check. There are so many moving parts lending to the challenges right now. 🥨 Recruiters have been disproportionately impacted by layoffs. 🥨 Internal recruiter bandwidth is at an all time low. 🥨 Applicant volume is at an all time high. 🥨 New technologies (many very bad) are being introduced to the process (both sides.) Many of these are barely in Beta. 🥨 There is a plethora of mis and disinformation on this and other platforms. 🥨 There are people and industries benefiting from the state of the market exactly as it is right now. 🥨 Companies are leveraging layoffs to pad profits and stock value. 🥨 The economy is uncertain. 🥨 Supply / Demand in the job market is extremely out of balance If you consider all of that...and still chalk it all up to "recruiters are cold and lack empathy" I don't really know what to say. Pretzel Logic 🥨 🤷🏻‍♀️ #recruiters #jobseekers #jobmarket #empathy #GoldensNuggets

51

29 Comments

Hello LinkedIn Community, I'm excited to announce that I'm seeking new full-time or contract opportunities as a Sr. Recruiter/Recruiter, Talent Acquisition Specialist, Employment Specialist, or Office Manaher With a proven track record in finding, hiring, engaging, and retaining top talent, I’m ready to bring my expertise to your team, whether as a dedicated worker bee or the glue that keeps recruiting operations seamless. About Me: I've had the privilege of working with incredible companies like Avast, Postmates, Impossible Foods, Just Egg, Amazon, Nike, Under Armour, Peet's Coffee, and Warner Bros. Discovery/Warner Bros. Games. My diverse experience in the tech, media, food, CPG, retail, and entertainment markets has equipped me with the skills to excel in various industries. Accomplishments: Full-Cycle Recruitment Strategy: Developed diverse strategies to source, hire, and retain talent in Technology, Sales, Marketing, Product, and G&A organizations. Utilized referrals, headhunting, networking events, Boolean searches, social media campaigns, and employer branding to attract top candidates, resulting in 75% of overall hires. Exceeding Hiring Targets: Surpassed annual hiring targets by 120%, successfully filling over 760 high-volume roles for major companies like Amazon, Warner Bros. Discovery, Warner Bros. Games, Pacific Seafood, Just Egg, Nike, Peet’s Coffee, and Avast. Job Requisition Management: Managed 20-30 job requisitions monthly, prioritizing high-quality and diverse hires. Conducted 20 interviews daily to maintain a steady flow of qualified candidates. Pipeline Management: Maintained a robust candidate pipeline using platforms like LinkedIn, Gem, Phenom, SeekOut, Hiretual, Boolean strings, company websites, agencies, referrals, and niche job boards. Recruiting Metrics: Improved efficiency and data accuracy by 25% through transitioning from outdated systems to modern tools like Greenhouse, Monday, Workable, and Salesforce. If you’re looking for a driven professional to enhance your recruitment efforts, let’s connect! Feel free to reach out or tag me to someone who might be interested. Let’s connect, collaborate, and hire amazing talent together! #Recruitment #TalentAcquisition #Hiring #JobSearch #CareerOpportunities #Tech #Media #Food #CPG #Retail #Entertainment #Diversity #Innovation

2

It's incredible to see this kind of hiring momentum, especially in the startup world. This holiday season, the best gift isn't under the tree – it's the explosion of job opportunities across the globe! 🎁🌍 Did I mention the folks at Autocorp.ai are one of the many companies who are hiring over the holidays!? #Reachout - let's talk about what's next for you and your career!

12

4 Comments

TA leaders: You're being asked to do more with less. But what if you could: • Cut recruiting costs by 30-60% • Maintain quality of hire • Scale your team efficiently Here's the game-changer 👇 We've revolutionized agency pricing: • $25K/month → 1-5 hires • $50K/month → 6-10 hires The kicker? You only pay when you hire. No more 20-35% fees per hire. This works for all levels. Specializing in: • ServiceNow • Healthcare (C-suite, Acute Care) • Finance/Accounting/Tax Why this matters: My small, focused team only partners with companies serious about hiring. Real feedback. Real results. Ready to transform your 2025 recruiting strategy? Drop a "+" below or DM me to learn more. #Recruiting #TalentAcquisition #HR #Hiring

4

My hypothesis: Engineering specialists are bad at marketing their skills as contractors, leading to overstaffed engineering teams and overly complex software solutions. Businesses spend ridiculous amounts of money on engineering talent. A company providing $150,000 USD in salary, 4% 401(k) match, and average benefits adds up to over $200,000 per year. I understand wanting to foster the same-team relationship, but I find that I do my best work when I treat the employer as the customer. My job is to identify the customer's needs, make recommendations with evidence and support, and drive the outcomes the customer wants. This relationship works well as an employee, but even better as a contractor.

4

Boosting for reach

2

The People Team at Bench Accounting has been a driving force behind transformative change. Their innovative strategies and people-first approach have set new standards for excellence, creating a lasting impact on the organization and Benchmates. 💪 With Bench's closure, many of them are looking for their next employer. If you’re seeking top-tier HR professionals who can elevate your business, look no further.! Here’s just a small snapshot their incredible accomplishments: 🛠 1. Operational Excellence ✔️ Launched automation initiatives across HR processes, saving 200+ hours annually and improving operational efficiency by 20%. ✔️ Streamlined onboarding for 100+ employees, achieving a 95% satisfaction score from new hires. ✔️ Optimized policies and procedures to meet SOC 2 compliance, ensuring best-in-class data security. ✔️ Streamlined HR tech, identifying significant cost savings and improved workflows enhanced efficiency and employee experience. 💡 Talent & Enablement ✔️ Transformed performance mgmt at Bench, launched a new values framework, and the Great Manager Program, driving 94% retention of top talent. ✔️ Fostered a culture of recognition through the Impact Awards, celebrating and rewarding top 10% performers. ✔️ Enhanced career paths, leading to an 14% increase in internal promotions and higher employee satisfaction. ✔️ Strengthened the employee lifecycle with new, pragmatic and inclusive policies for onboarding, development, and offboarding. 💼 Total Rewards & Wellbeing ✔️ Revamped wellness offerings, including the relaunch of Inkblot EAP, which saw a 30% increase in employee utilization and a decrease in sick leave. ✔️ Innovated bereavement and reproductive loss policies, ensuring compassionate support for all employees. ✔️ Refined benefits programs to save 10% in costs while improving satisfaction and participation rates to 85%. ✔️ Delivered workshops on wellness and leadership values, improving team cohesion and trust. 🌈 DEI Leadership ✔️ Published the Benchmarks of Inclusion Guide, resulting in 10 new policies that enhanced equity across the organization. ✔️ Developed a Leadership Index, holding leaders accountable for DEI initiatives, and driving measurable progress in representation and engagement. ✔️ Embedded DEI risk assessments into project workflows, ensuring universal design principles guide decision-making. This People Team and their commitment have set a new benchmark for People functions everywhere. This is a team I will always cherish for their passion, perseverance and integrity. ❤️ Sandy Manj Samara Green Rebekah Lipsey-Ouimet Penny Dockrill, Ria Dunleavy Laura Adams Alexa Howell Danielle Hastie Isabel Alfonso Shaili Katikaneni Cynthia Luo Devin S. Jordan Frier Dana Lapp ❤️ If you’re hiring, reach out—I’d love to share more about their expertise and accomplishments! 🌟

159

17 Comments

For those looking for work, these other sites might be helpful: You can try any of these LinkedIn, Indeed, Dice, Glassdoor, BuildIn, Remotive, Remote IO, RemoteOK, WeWorkRemotely, FlexJobs, BestJobs, EchoJobs, Robert Half. As for apps, woth giving https://first2apply.com/ a try to search all of the above in a single place

10

✨ 𝐇𝐮𝐧𝐝𝐫𝐞𝐝𝐬 𝐨𝐟 𝐭𝐡𝐨𝐮𝐬𝐚𝐧𝐝𝐬 in annual savings. Not bad for a payroll switch, right? This was the result of moving a company from Paycom to Deel. And because we love a challenge, we added the company’s 𝗳𝗶𝗿𝘀𝘁-𝗲𝘃𝗲𝗿 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗵𝗶𝗿𝗲𝘀 mid-project—achieving a goal they’d been chasing for years. But this wasn’t just about the savings (though that’s a big win). It was about 𝘀𝗶𝗺𝗽𝗹𝗶𝗳𝘆𝗶𝗻𝗴 𝗰𝗵𝗮𝗼𝘀, 𝗮𝗱𝗼𝗽𝘁𝗶𝗻𝗴 𝗯𝗲𝘁𝘁𝗲𝗿 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆, 𝗮𝗻𝗱 𝗹𝗮𝘆𝗶𝗻𝗴 𝘁𝗵𝗲 𝗴𝗿𝗼𝘂𝗻𝗱𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝗹𝗼𝗻𝗴-𝘁𝗲𝗿𝗺 𝗴𝗿𝗼𝘄𝘁𝗵. Thank you to the Deel dream team!—Anton Rueda, APSC, Jack Seymour, Alex Bouaziz, Arturo Romo Leroux Calderón, Jordan T., Cori Crane, FPC, Prashant Pratap Singh, Rohhan Divanji, Patric Oh, and Jeff Ruby. 🔥𝗜𝗳 𝘆𝗼𝘂𝗿 𝗽𝗮𝘆𝗿𝗼𝗹𝗹 𝗳𝗲𝗲𝗹𝘀 𝗺𝗲𝘀𝘀𝘆, 𝗰𝗼𝘀𝘁𝗹𝘆, 𝗼𝗿 𝗼𝘂𝘁𝗱𝗮𝘁𝗲𝗱—𝗹𝗲𝘁’𝘀 𝗰𝗼𝗻𝗻𝗲𝗰𝘁. At The Shiftly 🔥, we specialize in 𝗲𝘃𝗮𝗹𝘂𝗮𝘁𝗶𝗻𝗴 𝗛𝗥𝗜𝗦, 𝗣𝗘𝗢, 𝗮𝗻𝗱 𝗽𝗮𝘆𝗿𝗼𝗹𝗹 𝘀𝘆𝘀𝘁𝗲𝗺𝘀 and 𝐡𝐚𝐧𝐝𝐥𝐢𝐧𝐠 𝐭𝐡𝐞 𝐡𝐞𝐚𝐯𝐲 𝐥𝐢𝐟𝐭𝐢𝐧𝐠 𝐨𝐟 𝐢𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐚𝐭𝐢𝐨𝐧 so you can stay focused on what truly matters: 𝘆𝗼𝘂𝗿 𝗽𝗲𝗼𝗽𝗹𝗲. #HRIS #PayrollTransition #PayrollSolutions #PayrollSavings #ProcessImprovement #HRConsulting #ProcessImprovement #HRTech #HRforSmallBusiness #SmallBusinessSupport #Deel #Paycom

230

15 Comments

✨ My 5 months of Funemployment is over ✨ The truth is it wasn't all that fun. 2024 is a tough market to be unemployed. Sometimes you go through long periods of SILENCE waiting for responses and any kind of communication. I tracked my application submittals & referral opportunities on a spreadsheet. I'm at line 651. I networked and applied to jobs on a daily basis. Oftentimes with no response. For every open position there are a lot of applicants. That's assuming the job is real and they are actively hiring for it. The interview process is very competitive with everyone on the market (often through no choice of their own). There are typically many rounds of interviews where you have to be patient throughout the process waiting for any feedback and/or next steps. Don't even get me started on applying for jobs using Workday, ADP, Paylocity or Taleo. *shudders* Shout out to Lever, Greenhouse Software and Ashby for providing simple, quick and straightforward application processes. With that said I interviewed with some fantastic companies. Nothing but love and appreciation for those that considered me as their next recruiter. 🙏 I'd like to thank some people in my network that supported me, offered advice, referred me or just offered some encouraging words during a tough time. 🙏 〰 Hayli Thornhill (amazing recruiter running her own recruiting business - Shipped Talent. Highly recommend her for recruiting help) 〰 Diane (Nikki) Woodworth 〰 Jason Rice 〰 Michael Hinrichsen 〰 Quinn Wigington MBA 〰 Chris Lee 〰 Vanu Pilimai 〰 Weidong (Dan) Liang 〰 Judy Soto 〰 Cade Garrett 〰 Brennan Biddle 〰 Erik Santos 〰 Peter Ludden 〰 Maksym Bychkov 〰 Tyler Bonilla 〰 Kevin Pursel 〰 Kyle Lake 〰 Kiran Thumma 〰 Alyssa Rhoda 〰 Aryah Fard 〰 Kristin Thompson 〰 Sandeep Niwas 〰 Rob Jones 〰 Winnie L. 〰 dallas sobotka If I missed you please accept my apology. Appreciate all the help, advice and support! I'm excited to start my next recruiting adventure. Update incoming 🚀 https://lnkd.in/gzy8WFHa

125

40 Comments

✳️Looking Ahead: My Predictions for the Portland IT Hiring Market in 2025✳️ As we near the end of 2024, I’ve been reflecting on the trends shaping the Portland IT hiring market and where I believe we're headed in 2025! Based on current patterns, here are my thoughts: Increased Demand for Cybersecurity Professionals: With the rise in cyber threats, businesses will continue prioritizing cybersecurity. This will result in a higher demand for cybersecurity talent, especially those with specialized knowledge in cloud security, vulnerability management, and incident response. Shift Toward Hybrid and Remote IT Roles: Companies are increasingly open to hybrid and fully remote IT positions. I foresee this trend continuing, especially for roles like software engineers, data analysts, and IT support. This could lead to a broader talent pool as geographic limitations lessen. Growth in Cloud and AI Talent: Cloud technology and AI are taking center stage in 2025. We’ll see more demand for cloud architects, AI specialists, and machine learning engineers to help companies scale, automate, and innovate in their operations. Focus on Diversity and Inclusion: Diversity will remain a key factor in hiring decisions, with more companies looking to create diverse IT teams. This means a continued push for inclusive hiring practices and support for diverse talent pipelines. Shortage of Skilled Talent: The competition for top-tier talent will continue to be fierce, especially for specialized roles. IT departments will need to focus on retention, employee development, and offering competitive benefits to keep their best professionals. What are your predictions for Portland’s IT hiring landscape in 2025? Let’s discuss in the comments!! #PortlandIT #TechHiring2025 #Cybersecurity #AI #CloudComputing #DiversityInTech #HiringTrends

10