Debora Mestre 🌞’s Post

I'm hiring for a part-time (15 hrs/wk) remote business development role on my team, paying $100/hr. The link to apply is in the comments. We found a fantastic team member because someone shared a post like this two years ago. Pushing the repost button is an easy way to help. Primary Responsibility: Focusing on strategic deal sourcing (positioning our firm with potential investment opportunities) Important Considerations Before Applying ◾ Location: You must live in the US ◾ Long-Term Commitment: This role is most effective for someone looking to do it for several years. This is because these relationships can take years to develop. ◾ Role Stability: While this position offers stability and consistency, please note that it does not include paths for upward mobility. ◾ Ideal Fit: This role is tailor-made for someone who values generating a substantial income while maintaining the flexibility to cherish and manage other life dimensions—parenting, pursuing hobbies, or other personal commitments. The incredible team at Blueprint Expansion is managing the recruiting pipeline for me. They will follow up with interested and qualified candidates who apply via the link in the comments. 

Hiring is broken! Well, it's working for some people But who? Get an inside view of the current state of hiring in a crazy connected and tech-heavy world Frustrated? Hope is not lost But... Different Results Demands Thinking Different Different Follow Revenue Fuel #career #hiring #opentowork #recruitment #recruiting #networking #sales #marketing #RevenueFuel

Do you work for an agency in NY or Northern Jersey that hires for remote jobs? If so, I have about 30+ Commercial and Personal Lines Account Managers who need help from LinkedIn! Everyone is moving back to hybrid/in-office, and I have a ton of P&C licensed, experienced Commercial and Personal Lines Account Managers with stable work histories who simply don't want to go back, and I don't blame them! Remote jobs are competitive. Simply put, there just aren't enough to go around! If your agency will interview experienced (5+ years), P&C licensed account managers who have a stable work history, and experience working remotely .. I know about 30 people who could use your help. If you own or work for an independent agency that hires for remote jobs, send me a DM with your agency name so I can try to connect more people to more agencies and keep my candidates in their PJs. 😂

If I wanted to completely fail on hiring remote talent, this is how I would do it: 💰 Always go for the cheapest option: Forget about skills or experience—just hire the person who charges the least. After all, what could go wrong? 💻 Ignore time zones: Who cares if the team is scattered across incompatible time zones? It’s way more exciting to chase people for updates while they’re offline. 🌍 Overlook cultural differences: Don’t bother learning about local work styles or communication preferences. Just assume everyone operates exactly like you do. 🔇 Provide no onboarding or training: Why waste time helping new hires understand your systems? Let them figure everything out on their own. 🛠 Stick with outdated technology: Collaboration tools from 10 years ago should work just fine. Who needs modern, reliable systems for team communication? 📊 Set vague or unrealistic expectations: Avoid giving clear direction or measurable goals. Keep everything as confusing as possible—chaos is fun, right? If you don't want to fail and maybe, just maaaybbeeeeee, want to talk to someone, I miggghhtttt be that person to speak with. Let's chat?

If anyone out there knows of remote company hiring , please comment below!!!

Hiring is broken! Well, it's working for some people But who? Get an inside view of the current state of hiring in a crazy connected and tech-heavy world Frustrated? Hope is not lost But... Different Results Demands Different Thinking Follow Revenue Fuel #career #hiring #opentowork #recruitment #recruiting #networking #sales #marketing #RevenueFuel

Every few months I post this. It's also Featured on my profile. https://stillhiring.today/ It is NOT just tech jobs. They all jobs at tech companies. That's a big difference. I highly recommend going through this source. Just a few tips I've found there: * Use "Keyplay Growth Signals" to filter good headcount growth. * Use "Remote Hiring" in conjunction with HQ Country, State, and City to determine if it's a fit for you. For example, filter US (United States) and Remote Hiring = Yes to find nationwide roles. But also, try filtering by your state (and maybe city) with Remote Hiring = No to find roles others can't get. * Use "Open Roles by Function" to include multiple functions. For example, my documentation folks may want to include "Product" and "Engineering" and "Customer Success" (cuz who knows where they'll put us). * Use the "Open Roles Found" in the same way as Roles by Function. Also, pay it forward: * There are 1109 records currently. If you see something that is no longer accurate in one of those records, submit a report. It's in the menu at the top. * If you know of a company NOT on the list, add them!! * If your company is hiring, add them!! Let's get every role filled and every person employed!

Is remote hiring for you? Switching from in-person interviews to Zoom is a whole new challenge for recruiters. Something that is still being fine tuned since Covid changed the game. It's tough to get the full picture of someone through a screen, a bit like trying to guess a meal's taste from a photo. And hiring someone you've only met online can feel a bit like a leap of faith. Thankfully, tech helps a lot. We've got video calls, online tests, and a bit of social media digging (for work stuff, not gossip!) to help you decide. But, trusting your gut when you're not face-to-face is something we're all still figuring out. What's your take on remote hiring?

Looking into remote hiring? Understand the pros and cons and learn effective strategies to ensure you do it right and build a successful remote team. 📊 (Link in the first comment)

In-state vs remote hiring trends: Per Carta, among Carta companies of all sizes, out-of-state hiring has increased over the past several years. Still true in 2023 for the fourth consecutive year for companies valued between $1M and $25M. BUT in larger businesses, 2023 reversed that trend, and for companies valued at $500M - $1B, the rate of in-state hires increased from 30% to 35%, while for those between $1B - $10B, it climbed from 36% to 39%.  Read the full post here: https://lnkd.in/gBJq4j3q