Jonny Hyde’s Post

What's a recruiter to do when a candidate is perfect on paper, but shows up to their screen not quite how you’d hoped? 😬 We’ll let Daisy Ilaria tell you what happened next. 📺 Watch this week's Recruiter Screen to catch Daisy's full convo with Siadhal. Link in comments 🔔 Follow Metaview for your weekly dose of recruiting stories

Hello everyone and Happy Hump-day! As dedicated recruiters, we are all aware that sometime we are directly involved in managing multiple client portfolios at once! After the busiest period recently, I decided to share how I and my team @ Snapstack managed to overcome all challenges that came our way!   1. Precision in Hiring: Define specific technical needs for tailored talent acquisition. 2. Networking Excellence: Leverage your industry connections for top-tier software engineering candidates. 3. Rigorous Evaluation: Ensure excellence through technical interviews and robust assessments. 4. Competitive Packages: Offering market-aligned compensation to attract and retain the best talent. 5. Cultural Fit: Showcase your company's culture, projects, and growth potential to entice top-notch engineers. Let's collaborate for IT success! Email me on – blagica.damevska@snapstack.cz or drop a message in my inbox if you think I can help you with anything IT-involved! 

🚀 Aligning Talent and Projects to a Company’s Stage: A Key to Success 🚀 Whether you’re hiring for an internal employee or selecting an external team to partner with your startup or an enterprise, one size does not fit all. The needs of a fast-growing startup are fundamentally different from those of a well-established enterprise, and it’s critical to align the talent and projects to the company’s specific stage of development. Here's why it matters: 1. Understanding Growth Dynamics Early-stage startups are laser-focused on speed, experimentation, and finding product-market fit. This requires versatile, hands-on talent who can wear multiple hats and pivot quickly as priorities shift. For them, it’s not just about expertise—it’s about the ability to adapt and solve problems in real time. 2. Scalability vs. Stability For mature enterprises, the focus shifts towards optimizing processes, ensuring scalability, and implementing sophisticated strategies for long-term growth. Here, projects are often more complex, requiring seasoned experts who can bring deep domain knowledge and execute against established roadmaps. 3. Matching Resources to Maturity Whether it's providing lean, agile support to startups or specialized skills to enterprises, the key is to match resources to where the company is in its journey. Misaligned talent can lead to missed opportunities or stalled progress. But when the right team is aligned to the right stage, the impact is transformative. Thanks to Sasha Orloff of Puzzle 🧩🚀 for this hot take on talent at #techweek #Consulting #Startups #Enterprises #TalentAlignment #GrowthStage #VioletX

There's no shortage of success stories at Metric, and Alex Alves-Khan is no different. After joining Metric as a recruiter specializing in the CDMO space, Alex has continued to break Metric records, including: 📈 Number of first round interviews in a period 📈 Number of send outs in a period, not once, but twice 📈 Revenue in a quarter - a casual 660% of his target And considering we're only half way through year five, all eyes are on Alex to undoubtedly break more. Swipe below to see Alex's tips for success and visit our website to see if you have what it takes to join Metric - www.metric-search.com. #metric #recruitment

🎤 Tech Week Takes 🎤 Fit over credentials. During SF Tech Week, CEO & cofounder of Puzzle 🧩🚀, Sasha Orloff, dropped this crucial insight: Don’t just hire based on resume checkboxes or big-name companies. The real value comes from finding people whose experience and mindset align with your company’s stage and culture. It’s all about building the right team for where you're headed. 🚀

As Rakim famously said, ‘It ain’t where you’re from, it’s where you’re at.’ Hiring should be aligned with where your company is in its growth journey and culture, not just keywords on a resume. We work with startups and high-growth ventures to create hiring templates that help your team find the right talent for your specific stage and culture. If this resonates, let’s connect and discuss how we can support your hiring efforts. Schedule a time: https://lnkd.in/gDvuBFtV

Jeff Barker told me a story yesterday that was 🤯❤️🎉 He picked two recruiters on his team. One newbie, with BrightHire. And one experienced recruiter, without it. They each ran 140 screens and tracked how much time they spent on everything afterwards. Notes, follow ups, clarifications, admin, etc. The experienced recruiter without BrightHire spent 38 hours on all that low value work. The newbie with BrightHire spent… 8. She saved an entire week’s worth of productivity in a little over a month. (If you do the math, these recruiters are HUSTLING!) I asked, what did she do with those extra 30 hours? - Invested in getting close to her hiring managers - Dedicated time to candidate prep and care - Actually sourced proactively - Reviewed highlights from her screens and some of her peers to refine her pitch Basically… a ton of important work we would categorize as “proactive” vs “reactive”. I get all worked up when I hear stories like this… just had to share it :)

'Hey, you’re not supposed to be working on a break’  — does building cool sh*t with friends count? 👀 The last 3 yrs were nuts... Hustle to an acquisition 💨 > Lead a team through an acquisition 😅 > Move to Miami 🌴 > New series A start-up 💻 > Get engaged 💍 > Plan a wedding 😫 > Move back to California ✈ > New seed start-up ✨ 🤯 (build all over again) I was pooped, so this summer I took a break. Among other things, I hung out with founder friends and helped my network—because it’s fun 🤗. 🔎 One thing became clear: early-stage founders need more GTM resources. Before tackling channel mix, they need help with.. 👉 Product positioning—what works for users isn’t the same as what wins over VCs 👉 Dropping broad ICPs—narrow the focus, convert (or don’t), then quickly move on. 👉 Nailing the right use cases—this ultimately drives the highest conversion lift. Starting next week, I’ll be sharing what I’m learning and how the smart people in my network are positioning their start-ups for growth. 💬 Anything in particular you're curious about? 🙏 Let me know in the comments.

Pre-Friday WTH in recruiting: Hey LinkedIn, can we get the Location field on Recruiter fixed to a different default sort? The 'Must Have, Can Have, Doesn't Have' attribute defaults to Can Have. When I enter Colorado, or United States, or Denver Metropolitan Area, I don't want to see people who don't live in that place. "oh, cool you want to see people who might live in Denver? Sure, I can do that for you" IS NOT the execution of the use case "Oh, you entered Denver Metro as a search area, I will filter out people who do not locate themselves within that defined area, as obviously, that is the geographic region you want to search" IS the execution of the use case

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