Landing Point’s Post

𝐋𝐚𝐲𝐨𝐟𝐟𝐬, 𝐀𝐈, 𝐚𝐧𝐝 𝐭𝐡𝐞 𝐑𝐚𝐜𝐞 𝐭𝐨 𝐒𝐭𝐚𝐲 𝐑𝐞𝐥𝐞𝐯𝐚𝐧𝐭—𝐖𝐡𝐚𝐭’𝐬 𝐘𝐨𝐮𝐫 𝐏𝐥𝐚𝐧? Let’s get real. In today’s world, no tech job is truly safe. Whether it’s the constant waves of layoffs or the rise of AI making once -critical skills redundant, even the most seasoned professionals can’t rest easy. And if you’re in your 40s or 50s, with a shelf full of awards and accolades, the truth is - you still need to keep upskilling and running just to stay relevant. It’s exhausting. You’ve worked hard, earned your place, yet the pressure to adapt never ends. But what happens when your skills become outdated, or AI replaces entire roles? What if the next layoff comes for you? Here’s the hard truth: Relying on your paycheck alone is riskier than ever. It’s time to stop depending on job security and start creating real financial freedom. By building multiple income streams, you reduce your reliance on W-2 income and protect yourself from the ever-changing job market. And one of the smartest ways to do that? Real estate investing. It’s a proven path to build wealth and secure a future where your income isn’t tied to your job—or the next tech disruption. Imagine: Passive income coming in while you’re at your kid’s robotics game or finally taking that vacation you’ve been putting off. No more sleepless nights worrying about layoffs or scrambling to upskill to keep up with AI advancements. Instead, you focus on what truly matters—your family, your passions, and living life on your terms. 𝐘𝐨𝐮’𝐯𝐞 𝐰𝐨𝐫𝐤𝐞𝐝 𝐭𝐨𝐨 𝐡𝐚𝐫𝐝 𝐭𝐨 𝐤𝐞𝐞𝐩 𝐫𝐮𝐧𝐧𝐢𝐧𝐠 𝐨𝐧 𝐭𝐡𝐞 𝐜𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐞 𝐭𝐫𝐞𝐚𝐝𝐦𝐢𝐥𝐥. 𝐈𝐬𝐧’𝐭 𝐢𝐭 𝐭𝐢𝐦𝐞 𝐭𝐨 𝐛𝐮𝐢𝐥𝐝 𝐚 𝐥𝐢𝐟𝐞 𝐰𝐡𝐞𝐫𝐞 𝐲𝐨𝐮 𝐜𝐚𝐥𝐥 𝐭𝐡𝐞 𝐬𝐡𝐨𝐭𝐬? Layoffs, AI, and upskilling won’t stop, but you can control how you build your financial future. Ready to take that step? Let’s talk about how you can start building additional income streams and finally achieve the freedom you deserve. 👉 https://lnkd.in/gc-jQkrX #JobSecurity #AIandJobs #PassiveIncome #RealEstateInvesting #TechProfessionals #BricksFolios #FinancialFreedom #FutureProof #TakeControl #LiveYourDreams

You’re not alone! 😥 Hiring can feel like juggling too many things at once, and it’s overwhelming. But what if it could be a chance to meet some amazing people instead? 🤝 At WorkOnward (Techstars '23) Your Job, on the Map., we believe every new hire brings something special to your team. A smoother hiring process saves you time and helps you find people who share your values and vision. Remember: The right person can truly change your business for the better. Let us help you on this journey so you can focus on building real connections. Together, we can make hiring easy and enjoyable! ✨ Post your first job for free here: https://lnkd.in/dkSMwjvs #EffortlessHiring #HumanConnectionMatters #HiringJourney #JobSearchMadeSimple #HiringTips #JobMarket

morning linkedin, you won't believe it, but for a straight month, we had only one company hiring with us at rightfit.so it felt like a bit of a drought, and we were grinding through some tough days. but things can change fast! now, we've got over 5+ companies and individuals looking to hire with us, and it honestly feels unreal how quickly things are turning around 🪄 this kind of shift is both exciting and motivating, proving that even in the quiet times, the work you're putting in will eventually pay off. we’re seeing more incredible opportunities for job seekers, and the momentum keeps building ✨❤️ so stay tuned! this week, we’re gearing up for more openings in both engineering and design roles. it’s wild to see this growth unfold, and we're just getting started 🐶 more amazing things ahead, and we can't wait to share them with all of you! #jobseekers #jobs #hiring #work #remote #rightfit

The tech industry has laid off over 124,000 workers in 2024 alone. That's not just a number - it's careers, families, and lives being impacted. As someone who's been in GTM roles for over a decade, here's what I've learned about staying resilient in turbulent times: → Impact is your best job security. Focus on initiatives that directly affect revenue, efficiency, or customer success. Document your wins and quantify your contributions. When budgets get tight and there is revenue pressure, people who drive measurable business outcomes are the last to go. → Your network is your safety net. Don't wait for tough times to build relationships. Connect authentically with peers, mentors, and industry leaders NOW and EVERYDAY. Share knowledge, offer help, participate in communities. The strongest opportunities often come through warm connections. That’s how I got the role at GTM Partners. → Stay ahead of the curve. The skills that got you here won't necessarily keep you here. Set aside dedicated time each week for learning. Whether it's AI, new GTM strategies, or emerging tools - be the person who brings fresh perspectives to your team. → Keep that growth mindset. Every challenge is an opportunity to evolve. I've seen colleagues turn layoffs into successful pivots, launching consultancies or finding roles that better align with their aspirations. Remember: Jobs come and go, but your skills, network, and reputation stay with you. Keep investing in yourself, regardless of how secure things feel. #layoffs #Career #Growth

Staying at one company for over a decade is a rarity these days. Every time I see it, I think..."How fortunate do you have to be to find an organization you actually want to stay with for that long?" Is it just about liking the work and the people, or maybe it combines career growth, stability, and community building? Perhaps it's even surviving multiple rounds of layoffs and still feeling motivated to stay. Honestly, that's impressive, especially now. But it's got its downsides too. Sticking around too long can mean sacrificing higher pay and letting your skills stagnate. In tech, what's relevant today might be outdated in just a few years. And most engineers move every two years or less these days. The reality is that stability barely exists in tech anymore, and it will only get more challenging to find. With AI and automation, things are shifting so quickly. The traditional definition of a stable career? It’s pretty much gone. That said, if you've managed to find that one place where you can thrive for a decade, that’s an experience most people will rarely have these days. But that's just my thoughts! What’s your take? Would you stick around if you found the right place, or is moving every couple of years just the new normal?

At Prop.com we’re expanding at lightning speed—hiring for roles that didn’t even exist a couple of years ago. Last week, I had one of many inspiring conversations with my boss, who is always challenging my thinking patterns. She posed a thought, “What makes a great hire for us right now?” I thought and pondered, “Someone who thrives in the unknown with a great attitude.” In a world as dynamic as ours, experience can only take you so far. The rules are being written as we go, and we need people who can adapt, think fast, and learn faster. Don’t get me wrong—experience matters. But potential? The potential is what drives innovation. It’s about spotting the person who might not tick every box on paper but has the drive to outlearn and outgrow everyone else!! I think about the junior hire who taught themselves Solidity in a weekend or the marketing candidate who didn’t have tech experience but brought a fresh, creative perspective that reshaped our approach. Hiring for potential means we’re betting on grit, curiosity, and passion. So here’s my question: How do you balance experience with potential when you're building a team? As recruiters and hiring managers, are we taking enough chances on people who don’t just fit the mold—but could break it? Let’s talk about it. 💬 #peopleculture #innovation #startup #scaleup #technology

The time to hire is NOW! 🚀 Q3 is the golden window for building your dream team and setting your company up for success in the coming year. 🌟 Don't wait until the holiday rush; act now to secure top talent before the competition heats up! 🔥 Why the Q3 hiring push? ✨ Beat the holiday crunch: Avoid the scramble for talent during Q4 when everyone is trying to fill roles before the year ends. ✨ Ramp up for the new year: Have your team ready to hit the ground running in January with new projects and initiatives. ✨ Evaluate long-term needs: Take a strategic look at your team's capabilities and identify the key players you'll need for sustained growth throughout the entire year. This is your chance to get ahead and make 2024 your best year yet. 🎉

Why are we keeping roles open for months, only to hire internally after the fact? 🤔 It’s frustrating to see positions posted for outsiders, then closed after months with an internal hire. Worse, the role stays open instead of hiring a candidate with less experience who could grow into the role over time. 💡 In these uncertain times, why not give someone a chance to learn, develop, and excel? 🚀 We need to focus on potential, invest in internal growth, and empower people to drive success. Let’s give everyone a shot and make the company stronger. 💪 #Leadership #InternalGrowth #Hiring #Opportunity #EmployeeDevelopment #2024 #FreedomMobile #LetsGiveAChance

🎯 Hot take: Your last "perfect on paper" hire didn't work out because you hired for skills, not culture. We've helped place top performers who drive real change at companies from scrappy startups to $1B+ enterprises. Here's the truth: Culture fit > Technical skills (every single time) That's why we built Jombine. Think culture-first hiring platform that delivers results. No AI buzzwords. No empty promises. Just teams that work better together. "Their last placement didn't just fill a role - they transformed our entire team dynamic." - CEO who gets it Ready to stop hiring resumes and start building unstoppable teams? Drop "Culture" below 👇 #Hiring #CompanyCulture #TalentAcquisition

Found a letter to Santa today. Turns out it was a tech job description. Startup teams. I've been thinking about this a lot lately. Maybe it's because I've written 50+ startup job posts for clients this year. Or maybe it's the afternoon coffee talking. Something's broken in how we hire in tech. We're all chasing "top talent" like it's the last slice of pizza at a midnight deployment. Writing descriptions full of ping pong promises and office pet policies. Asking for magic-maker-ninja-wizards. Offering market-rate salaries for above-market expectations. Let's be real: I used to think "unlimited PTO" was a personality trait. We all did. And we keep making the same mistakes. The pattern is clear: • Panic-hiring because growth won't wait • Rushing because "good people get snapped up" • Settling because "we needed someone yesterday" Then we wonder why our new "10x engineer" can't explain the product to users. Startup math is brutal: Bad hire speed  x  Slow fire decisions  =  18 months of burned runway > An interview process is a product demo. >> But most of us sell it like clearance inventory. Great talent doesn't need another foosball table. >They need to see clarity of purpose. >> Direction. >>> Vision. The rest is just expensive furniture. --- #noBS #leadership