Pilot.com’s Post

Recruiting is like March Madness. It’s competitive, unpredictable, exciting, and fun! In March Madness, the perfect bracket doesn’t exist (at least not yet). There are too many variables in play that make it close to impossible to create a perfect bracket. Similarly, when recruiting, the perfect candidate doesn’t exist. There are too many variables! As a candidate, if you’ve researched the teams (acquired relevant skills/experience), filled out your bracket thoroughly (created a great resume), and submitted your bracket (application) on time, then you have a shot at winning. Don’t expect to be a perfect bracket, just do the research, put your best foot forward, and give it a shot. You might just win (get hired)! 🏀 #recruiting #marchmadness

Hiring for multiple roles can be overwhelming. When applications pile up, it’s easy to lose sight of what really matters—connecting with the candidates who are the perfect fit for your team. At Speak_, we know time is your most valuable resource. That’s why our platform cuts through the noise, highlighting candidates that match your criteria in seconds. No more sifting through resumes. No more interview fatigue. Just Speak_ with top talent. Thank you, Maeve Kievit, for sharing your experience! We’re thrilled to be a part of your hiring success. 🚀

Here’s 84 seconds on the No. 1 trait the best people I’ve hired or worked with in my career have all had. Would love your thoughts… How do you assess for this? — p.s. another theme I’ve observed is the most valuable traits are the ones that can’t be taught. Interesting to think about when you’re hiring.

Remember when you interviewed for your last job? The uncertainty, anticipation, and excitement? When hiring for your team, keep in mind that each candidate is experiencing those same feelings. It's important to share your hiring timeline and provide timely feedback. #hiringprocess #feedback #respect

It's hiring season here at RushOwl! 👋 We're privileged to be at a position where we can grow our team in this tough climate as we're now sustainable as a startup (meaning yes, we can continue to grow our top and bottom line without external help). As most of you will see me being involved in the interviews, here are some things I really hope to uncover: ☝️🥇 How can you add value? Every new hire is a form of investment, and how as an employer, I can recover that investment, or best, exceed returns to our company shareholders? ✌️🦸♂️🦸♀️ What are your unique superpowers? How can I as an employer create an environment for you to shine and work with you to your best abilities? 🤟🚌 Why RushOwl? Why do you choose to work with my 'baby', when there are tons of options out there? Do you know what RushOwl is about and are you convicted enough to work with our team? Probably just revealed some key components of our evaluation criteria 😎 Yes they are timeless and will be asked in every single first-round interview - so prepare away! FYI: I note that many hiring agencies and consultants are reaching out to our team directly and some even found their way into our offices abruptly. Just want to share that while we respect the hustle, we'd appreciate it that you can share prospective resumes to hr@rushowl.app prior to any engagement. We will only reply if we like what we see. Thanks in advance!

Hiring people with different skills will be a massive up for your posting. Since they'll be experts in their fields, you'll be able to get ideas from them about their skills. That'll make your timeline float with massive authority.

Introducing our first guest speaker of the semester - Christian Bourdeau 📈 Join us for an engaging session with former Netflix professional Christian Bourdeau as he shares invaluable insights to navigate the tech industry amidst recent challenges like layoffs and a competitive job market. It’s all happening on 𝗧𝘂𝗲𝘀𝗱𝗮𝘆, 𝗙𝗲𝗯𝗿𝘂𝗮𝗿𝘆 𝟭𝟯𝘁𝗵, 𝗳𝗿𝗼𝗺 𝟱-𝟲𝗽𝗺 𝗮𝘁 𝙊𝙐𝙍 𝙉𝙀𝙒 𝙈𝙀𝙀𝙏𝙄𝙉𝙂 𝙍𝙊𝙊𝙈 𝙎𝙎𝙋𝘼-105 Immerse yourself in exclusive insider information, gaining a peek into the secrets of making a mark in big tech. Explore a comprehensive tech stack and gain insights into tools and platforms crucial for success🚀. Additionally, Christian will share career guidance, including effective job search techniques, resume building, and personal branding strategies to help you stand out in the competitive tech landscape🌟. Let's navigate the job market together and chart a path to success in this evolving landscape! See you there! 👋 #AIS #AssociationForInformationSystems #MSIS #CSULB #InformationSystems #ProfessionalismABSOC #techindustry #FAANG

I interviewed and hired a manager yesterday and believe that the location hit a home run with this applicant. (BTW you should always feel like a hire is a home run - stop resorting to base hits) Now what I'm about to share is no secret but if you're not interviewing with this in mind then it's unknown and a secret to you. So here it is ... I do not approach interviews with 30 questions. I’m interviewing a person not Siri. No, I had 5 questions written down, knowing that I would build off each of the questions - questions designed to uncover the following: Do they LOVE the industry they are interviewing for?  Do they have the skill or can acquire the skill for the position they are applying for?  Will they fit the current team and strengthen what is already present? I’m not asking them about solving problems on Mars or whether we discovered or invented math. No, I’m looking to find out who they are, why they decided to meet with me today and frankly if I could help make them great (and I’m so confident in my skill, that I believe that’s always possible) Frankly. I look for passion, for teachability and for them to be part of the solution to a problem facing one of my teams. No tricks, no surprises, nothing to trip them up or leave them feeling stupid. Nope. Just working to uncover their passion, their grit and their ceiling. Quite the trifecta. Hire well - as every hire changes the chemistry and complexity of your team.

"𝙎𝙚𝙫𝙚𝙧𝙖𝙡 𝙤𝙛 𝙢𝙮 𝙛𝙧𝙞𝙚𝙣𝙙𝙨 𝙨𝙩𝙖𝙧𝙩𝙚𝙙 𝙖𝙩 𝙩𝙝𝙚 𝙨𝙖𝙢𝙚 𝙡𝙚𝙫𝙚𝙡 𝙖𝙨 𝙢𝙚 𝙖𝙣𝙙 𝙖𝙧𝙚 𝙣𝙤𝙬 𝙖𝙩 𝙖 𝙝𝙞𝙜𝙝𝙚𝙧 𝙡𝙚𝙫𝙚𝙡. 𝙄 𝙛𝙚𝙚𝙡 𝙡𝙞𝙠𝙚 𝙄 𝙬𝙖𝙨 𝙡𝙚𝙛𝙩 𝙗𝙚𝙝𝙞𝙣𝙙" A few months ago, a product manager shared this frustration with me before joining the 𝗜𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻𝗮𝗹 𝗝𝗼𝗯 𝗦𝗲𝗮𝗿𝗰𝗵 program at 𝗜𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻𝗮𝗹 𝗣𝗿𝗼𝗱𝘂𝗰𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗿. Less than 3 months later, that same person has a role with 40% higher compensation, a better title, and is at a Tier 1 Company. So what changed? 1. We helped her build a strategy. Instead of targeting low-level roles, we looked at her long-term goals and built a path to achieve them. 2. We helped her weave together her entire narrative: Resume, LinkedIn, elevator pitch, and even behavioral stories. 3. We helped her move from good to great with mock interview coaching. 4. We leveraged our network to get her referrals to top companies so that she got interviews 5 times faster. 5. We helped her negotiate her offer to receive the maximum compensation. The takeaway: This product manager went from feeling stuck and left behind her peers to leading the pack in just under 3 months of working with the Intentional Product Manager team. 💬If you're feeling stuck or left behind, I'd love to talk with you. We'll hop on a free breakthrough call, and I will walk you through our exact strategy to take things to the next level. 𝗖𝗼𝗻𝗻𝗲𝗰𝘁 𝗮𝗻𝗱 𝘀𝗲𝗻𝗱 𝗺𝗲 𝗮 𝗗𝗠 𝗶𝗳 𝘆𝗼𝘂'𝗱 𝗹𝗶𝗸𝗲 𝘁𝗼 𝗸𝗻𝗼𝘄 𝗺𝗼𝗿𝗲.

Remember when you interviewed for your last job? The uncertainty, anticipation, and excitement? When hiring for your team, keep in mind that each candidate is experiencing those same feelings. It's important to share your hiring timeline and provide timely feedback. #hiringprocess #feedback #respect