ScaaleAssistant’s Post

A lot of harsh truths in this post. As a multiple-time career-switcher myself, I have some thoughts. The state of the job market in general creates opportunities for both candidates and employers. First, what candidates must do: 1) Look for companies that don’t fit the tired, old model described here. It takes more time and effort to do this, but it’s worth it! There are companies across all the variables that hire quickly or will take a chance on someone with less experience or value remote work. You have to find them! Example: My first job after seminary was at a Catholic boarding school in rural New England. Not everyone is gonna go for that, and it wasn’t the first search result,?but it was a great fit for me at that time. 2) Once you find them, you have to articulate the fit. Just because YOU can see how obviously transferable your skills are doesn’t mean everyone else will. Telling your story authentically and clearly expressing how you’ve already been doing what the new job requires is essentially a prerequisite for today’s job market, not a bonus! Learn this skill. Example: Home Depot is not a company known for it’s agility and risk-taking, but they hired me as a product manager with no product experience, because after lots of practice, failure, and iteration I told a clear story and made a convincing case. Finally, what companies must do: 1) Integrate training into your business model. Most companies look at this as an unnecessary expense. Many of those companies will suffer to hire good people and wonder why. Example: risk3sixty is succeeding in part because of a core belief that “the best organizations are training organizations.” They are just as open to hiring a proven winner who needs some training as they are to hiring someone with loads of skills and experience if the fit and timing is right. I fell more into the former category, and I’m grateful for the opportunity. 2. Fill this gap in the market Calling all entrepreneurs! There is clearly a gap between jobseekers and employers today. Where does that come from? - Broken education system (!!!) - Broken economic/monetary system - Opaque hiring and cultural practices - Little to no career development prep - etc. You can sit around and complain about these things or capitalize on them as business opportunities. - Create a business that educates ^ That’s a whole industry begging for growth and innovation! - Design around economic reality by e.g. prioritizing profit over growth - Clearly outline your hiring process and key internal policies on your website! (So easy!) - Build a business that offers career development services - etc. TL;DR - Yes, all the things in the post below are increasingly true today, but they’re not so universally true that there’s nothing you can do about it!

NEW ROLES IN THIS WEEK! 🚀 Check out our latest featured jobs for the week and take your career to new heights! Don't miss out on these exciting positions - click the link in the comments to apply now! #engineeringjobs #recruitment #newvacanies #newjobs #alexanderassociates

Live roles still not filled since January? This is not only stopping you from achieving your hiring plans & growth, but it can also prevent you from posting new vacancies (don't get me started on factoring in 3-month notice periods)... I know people don't work with me because they like me. They start working with me mainly because; A. they have an extremely hard role to fill which can't be done organically B. it's become business critical to hire 'x' person within 'x' time frame I am starting to see a lot of 'B' and if I am becoming more busy - that means the competition & urgency for hires are increasing. So, need a helping hand with your 4/5 month-old vacancy? Feedback tells me I am good at finding the right people at the right time. Reach out. #cheesypost #buttrue #pointlesshashtags

Ready for the Next Big Hiring Rush? November is here, and we’re looking ahead to the next big hiring season in mid-January through mid-May. Fun fact: job openings increase by nearly 20% in January as companies ramp up for the year ahead! But here’s the kicker – hiring decisions often happen faster in the first few months of the year as managers are eager to fill those roles. If you’re thinking about making a move or want to keep your skills sharp, here are a few things to keep in mind: 🔹 Show Your Value on Paper & Online – Now’s the perfect time to polish your resume and profile so it highlights the skills and experience that set you apart. 🔹 Share Your Knowledge – A single post about a recent project or your expertise in a particular area can make a big difference when hiring managers are browsing. 🔹 Be Interview-Ready – January brings lots of last-minute interview calls as hiring teams move quickly, so get comfortable talking about what you’ve accomplished. #HiringSeason #CareerGrowth #JobSearchTips

Universal Truths in the hiring process: - We can’t get a job without experience, and we can’t get experience without a job. - We lay people off and don’t want to hire people laid off by others. - We don’t want to hire experienced people over 40 years, but we want to hire 30-year-olds with 15 years of experience. - We only hire people who've done the same job for years but want someone who's "going places" - We would rather keep a job open for eight months than hire someone without industry experience that can be learned in 1 month. - We say we value flexibility but force everyone back to an office. - We repeatedly keep trying the same things as job seekers with the same poor results and never adjust our approach. Maybe it's time to change our truths, what you think?!

Your resume should spark curiosity, not close doors. If you’re flexible, consider not   specifying that your current/past roles have been “Remote” or adding cities next to the company name.   Those details can limit your chances before the conversation even starts as hiring managers will presume you are inflexible going back to the office or commuting. Let your experience invite them in! Propel Recruitment LLC

For #worldsuicidepreventionday consider interviewing and hiring people who need jobs, not just those who recently graduated or were recently laid off. Consider paying people what they’re worth and not the least you can get away with. Consider treating people like humans and not cogs in a machine. Consider others.

A detailed and comprehensive job description plays a crucial role in attracting the right candidates for the position. It is important to be specific and thorough when outlining the required skills, relevant experience, and key responsibilities associated with the role. By providing clear and precise information, you can ensure that potential applicants have a solid understanding of what is expected, thereby increasing the likelihood of finding the perfect fit for your team. #HiringTips #RecruitmentSuccess #JobDescription #TalentAcquisition #HRBestPractices #RightCandidates #TeamBuilding #JobPosting #CareerOpportunities

Our Ed Tech jobs platform currently features over 1,000 different employers. Engaging with how leading companies in your space are hiring is a great way to keep up with new trends and understand your worth. Explore hiring companies on HighFive here: https://hubs.li/Q02_2cfF0

"Dan, we only want fee-worthy candidates." That's what a new client told me recently. While it's assumed in my group, it’s not always the standard across the recruitment world. So, what does it mean to be a fee-worthy candidate? Here’s my checklist: ✅ Adds value to the team and organization ✅ Exceptional communication skills ✅ Proven track record of success ✅ Proactive mindset ✅ Passionate about their work ✅ Honesty and integrity Notice most of these aren't technical skills. Attitude, drive, and ambition—these are half the battle. When they align with the company’s vision, the rest falls into place. Are you seeking fee-worthy candidates for your team? Let’s connect! #recruitment #hiringtoptalent #feeworthycandidates