taylor desseyn’s Post

👋 Hello recruiters and hiring managers. Jolo can help you find candidates who match your requirements and culture without having to sort through hundreds or thousands of applications. Too much process has been built around job search and candidate sourcing. We built a tool that matches jobs and candidates based on credentials, values, benefits, working preferences, salary, etc. All you have to do is answer some onboarding questions, post the job, and then start viewing and matching with candidates, one at a time. Tap to like a profile and chat peer-to-peer in the app. Faster to the point with Jolo. How do you try? It's easy. You can download the app from www.jolo.ai and get started for free, or you can take advantage of our automated service at https://lnkd.in/gQfbk8fs for a small fee of $99 per job. There's no software to install. Jolo is a free-standing sourcing tool that any recruiter or hiring manager can use. There are no long-term contracts. Pay for what you use. #recruiting #hiring #jobsearch

We've had some pretty amazing stuff happen over at Gun.io so I gotta let my dev community know whats up.... 1. We opened up our platform to where if you are an approved dev you can now submit to all open jobs on our platform (formerly it was a wait and we will reach out to you if you are a fit situation) 2. We just launched a hell of a tool called Discover Talent where any hiring managers / recruiters can use this as a way to search our entire database for engineers that are a fit for your roles (think LinkedIn recruiter) 3. This isn't announced yet but I wanted to tease this just a little....we are going to release a feature that leverages AI to make your job easier when it comes to hiring and finding talent:) so more to come there! So ya, if you are a developer head over and sign up and fill out your profile and if you are hiring manager/recruiter hit me up in the DMs to chat about Discover Talent!!

If you're #hiring, do yourself and all the job seekers a favor this Friday and post the job on Jolo. We all know the current process is broken so why not try a new sourcing tool. We made it super simple to try: https://lnkd.in/guzbVt-Y #hiring #recruiting

Free recruiting tip from moi! If you're interviewing someone, asking about a specific kind of experience they have that is necessary for the role, and the answer the candidate provides is not up to snuff- don't write them off just yet. Instead, give a hypothetical situation pertaining to this competency. If how they would tackle the situation/problem aligns with your expectations, voila, you've cracked it. Too often, we get locked into looking for a plug-and-play hire. Don't forget to look for potential.

Landing the perfect job that leverages your awesome skills can be a frustrating battle. Endless applications lead nowhere, job boards overflow with irrelevant postings, and radio silence after applying can be deafening. There's a better way-- Blurpe! Your one-stop shop for connecting with high quality no-code, non-technical jobs - for FREE With Blurpe, you can: 🚀Create a profile that highlights your skills and experience. 🚀Find no-code job openings across various industries. 🚀Connect with top companies. Sign up on Blurpe today and build the career you deserve. Get started at blurpe.co

𝗔𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗷𝗼𝗯 𝘀𝗲𝗲𝗸𝗲𝗿𝘀: If you're unemployed and in the market or simply want some free resource guides to help you prepare for a job search down the line, I've got a treasure trove of resources that I'll share with no obligation, from interview prep material to end-to-end guides on dealing with layoffs, re-engaging the job search, etc.. Just shoot me a note on LinkedIn with your email address, and I'll take care of you. Also, Ciara Nasuti of Agile Resources, Inc. and I have a running monthly series taking a deep dive into singular topics related to employment search that we'd love to have you join on the last Friday of every month. We discussed resumes last week, and we'll be talking about LinkedIn optimization on Friday, May 31 at noon, if you'd like to join. Here to help, and here's to an amazing May for you and yours.

I woke up to an email from a recruiting firm telling me that we are leaving the hiring part of the annual cycle and entering into the consolodate and promote cycle. If that's true I'm double screwed considering out of over 1000 resumes sent I have had one interview and that come from my ProxMox content on YouTube and Twitch. And while that oppertunity is exciting it's mid to long tail op and I'm burning through cash reserves. Beyond that though I'm getting nothing but conflicting data from recruiters. One says do X then another one says no that's bad then another says do Y and then a hiring manager blogs about how they ignore anyone doing Y. I guess my point here is there are lots of folks out here right now like me. I have been gainfully employed since I was 16 and now at 45 I'm coming up on a year of being unemployed. It makes no sense. Its not my skill set I'm at least qualified if not overqualified for every role I have applied for. I am customizing my resume and I am writing one off cover letters for every role. I see new roles pop up every single day that would seem to indicate there are not enough of people like me. I am seeing folks in the NetEng space saying there are not enough of them but I am dropped from every NetEng role from mid tier to senior. I know hiring people is hard I have done a lot of it. But hear me out if your looking to hire truly skilled and driven candidates read the info you demand we send you with the application. Take the time to do some screening interviews and get a vibe for the candidates. Never in my career has it been so hard to get a gig with so little feedback as to why no one is talking to me. I'm not the only one.

📈 Job hunt update: I have 10 active applications — including ONLY 5 no replies for 25 roles I've applied for since the beginning of May. But I am glad to have 3 interview cycles in progress, and 3 exited recently. All of those numbers, even the 12 regrets emails in my inbox, are great indicators of improvement in the state of hiring from where I stand. The one negative trend is that companies are not clearing up roles on their websites, so I have been burned — 3 times in the last 2 weeks — in tailoring resumes for roles that are already filled or closed. Nothing changes that all of this is a lot of work. I am still in awe of your powers if you have 30+ recent applications or side convos! That's regardless of your success rate or other numbers. Always take breaks if needed, but I know you can get through this. So keep making the best decisions for you, even if that means you ignore the state of the industry.

🥇 Jolo works! Candidates are signing up, building profiles, and swiping on jobs. This is so much better than the current job search madness. 🔥 🎙 Hiring managers and company recruiters: you need to be on Jolo. Why? ✅ It's completely free as we launch; ✅ there's no software to install; ✅ we can build your profile and post some jobs for you to make it even easier; and ✅ candidates love it! There's no reason not to try it. Unless, of course, you'd rather continue to try to manage the deluge of applications and know that you're participating in and enabling a process that completely sucks the life out of candidates. 🤮 You wouldn't want to do that, now, would you? Of course not! Be the change! Give Jolo a try. #recruiting #futureofwork #hiring

There seems to be a worrying yet growing trend developing…. The rise of the FAKE job advert! I get it: 🛑It gives your network the impression you have got “lots on” 🛑It shows your target prospects that you are “currently hiring” exactly what they need help with 🛑It helps “build” your candidate network 🛑For end clients, it shows the world that you in “growth mode”, and all is well(despite the recent layoffs and pitiful Glassdoor reviews) It’s hard enough for genuine job seekers to get feedback from the “real” jobs that are out there, let alone wait for news from a role that doesn’t exist! LinkedIn are very quick to monitor fake accounts, acceptance rates and inmail numbers! Maybe it is about time they look at how long it takes for hirers to respond to applicants and how many times this “ghost advert” has been posted in the last 6 months! Just a thought 💡