Y-Recruiter’s Post

🚀 How to evaluate candidates based on type of reference? 🚀 🤓 What is the reference?  Is the way person react to the tasks, problems and other work/life situations. Let's dive deeper into the topic! There are two types of reference: internal and external, and understanding these can significantly impact your hiring decisions. Internal vs. External Reference 🔹 External Reference: Characteristics: Influenced by others' views, accepted norms, and public opinion. Behavior: More manageable, listen to their leaders, and follow instructions closely. However, they may lack initiative and struggle with decision-making in unstructured situations. 🔹 Internal Reference: Characteristics: Guided by their own principles and opinions. Behavior: Independent, decisive, and proactive in proposing initiatives beyond the norm. However, they might exhibit covert resistance, doing only what they believe is necessary and often stepping outside instructions. 🥰 Why Is This Important? Recognizing the type of reference a candidate has can help you predict their behavior in the workplace. Employees with external references may be more compliant but less innovative, while those with internal references can drive change but may challenge authority. 🤓 How to Determine Reference Type? Ask candidates about their past failures and the reasons behind them. This can reveal whether they rely more on external validation or their own judgment. 👉 Reach out to us today and discover how the right hire can transform your business! #RecruitmentTips #HiringStrategy #YRecruiter #TalentAcquisition

🌟 Revolutionize Your Hiring with Y-Recruiter! 🌟 🔍 Do you know the true cost of a hiring error? It’s more than just filling a position—it’s about making the right choice from the start. A bad hire can cost your business up to six times the position’s salary! Why take that chance? 🚀 Enter Y-Recruiter: Expert Assessment: Our team of experienced professionals goes beyond recruiting; we meticulously evaluate to ensure the perfect fit for your company. Risk Mitigation: Our thorough assessment process significantly reduces the risk of hiring mistakes, protecting your investment. Enhanced Profitability: By minimizing expensive hiring errors, we help increase your bottom line. 💡 Consider this—can you afford not to invest in professional recruiting services? ✨ Choose Y-Recruiter, where hiring excellence is not just an aim—it’s a promise. ✨ 👉 Reach out to us today and discover how the right hire can transform your business! #YRecruiter #HiringSuccess #RecruitmentAgency #BusinessGrowth #ProfessionalRecruiting

Hey everyone! We would like to talk about a common challenge in recruitment - what to do when you're facing a low candidate flow but know exactly the tech stack your ideal candidate should be proficient in. 🔍 Finding the Right Talent: In such scenarios, it’s time to get creative and go beyond the usual job boards and LinkedIn searches. 👨💻 Tapping into GitHub: One of our go-to strategies is diving into GitHub. This platform is a goldmine for discovering talent, especially those skilled in specific tech stacks. You can explore repositories, check out contributors, and directly reach out to potential candidates. 🌐 Local Forums & Communities: Don't underestimate the power of local forums and tech communities. These platforms are often frequented by professionals passionate about their field. Post job openings here, or engage in discussions to identify potential candidates. 🐦 Leveraging Twitter Communities: Twitter is another great resource. Look for tech communities, follow relevant hashtags, and engage with users who are active in your desired tech stack. It’s about getting your opportunity in front of the right eyes. 🔎 Research and Engage: The key is to research where these tech professionals hang out online and engage with them there. Whether it’s a specialized forum, a GitHub project, or a Twitter thread, being proactive and reaching out can make all the difference. So, that's our approach when the usual channels aren't bringing in enough candidates. It’s all about thinking outside the box and reaching out to where your ideal candidates might be. Happy recruiting!

🚀 Be a Part of the Team! 🚀 📌 Open Positions: 1️⃣ Technical Writer (Part-time) What You'll Do: 💛Create and update user-friendly documentation for our SaaS platform. 💛Learn and document our tech, including sensors and equipment. What You Need: 💛Write clear, accurate docs. 💛Empathize with users. 💛Gather and organize info. Preferred Skills: 💛Basic HTML/CSS & programming. 💛Technical education. 💛Experience with MS Word, Adobe FrameMaker, etc. 2️⃣ DevOps Engineer (Part-time) If you're a DevOps expert looking for flexible working hours (we require 8h/week), we have the perfect part-time opportunity for you! What You'll Do: 💛Develop and deploy in our tech stack. 💛Ensure system reliability and performance. Hard Skills: 💛Very good knowledge and experience in our current stack: Node.JS, Vue.JS, npm, yarn, pm2, docker, PostgreSQL, Elasticsearch, RabbitMQ, Redis, AWS (EC2, ELB, S3), Prometheus/VictoriaMetrics, Grafana, Bitbucket, GitHub. 💛Knowledge of related and alternative technologies. 💛Understanding of Information Security concepts (ISO27x, OWASP, etc.). 3️⃣ Chief Operating Officer (COO) We're seeking a strategic and experienced leader to drive operational excellence and growth. Key Responsibilities: 💛Manage leasing processes, oversee branding strategies, and ensure exceptional customer success. 💛Oversee Airbnb/summer housing management operations to optimize occupancy and guest experiences. 💛Provide prompt and effective maintenance support to uphold the quality of our facilities. 💛Cultivate and maintain positive relationships with landlords to secure favorable terms and foster collaborative partnerships. Location & Benefits: 💛Hoboken, New Jersey 💛Up to $200K/year, full benefits. 4️⃣ Sales Executive (US-based) Join a leading company shaping the future of treasury services for global enterprises. About the Role: 💛Salary: Starting from $125,000 per year + commission (total $200k+) 💛Experience: 5-10 years in sales 💛Location: US-based 💛Advantage: Experience in SaaS or FinTech products Key Responsibilities: 💛Team Building: Knowledge of building teams and sales development. If you're ready to take the next step in your career and be part of something big, apply now! Send your resume to hr@yrecruiter.com #YRecruiter #Hiring #JobOpportunities #TechnicalWriter #SalesExecutive #DevOps #COO #JoinOurTeam #CareerGrowth #TechJobs

Hi everyone! I'm Yana, the founder of Y-Recruiter. Today, I want to share an exciting case study with you: How we found a General Manager in New Jersey in just two weeks. Wondering how we did it? Let me break it down for you. The first candidate we presented ended up being the best of the bunch and got the offer. But what made the difference? Sure, his hard skills were important, but it was more than that. We asked unique questions and paid close attention not just to his technical abilities, but also to how he handled situational tests. How would he react in different scenarios? It was his soft skills that really stood out. By focusing on both hard and soft skills, we were able to identify a candidate who was not only technically proficient but also a perfect fit for the company culture. And that's how we nailed it in just two weeks! Stay tuned for more insights like this!

📝 What NOT to Say in a Job Interview 📝 Navigating a job interview can feel like walking a tightrope. To make sure you put your best foot forward, avoid these common pitfalls: 🚫 Bad-Mouthing Previous Employers or Colleagues Speaking negatively about past bosses or coworkers only reflects poorly on you. Keep it professional and focus on what you've learned instead. 🚫 Discussing Workplace Conflicts Avoid diving into details about past conflicts. If necessary, take responsibility, show what you've learned, and emphasize that you won't make the same mistake again. 🚫 Lying Honesty is crucial. Interviewers will verify your claims, so be truthful about your experiences and qualifications. 🚫 Oversharing Personal Issues While it's important to be authentic, keep the conversation relevant to your professional life. Personal problems can be a red flag for potential employers. 🚫 Appearing Unprepared Make sure you research the company and role thoroughly. Show enthusiasm and preparedness by asking insightful questions. Remember, your goal is to present yourself as a capable and positive candidate who is ready to take on new challenges. Stay professional, honest, and focused on your growth! 🌟 #JobInterviewTips #CareerAdvice #YRecruiter #JobSearch #ProfessionalGrowth #InterviewSkills

👋 Hey, Y-Recruiter fam! 🚀 Let's talk about those interview no-no's - questions you should absolutely avoid to keep it professional and respectful. 1️⃣ Nationality, Religion, Politics: Steer clear of any questions about a candidate's nationality, religious beliefs, or political views. This is not only inappropriate but also irrelevant to their professional qualifications. 2️⃣ Conflict Details: If the candidate had conflicts in their previous job, avoid digging into the nitty-gritty details. Focus on their skills and experience instead. 3️⃣ Employment Gaps: When it comes to employment gaps, don’t pry into what they did during that time. Instead, ask how they kept their skills sharp or if they engaged in any relevant activities. 4️⃣ Family and Children: Questions about children, or if they plan to have any, are off-limits. A candidate's personal life is their own business and should not impact the hiring decision. 5️⃣ Age and Health: Avoid questions about a candidate’s age or health status. These are personal matters and have no bearing on their ability to perform the job. 6️⃣ Marital Status: Don’t ask about their marital status or who they live with. It’s irrelevant to their job performance and can come off as intrusive. 7️⃣ Salary History: Instead of asking about past salaries, focus on the candidate’s expectations for the role they are applying for. This keeps the conversation forward-looking and fair. At Y-Recruiter, we pride ourselves on conducting professional and respectful interviews. Let us help you find your next technical superstar or top executive. 🚀🔝 #RecruitingTips #InterviewEtiquette #YRecruiter #HiringSuccess #Professionalism #TopTalent

At Y-Recruiter, we are dedicated to finding the best sales talent who not only meet your hard skill requirements but also excel in soft skills. Here are the top 3 essential questions to ask in a Sales interview: 1️⃣ What are the key Sales Manager’s rules to live by when communicating with partners? Name at least 5 key rules that need to be followed to successfully close a partner. 2️⃣ As you were implementing a pilot for your potential client, you faced some challenges along the way. Describe your actions during the following scenario: Your team is not matching the deadlines for hardware development. The timeline has been postponed for the 3rd time in a row for a few weeks and the client is losing patience. 3️⃣ During the call, we discussed that instead of direct sales, X is spreading its solution through key potential partnership groups: logistics partners, integrators, and telecom companies. Suggest an alternative way of how you believe we can spread the X solution to the target market and elaborate on your strategy. At Y-Recruiter, we ensure you get a Sales professional who fits perfectly both in skills and culture! 💼✨ #SalesInterview #Recruitment #InterviewQuestions #SalesStrategy #HiringTopTalent #JoinOurTeam #YRecruiter

🌟 Transform Your Hiring with Y-Recruiter! 🌟 🔍 Are you aware of the real cost of a hiring mistake? It’s not just about filling a vacant spot—it's about making the right choice the first time. A mis-hire could cost your business up to 6 times the salary of the position! Why risk it? 🚀 Here’s where Y-Recruiter steps in: Expert Evaluation: Our team of seasoned professionals doesn’t just recruit; we evaluate to ensure you get the perfect match. Risk Reduction: With our meticulous assessment process, the risk of hiring errors plummets, safeguarding your investment. Increased Profitability: By minimizing costly recruitment mistakes, we help boost your bottom line. 💡 Think about it—can you afford not to invest in professional recruiting services? ✨ Choose Y-Recruiter, where hiring excellence is not just a goal—it’s a guarantee. ✨ 👉 Contact us today and let us show you how the right hire can make all the difference! #YRecruiter #HiringSuccess #RecruitmentAgency #BusinessGrowth #ProfessionalRecruiting

Wondering how to effectively challenge your C-level candidates during interviews? Use these strategic questions to really understand their capabilities and how they would handle real-world scenarios in your company: 1️⃣ Strategic Application: Ask how the candidate would apply their experience and skills specifically to your company's context. Encourage them to prepare a slide presentation to discuss their strategic vision and how they plan to implement it. 2️⃣ Real-Life Scenario Challenge: General Manager: Present a scenario where there is a conflict among four guests in an apartment. One wants to leave the room but not the building, with no suitable vacancies available. Ask the candidate to outline the steps they would take to resolve the issue. Chief Operating Officer (COO): Ask the candidate how they would approach boosting the company’s profitability. Provide this as a "homework" assignment for them to develop a presentation that they will defend during a follow-up discussion. 3️⃣ Innovation Presentation: Inquire about a recent innovative project they spearheaded. Request details on the challenges they faced, the solutions they implemented, and the results of the project. 4️⃣ Leadership Philosophy: Have them describe their leadership style and how it has evolved over their career. Ask for specific examples of how their leadership made a tangible impact on their previous companies. 5️⃣ Adaptation to Change: Discuss a past situation where the company they were working for underwent significant changes. Ask how they handled the transition and what strategies they used to ensure team stability and continued success. By structuring your interview process around these key questions, you can gain deep insights into the strategic thinking, problem-solving capabilities, and leadership qualities of your C-level candidates. Consider hiring a professional recruiting agency like Y-Recruiter to handle this critical process—the cost of a hiring mistake can be very high.