Derek Turpin

As many of you know, Prelude's shutdown by Calendly caused a lot of movement in the interview scheduling space as many TA teams look for a new solution. Many amazing Prelude customers have migrated to Guide in recent months and we’re working hard to make the transition even easier for anyone looking for a new solution. Here's a few things we're doing: 👉 1. For Prelude organizations, Guide will match or beat your current pricing terms so you don’t have to ask finance for additional budget. 👉 2. The Guide product team will migrate your Prelude data for you (interviewer pools, etc) so you can avoid any repeat work and launch quicker. 👉 3. We’ll also prioritize your launch date on Guide's implementation calendar to meet any contract/switching deadlines you might have, and help you focus on other things :) 💥 And the kicker (or teaser, really): stay tuned for an exciting announcement soon about some familiar faces joining the Guide team. If you’re using Prelude and looking for new scheduling software, DM me. I’ll personally show you around Guide and share why teams like Duolingo, MongoDB, Openly, Strava, Glossier, Inc. and many more are making the switch.

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I’m in immediate need of work! Who’s hiring candidate experience focused exceptional recruitment pros??? I’m available now! I’m looking for a full-cycle recruitment or sourcing role. Based in greater Seattle/Tacoma area in Washington state. Open to full-time/part-time/temporary, W2/1099, Onsite/Hybrid/Remote, and willing to relocate for the right opportunity! General look at some of my experience in recruitment: • 12 years corporate  • 3+ years technical • 3+ years Agency/Staffing/RPO • 5+ years NGO  • 5+ years Executive  • 6+ years Light Industrial/Supply Chain/3PL  • 6+ years of Sales/Customer Success/Call Center/Customer Service  • 9+ years of recruitment team specific leadership experience  • 1+ years of healthcare I’ve not recruited for everything under the sun but I have recruited for a wide range of industries and roles while working for corporations, agencies, and RPOs. I’m open and immediately available to work! I come with references from former leaders, colleagues, and candidates (that I’ve been able to get hired & those I have not). Miscellaneous facts about me: • Boolean is an old friend I enjoy spending as much time with as possible • implemented Greenhouse twice  • worked in over 10 ATS systems • I love panda bears • dedicated to providing world class candidate and hiring team experiences  • pink is my favorite color followed close by rainbow and black • exceptional as an IC or team leader (I love both equally at this point in my career) • I’m an activator • active presence on social platforms as recruitingSHEro  • whenever I say or hear the word Boolean I begin to sing in my head to the tune of Dolly Parton’s, Jolene (“Boolean, Boolean, Booleaann, Boooleaaannnn…”) • open to project, permanent or contract work • I love rainbows • link to my website in comments • there are 20+ great recruiters roaming the planet today who learned recruitment fundamentals directly from my training and mentorship • I love Wonder Woman and what she represents  • there is so much more to me vs. what I can share in a LI post - take a chance on me so we can do incredible things while hiring the right candidates for your open roles without cutting corners because we both know retention is king and one bad recruitment hire can set back recruitment efforts 3-6 months. I NEED YOUR HELP! Who do you know? Can you introduce me to someone who is hiring? Can you refer me to an open recruitment role within your organization? Will you share this post? If you have worked with me, for me or if you've been a candidate that's gone through the interview process with me, are you able to write a recommendation for me here on LinkedIn? Do you have an idea that will help? #HrCommunity #LinkedInCommunity #HireMe

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Straight talk you might not always hear from a Recruiter. Volume is a problem. Those searching for jobs are challenged to apply to a 100 jobs per week. Meanwhile, recruiters, who should care about candidate experience, are pulling efficiency levers that maddeningly frustrate those they should want to build relationships with. Let me give you an example. A job post says you need 3+ years of experience with a specific software. An application question asks, "Do you have 3+ years of experience with [that specific software]?" You have more than 2, but less than 3. Even though you have far more experience in that line of work, you answer "No" because you are an honest person. That "No" triggers a decline because it's a knockout question based on if-this-then-that logic. It's frustrating, and all the more so when that decline note comes 30 seconds after the one that just thanked you for applying. That's not AI; that's lazy, and it's the opposite of people-first. Here's some other hard truths. When a role is advertised on a job board, the percentage of candidates that reach a final interview from that ad is often 2-3%. Referrals, on the other hand, often reach final rounds at 10x that rate. The same is true when a recruiter reaches out to you proactively. If you're playing the numbers game, invest a little less in the 100-applications-per-week challenge and a little more into networking and discoverablility. A well-framed, cold outreach to an executive often lands back in our court to respond to. Even when it doesn't net you the response you're looking for, it establishes communication. Recruiters still run references. If you're searching, or if you know someone who is, and you are asked to be a professional reference, fulfill the courtesy and then snag 2 minutes of our time. You just did us a solid by being helpful to our hiring; we'll repay the favor. Contract opportunities aren't always posted because recruiting teams often outsource them to agency partners. So, get to know our partners. Recruiters play a big role in designing the interview experience, but make no mistake, recruiting is a team sport. If the process changes dramatically, if the reason you're declined wasn't a requirement of the job, if your follow-up thank you is met with radio silence, that should tell you something about what it's like to work there. Hidden, whited-out keywords on your resume might work for those few shops that use the tech to index keywords, but when they're discovered using Ctrl + F by those that don't, those reviewing your resume will be skeptical and likely decline you. Looking for a weirdly fun way to network? LinkedIn just released games that are Wordle-like, with a networking aspect. It's an easy icebreaker if your connections also play. Use that as a fun way to reconnect. This market is crazy. But it's far less crazy when we value connection, and when we are authentic and empathetic, whether you're hiring for a job or you're looking for one.

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W2 ROLE Job Title: Technical Support Engineer - Integrations end client - ServiceNow Inc. Pay Rate:<$45.00/hr on W2 without benefits Location: Santa Clara, CA Note: This position will also require onsite presence weekly on Wednesday and Thursday at the Santa Clara office. Duties: Overview: Provides technical support to field engineers, technicians, and product support personnel who are diagnosing, troubleshooting, repairing and debugging complex electro/mechanical equipment, computer systems, complex software, or networked and/or wireless systems. Responds to situations where first-line product support has failed to isolate or fix problems in malfunctioning equipment or software. Reports design, reliability and maintenance problems or bugs to design engineering/software engineering. What you will do in this role: Be a Customer Advocate providing support to users/administrators of our platform Understand our platform, cloud technologies and troubleshooting practices to ensure successful resolution of challenging technical situations Resolve technical cases created by customers looking for help to understand or troubleshoot unexpected behaviors or answer technical questions about the ServiceNow software and platform. Gain an understanding of the ServiceNow platform and all core functionality. Analyze data with a view to isolate the potential cause of the issue. Involve others to accomplish personal and group goals. Skills: What you will need to be successful in this role: Knowledge on LDAP/Active Directory, SSO or other authentication or user management systems Understanding of Email Troubleshooting (e.g. Office 365, Exchange ) Knowledge on Web Services (SOAP, REST) Working knowledge on Network troubleshooting (e.g. Ping, Telnet) Hands on experience in any bi-directional, integration between two systems Some experience with Scripting languages: JavaScript preferred Experience with relational databases (e.g. MySQL, Oracle) Experience with the gathering and reading of various log files Hiring Manager Notes: Integrations gets a mix of issue types that typically center around there broad topics: 1) Email  2) SSO/Authentication 3) Web Services 4) Scripting /Rest API 5) database issues Given the wide variety of issues that we get there is no 1 or 2 must have skills. Instead we are looking for candidates that some firsthand experience in as many of these technical areas as possible as it speeds up the ramp up time. What backgrounds/skills can we be more flexible with that can be learned on the job? SSO and authentication, Email protocols and servers What will the interview process look like? First round - 30 to 45 minute monitoring phone interview (behavioral and technical questions) Final round - 1 hour panel interview with 2-3 engineers and hiring manager (technical questions) please share the resumes on [email protected] 6783211898 If i did not replied Here please connect with me directly. thankyou .

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I have personally saved my clients over $1 million in recruiting fees using my hourly recruiting model! Updated 3/1/24 - Facts from 52 Hires (9 Companies) Average cost per hire - $8,903.31 Hours worked per acceptance - 59.98 Average savings per hire vs. using a 20% model - $16,126.32 Updated 7/18/24 - Facts from 67 Hires (10 Companies) Average cost per hire - $8,059.29 Hours worked per acceptance - 58.30 Average savings per hire vs. using a 20% model - $16,163.71 Even with an extra 15 hires the savings continue to be at 16K per hire. There is no need to ever use a 20% recruiting model again. Email me if you want to see the data. [email protected]

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This is just the start of high impact technologies in the TA space. it needs disruption so I'm all for this movement. What do you think are the most critical issues that need to be solved in recruiting?

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Resume tip! When it comes to where to put your education on your resume, remember: context is key. If your degree is crucial for the job you're eyeing, place it prominently at the top. However, if the role doesn't mandate a specific degree or your educational background isn't directly related, lead with your experience. And if you didn't complete a degree, it's best to omit it altogether. #ResumeTip #EducationOnResume #JobSearchTips

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This is just one of the many examples of how our team absolutely slayed recruiting for a difficult-to-role: - Our sourced-to-interview-to-hire ratio stood at 41:3:1 - We filled a 212-Day vacancy in just 48 days 👏 👏 👏 👏 If you want to learn more about our tailored approach dive into our latest blog below! #strategicapproach #strategicrecruitment #recruitmentresults #ITrecruiting #innovativerecruitment #successfultalentacquisition #specializedstaffing #techjobs #techrecruitment

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Will AI replace recruiters? 🤷‍♂️ I keep hearing that bots, agents and automation are coming for recruiter’s jobs. I keep reading that AI is a part of all aspects of talent acquisition. Job posting distribution, initial prescreening, auto responses, algorithmic profile learning, bias reduction, resume enhancements, etc… I’ve heard, read, and seen how AI will reduce repetitive tasks giving recruiters more time to view and source for more people and more jobs. HOWEVER, I’ve yet to hear a client that prioritizes filling MORE jobs faster over finding the right person. I’ve also yet to hear a job seeker that prefers to interact with the “system” than with a personal touch. Will AI replace recruiters…is probably the wrong question. A better question might be… What is the future of recruiting? 🤷‍♂️ I remember the days when eliminating entire contact centers of people was the preferred cost savings method for companies and was pitched as a no-wait solution to their customers. Now, it’s advertised that the value of service is being able to reach a real person to help you. We’ve made it full circle where chat bots are once again the norm. Automation is VALUABLE in recruitment! Options, tools, and resources are VALUABLE in job searching! A personal touch, a conversation, a genuine response, an authentic interaction at this point in recruiting, seems INVALUABLE…however also, should be expected. The future of job searching and recruiting needs to include a level of humanity that reflects a human getting a humane experience. Keep the technology flowing whiling keeping the compassion, as well! ❤️

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What are the top 5 things we do at Benefex that helps our TA team move fast? 🚀💨📈 Without compromising on quality or experience!! Since October 2023, Average Time to Hire = 15 days / Average Time to Fill = 31 days. (This is a team of 2 TA, filling ~20 roles per month on average.) 1️⃣ Alignment call with the hiring team ✅ We do not go live with a role until TA and the Hiring Team have aligned. This allows us to be clear on...selling the role, core requirements, interview process, commitment & expectations from both sides. ☝ THIS STAGE IS ESSENTIAL. 2️⃣ Clear, consistent hiring process 🔁 We have a hiring blueprint that we apply to ALL roles. TA, interviewers and hiring managers are clear on their roles, each interview stage and the scoring system. 3️⃣ Removing any HM review points ⛔ Hiring managers DO NOT review CV's, TA are trusted to screen and interviews are booked in for interviews. Candidates progress based on our scoring system, not waiting for green lights from the HM. 4️⃣ 24 hour feedback rule ⏳ Every interviewer needs to input their feedback in the system within 24 hours. 5️⃣ Automation and templates 🤖 Anything in the process being done more than once needs to have a template or trigger set up. What do other great things do TA peeps do to make sure their processes are fast and efficient? (Without compromising on quality and experience). #talentacquisition #candidateexperience #hiringprocess #hiring #recruitment

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If you're applying to jobs, make sure you check your junk/spam folders! Many email platforms have implemented additional filters, causing vital job-related emails to land in your junk mail. Stay alert to avoid missing out on opportunities due to oversights! #JobSearch #EmailFilters

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Looking for a Head of Talent??? I have an amazing passive candidate you should speak with!! 💠 FlanStaff Passive Candidate - Head of Talent - Bay Area/Remote 💠 🔹 Proven Leadership in Talent Management 🔹 Successfully developed and executed a comprehensive Talent Management and Recruiting strategy, leading to a significant 36% reduction in turnover rate, far surpassing the industry average of 3% in the tech sector. 🔹 Employee Satisfaction and Engagement 🔹 Designed and implemented career coaching and performance management programs, resulting in a 10% increase in employee satisfaction ratings, enhancing an already high eNPS from 69 to 76. 🔹 Organizational Change and Leadership Development 🔹 Coached and developed organizational leadership, fostering a culture of excellence and accountability, while effectively driving organizational change and ensuring high employee engagement. 🔹 Expertise in Predictive Index Assessments 🔹 Served as the in-house Subject Matter Expert for Predictive Index assessments, improving the quality of hire by 12% through actionable insights and interpretive readbacks. 🔹 Commitment to Diversity, Equity, and Inclusion 🔹 Co-chaired the first DE&I Committee at her current employer, launching initiatives that included community outreach and partnerships with minority-owned businesses, achieving 100% participation in microaggression awareness efforts. 🔹 Technological Implementation and Innovation 🔹 Spearheaded the implementation of the firm's first applicant tracking software with a 100% adoption rate, and launched industry-first live video webinars to attract top talent, improving recruitment efficiency by 30%. #TalentAcquisition #HRLeadership #RecruitingTrends #TalentManagement #EmployeeEngagement #OrganizationalDevelopment #DiversityAndInclusion #TechRecruiting #HRTech #LeadershipDevelopment #PerformanceManagement #WorkforcePlanning #TalentRetention #HRStrategy #RemoteWork

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Is There a Shortage of Talent??? As a recruiter, I've noticed increasing concerns about talent shortages. But is there really a shortage? Take a look at some statistics and see how partnering with a staffing agency can help address this issue.. 📊 ▪ Employment Growth: Inland Empire's job growth is at 2.5%, surpassing California's 1.9% (Source: Employment Development Department). ▪ Unemployment Rate: Currently at 4.2%, slightly below the national average of 4.5% (Source: Bureau of Labor Statistics, June 2024). How Can I (Staffing Partners) Help? ▪ Larger Talent Pool: Access to extensive networks and databases. ▪ Specialized Recruiting: Expertise in identifying industry-specific skills. ▪ Speed and Efficiency: Reduced hiring time and costs. ▪ Flexibility: Solutions for temporary, temp-to-perm, and direct-hire needs. So Is There a Talent Shortage? These stats show strong job growth, but they also highlight the challenges companies face in finding the right talent. As businesses expand, the need for skilled workers grows, making the job market more competitive. If your company is feeling the pinch of the talent shortage, consider partnering with me. Let's connect 📩 [email protected] #Recruitment #TalentShortage #InlandEmpireJobs #StaffingSolutions #EmploymentGrowth

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Hiring engineers in 2024? Get ahead with Randstad USA's curated list of interview questions designed to reveal the problem-solvers and innovators your team needs.

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Question for the Recruiting/TA folks out there - in addition to ZoomInfo, what other data tool(s) are you using? What's worked, not worked? Thanks in advance! #talentacquisition #recruiting #staffing #sourcing

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In the past two weeks I’ve jeopardized $50k in revenue by coaching candidates and hiring teams AWAY from “placements” that would have won me large contingent fees. Why? Because longterm fit is so much more important than just “making the placement”. Traditional upfront placement fees haven’t aligned the incentives for recruiters and hiring teams adequately towards that end. In each of recent these instances, the more I learned, the more I realized that the match wouldn’t have lasted long or been the right fit for both parties. 🤑 So I’m putting my money where my proverbial mouth is… 🤑 New Recruiting Model where pricing increases over time depending on longterm success $1,000 Retainer + $1k/month for each month they stay employed Examples: 😩 If this person remains a fit for only 6 months >> $7,000 total spend 🤔 If this person is a strong fit for 12 months >> $13,000 total spend 🤗 If this person is still anchoring the team 18 months in, we’ll celebrate our joint “success” >> $26,500 total spend Book a discovery call (or zoom if that corded phone my daughter's currently obsessed with isn't your jam) to see if your next role might qualify for this new model! https://lnkd.in/gPckAH9V #Hiring #Startups #TheTruthAlways #Transparency #Recruiting

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We partner with internal Talent Acquisition teams roughly 95% of the time. When I chat with companies about their needs and what their recruitment looks like, I'm always met with: "We are doing great on staffing, and our internal TA team handles everything and they are doing a great job." Really? The 16 roles listed on a job board and 20+ pages of open roles on the Careers tab of the company website would say differently. Perhaps the internal TA team is drowning and needs a little help? Has anyone checked on them? Internal TA teams work hard, and sometimes they need assistance finding talent that fits specific criteria in challenging markets, and a job board posting often leads to going in circles. Yes, we understand that working with a recruitment company comes with a cost. There is also a cost of an open role, including lost revenue. Our partnerships with internal TA teams are priceless. We have their back! Our team is heavily connected with candidates who are not always visible on job boards or accessible from a job posting. Allow us to help out your internal TA team. It's hard work and we can lend a hand or two to get the job done. DMs are open. #executivesearch #talentacquisition #ta #seniorliving #assistedliving #memorycare #hospitality #hotels #travel #tourism #restaurantgroups #recruiter #recruiting #candidates #employees #hiringmanagers #interviews #opportunities #offers #hiring #retention #executiverecruiting #frontlinehiring #resume #resumewriting

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The market hasn’t been kind to Talent Acquisition in 2024, with many peers losing their jobs. In my opinion, employers missed out on a great opportunity to refocus their talent team on operational efficiencies, new technologies, cost savings and candidate experience. A good TA Specialist can save an organization 5X more than their salary. Stop focusing solely on open positions when considering decreasing the size of your Talent Team. A TA Specialist can add so much value when you consider they can: Enhance your Employer Brand: Maintaining and enhancing employer branding efforts can attract high-quality candidates and reduce future recruitment costs. Strong employer branding can lead to a 50% reduction in cost-per-hire. 🎯 Assess the use of technology and process optimization: Streamlining recruitment processes and implementing efficient technology can result in long-term savings. Organizations can save up to 20% on recruitment costs by leveraging AI and automation tools. 👨‍💻 Cost Reduction through Strategic Partnerships: TA specialists can renegotiate terms with staffing agencies or explore alternative recruitment solutions. This proactive approach can lead to significant cost savings on external recruitment services and reduce reliance on costly contingency staffing solutions. 🤝 Building Strong School Partnerships: Expanding relationships and getting more involved with educational institutions not only enhances your talent pipeline but also fosters partnerships that can provide early access to emerging talent. 🎒 Optimizing Current Talent: In Partnership with HRBP’s and hiring managers, TA specialists can focus on optimizing existing talent, helping to identify and address skills gaps within the current workforce. By implementing internal mobility programs and upskilling initiatives, organizations can maximize the potential of their existing team, avoiding the costs associated with external hiring. 👨‍💼 👩‍💼 In essence, Talent Acquisition Specialists are not just filling roles — they are strategically positioning organizations for future success, driving efficiency, and protecting your employer brand. Their work during a hiring freeze or workforce reduction makes an invaluable contribution to an organization’s long-term goals and success. 🚀 #TalentAcquisition #StrategicHR #EmployerBranding #recruitmentstrategy #HR

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Recruiting and Talent Aquisition friends .... what are your thoughts on Evergreen/Sourcing posts? Do you use them? If you do, do you specifically note in the posting that it is Evergreen, so as to not frustrate candidates who may not receive an immediate/timely response? I would love to hear your thoughts and feedback!