Mimi Han

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!

Job Market Update: The San Francisco Bay Area's labor market has experienced significant fluctuations in recent years, influenced by factors such as the COVID-19 pandemic, tech industry layoffs, and shifts in remote work trends. Here's an overview of job openings, layoffs, and unemployment claims in the region: Job Openings: As of August 2024, the Bay Area added 1,100 jobs, with the East Bay contributing 1,800 new positions. However, the San Francisco subregion, including San Mateo County, saw a loss of 400 jobs, marking the eighth consecutive month of job declines in that area. Bay Area Economy Layoffs: Between January 2022 and May 2023, over 10,000 layoffs were reported in San Francisco, with major contributions from companies like Salesforce, Twitter, and Invitae. San Francisco Standard In early 2023, tech companies such as Zoom, Waymo, and DocuSign announced significant layoffs affecting Bay Area employees. Unemployment Claims: In January 2023, San Francisco's unemployment rate rose from 2.0% to 2.8%, the largest increase since the pandemic's onset. This uptick was partly attributed to tech layoffs and seasonal factors. By August 2024, the unemployment rate in the San Francisco metro area stood at 4.1%, comparable to levels seen in 2015. Overall, while certain sectors like healthcare and education have shown job growth, the Bay Area continues to grapple with challenges in the tech industry and service sectors, impacting employment rates and job availability. Hope is on the horizon along with 1800 jobseekers applying for the same job vs. 5000 jobseekers applying for the same job! :)

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LinkedIn has just launched the #Hiring Assistant, an AI agent that’s set to revolutionize recruitment by taking over those repetitive tasks. As someone who loves seeing innovation in action, I can’t wait to see how this game-changer will help recruiters focus on what truly matters—connecting with incredible talent and be a strategic business partner. Dive into the details! Read more #AI #Recruitment #Innovation

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Ugh. More competition for all the unemployed Recruiters out there 😢 My teen daughter and her friends have a saying when conversations seem to be getting out of control. They say aloud: “OK, you need to stop, drop, and roll.” After speaking to dozens of recruiters these past few weeks, that’s exactly what I’m recommending. Stop - stop applying to jobs with your shitty résumé. You may not have needed a great résumé in the past, but you need one now. Ask for help. Immediately. And update/complete your LinkedIn profile! Drop - Drop a line to everyone you know in your network. Reach out and say hello. Even if you’ve done this before, do it again. Your network is incredibly value. Roll - seriously consider rolling into something different. There is zero chance all the recruiting job will come back in the next 12 to 18 months. Zero. These are Darwinian times. Survival of the fittest. As always, I am here for advice and counsel. I love all things recruiting, and I’m not going anywhere. https://lnkd.in/g2t26ga7

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#imhiring 🍃🔌⚡🔋💨 𝐒𝐞𝐧𝐢𝐨𝐫 𝐌𝐚𝐧𝐚𝐠𝐞𝐫, 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐍𝐨𝐫𝐭𝐡 𝐀𝐦𝐞𝐫𝐢𝐜𝐚, 𝐖𝐞𝐬𝐭 📍 𝘜𝘚-𝘙𝘦𝘮𝘰𝘵𝘦 | 𝘏𝘰𝘶𝘴𝘵𝘰𝘯, 𝘛𝘟 | 𝘚𝘢𝘯 𝘍𝘳𝘢𝘯𝘤𝘪𝘴𝘤𝘰, 𝘊𝘈 | 𝘉𝘰𝘶𝘭𝘥𝘦𝘳, 𝘊𝘖 Are you passionate about renewable energy and eager to make a significant impact? Pattern Energy is searching for a talented 𝐒𝐞𝐧𝐢𝐨𝐫 𝐌𝐚𝐧𝐚𝐠𝐞𝐫, 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 to shape our future in 𝑾𝒆𝒔𝒕𝒆𝒓𝒏 𝑵𝒐𝒓𝒕𝒉 𝑨𝒎𝒆𝒓𝒊𝒄𝒂. If you're ready to drive change and excel in a dynamic environment, we want to hear from you! 𝑾𝒉𝒚 Pattern Energy Group? At Pattern Energy Group, we're more than just a renewable energy company; we're a community dedicated to making a difference. We're committed to innovation, sustainability, and creating a brighter future. As a market analyst, you'll play a pivotal role in our mission, 𝘢𝘯𝘢𝘭𝘺𝘻𝘪𝘯𝘨 𝘮𝘢𝘳𝘬𝘦𝘵 𝘤𝘰𝘯𝘥𝘪𝘵𝘪𝘰𝘯𝘴, 𝘥𝘦𝘷𝘦𝘭𝘰𝘱𝘪𝘯𝘨 𝘴𝘵𝘳𝘢𝘵𝘦𝘨𝘪𝘦𝘴, and 𝘨𝘶𝘪𝘥𝘪𝘯𝘨 𝘬𝘦𝘺 𝘥𝘦𝘤𝘪𝘴𝘪𝘰𝘯𝘴. 𝑲𝒆𝒚 𝑹𝒆𝒔𝒑𝒐𝒏𝒔𝒊𝒃𝒊𝒍𝒊𝒕𝒊𝒆𝒔: 🔑 Research and synthesize market conditions impacting our business. 🔑 Lead development strategies for clean energy, transmission, green fuels, and storage. 🔑 Evaluate competitive landscape changes and provide strategic recommendations. 🔑Collaborate across teams to communicate market insights and asset values. 𝑾𝒉𝒂𝒕 𝑾𝒆’𝒓𝒆 𝑳𝒐𝒐𝒌𝒊𝒏𝒈 𝑭𝒐𝒓: 🎯 10+ years of experience in 𝐜𝐨𝐦𝐦𝐞𝐫𝐜𝐢𝐚𝐥 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲, 𝐫𝐞𝐧𝐞𝐰𝐚𝐛𝐥𝐞 𝐞𝐧𝐞𝐫𝐠𝐲 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭, 𝐨𝐫 𝐞𝐧𝐞𝐫𝐠𝐲 𝐩𝐨𝐥𝐢𝐜𝐲. 🎯 𝐃𝐞𝐞𝐩 𝐤𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞 of the U.S. and Canadian energy markets, especially within 𝐂𝐀𝐈𝐒𝐎 an 𝐖𝐄𝐂𝐂 𝐫𝐞𝐪𝐮𝐢𝐫𝐞𝐝. 🎯 Experience with 𝐭𝐫𝐚𝐧𝐬𝐦𝐢𝐬𝐬𝐢𝐨𝐧 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 as well as 𝐠𝐞𝐧𝐞𝐫𝐚𝐭𝐢𝐨𝐧 🎯 𝐒𝐭𝐫𝐨𝐧𝐠 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐚𝐧𝐝 𝐚𝐧𝐚𝐥𝐲𝐭𝐢𝐜𝐚𝐥 𝐭𝐡𝐢𝐧𝐤𝐢𝐧𝐠, with excellent 𝐜𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 𝐬𝐤𝐢𝐥𝐥𝐬. 𝐖𝐡𝐲 𝐘𝐨𝐮’𝐥𝐥 𝐋𝐨𝐯𝐞 𝐖𝐨𝐫𝐤𝐢𝐧𝐠 𝐰𝐢𝐭𝐡 𝐔𝐬: 📌𝐈𝐦𝐩𝐚𝐜𝐭: Be at the forefront of the clean energy transition, making a real difference. 📌𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧: Work with cutting-edge technologies and industry leaders. 📌𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐭𝐲: Join a dedicated, passionate team that values collaboration and inclusivity. 📌𝐆𝐫𝐨𝐰𝐭𝐡: Opportunities for personal and professional development in a dynamic industry. 𝑹𝒆𝒂𝒅𝒚 𝒕𝒐 𝑺𝒉𝒂𝒑𝒆 𝒕𝒉𝒆 𝑭𝒖𝒕𝒖𝒓𝒆? If you have a passion for clean energy and the skills to drive our mission forward, we invite you to apply. Be part of a team that is shaping the future of renewable energy and making a lasting impact. At Pattern Energy Group, we're transitioning the world to renewable energy. 𝐉𝐨𝐢𝐧 𝐔𝐬 👉🏾 https://lnkd.in/gRC4hFg5 #RenewableEnergy #CleanEnergy #MarketAnalysis #PatternEnergy #JobOpportunity #ApplyNow #EnergyTransition #strategyjobs

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Letting a candidate know they aren’t moving forward is not a fun conversation… but there are ways to make it positive. Aside from feedback for continuous improvement, providing more context to what happened in the process is super helpful. I recently released a few candidates for a design engineer role. 330+ candidates did not make a screening call with me. 11 made it to a screening call and only 7 progressed into further stages. The candidates that learned how far they actually got left with a sense of gratitude and accomplishment even without a job offer. #interviewing #recruitment #TAtips

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Thanks Laura Dutton for the share and nice post 🚀Alex Hutchings. You lay out, in a clear and concise manner, what a state TA is in at the moment. 'Dire' just about covers it. Indeed, your post 'chimed' with me. But perhaps that's because I've been 'out' for a year and it's hard to stay motivated in the face of such a negative outlook. So whilst the current situation is frustrating, it's actually helpful, encouraging even to see your post and remind myself. That what's happening to me, is also happening to many others and it's a 'market thing', not a 'Noah thing', hence this share, to ensure 'we' can all see, that it's not us.......... I'm not really concerned about AI and Automation, replacing TA anytime soon, as contrary to the 'hype' (and there's plenty of it), that's actually a way off. What worries me, is the 'natural stupidity' of businesses, that think a 'starved' TA function, is in some way a good thing, over and above any 'costs' that are saved. Although, those 'savings' are 'chimeric', in that a salary might have been 'saved', but go and look at what's being spent on recruitment 'fees'. But I digress...... The bit that rankles me, is that I keep reading about how, candidate experience is 'terrible', 'non-existent' even, or at an 'all-time low'. And that further, it's the stated aim of TA, to improve it. 'Honest guv'.......... How exactly? I think 'we', by which I mean the TA community (other intelligent groups of professionals are also available), can 'see' the answer. Not that you need to be a 'rocket scientist', to work it out. A lack of TA people actually working in TA, means, surprise, surprise, that there's no-one to engage with candidates and provide said experience. Simple really. Hiring more TAs, won't just help them, it will also help the companies, that realise it's time to (re)invest in how they attract talent. Thanks again both and to everyone else, hang in there.

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"Strange how the media completely ignored the story that all California job gains in 2023 were fake. Contrary to prior reports of over substantial job gains in the deep blue state in 2023, the reality was far uglier. Based on the most recent release of the early benchmarks, payroll jobs declined by 32,000 from September 2023 through December 2023. On the contrary, the preliminary monthly reports showed a solid increase in job growth (+117,000 jobs) at the time. With the fourth quarter revision, calendar year 2023 saw essentially no net job growth (+9,000 jobs overall). But one can be absolutely certain that once the next set of revisions come in, California will not have generated any actual job growth for the second year in a row. In fact, make that all of America." - Zero Hedge https://lnkd.in/er4hC9Ga

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Hey all... JOB OPPORTUNITY !! mini story included_ 2 weeks ago I posted for this role and we made it through interviews in 1 week. I hate dangling 'speed' in front of people bc I know how frustrated people are (this market sucks!), but this truly was a special, refined process. ⚒ Took the brief > presented a stand-out candidate > interviewed over 5 business days > offer! 🙀 It was wild but in the best way! A dream for a great recruiting partnership. But also a > 🎢. And as things go, it wasn't the right timing for this particular candidate. That's okay! 🥁 That means the role is still open, and I gotta fill it. This client has been interviewing for a couple of months, and by now, knows exactly what they are looking for, and are ready to hire yesterday. So here is what we learned we really need from this most recent interview round: 🌟 🌟 🌟 Have you worked at a startup? Have you worked for a big company? Are you in the Bay Area (able to get to San Mateo 2x/wk for jam sessions)? Can you get down with being an IC for 6-12 months and want to/have experience building a team? Do you want to be a strategic partner and build from 0-1? And hang out in Figma every day? 🌟 🌟 🌟 Please see original post below for all relevant/required info! Hit me up and share with your SF buddies/networks. I appreciate you! This team is cool. Level-headed. Accommodating. Clear-sighted. Passionate. TYSM. 🧡

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DIRECCÇT HIRINGGGGGGGGG ⚠️ Position - Senior Product Engineer $150,000-$300,000 annual Location - San Francisco, California Hybrid ________N O T E 👇 ______ INTERESTED CANDIDATES CAN SENT ME OVER HERE CV 👇 "[email protected]" Description 👇 Candidates need to be willing to work hybrid in San Francisco We are an early-stage startup; our team dynamics are different from companies of other sizes and stages. We're a small team, with high ownership, who are not only passionate about what we do, but seek to be exceptional as well. Currently, our team consists solely of our 2 co-founders, Sina and Joe. There's a lot of stuff going on, and a lot of ambiguity. We prioritize having a strong, in-person culture in San Francisco for our founding team. We are open to team members who operate remotely on a case-by-case basis. We do NOT expect you to work all the time, but you’ll have to be diligent and hold yourself accountable regarding the boundaries for your work day. Depending on your location, you may need to be flexible to accommodate the schedules of other team members and clients. We want teammates who own it. We strongly believe that empowering everyone on our team with ownership is a key to our growth and success. We expect every team member to not only own decision making, but also own the success or failure that results from their decisions. Requirements Experience shipping production code in a language like Typescript, Rust, Python, Go, Solidity Excellent problem-solving skills and a strong sense of ownership Obsession with shipping code with a bias for self-reliance Past work experience spanning Web2 and Web3 systems 4+ years of experience shipping Typescript or Javascript for web based front end applications Comfort shipping code with the following tools: React, NextJS, Tailwind, Wagmi, Viem Hunger for pushing the boundaries of what's possible in crypto today, with a knack for quick iteration Familiarity with design principles and tools About You A solid understanding of engineering principles. You enjoy building and shipping quality, resilient, and dependable services. A sense of grit to dive into a problem and own the implementation of solutions. Possess excellent communication skills for effectively conveying your perspective, ideas, problems, and solutions. A strong sense of ownership and prioritization when navigating the ambiguity of an early-stage startup. A motivation for accelerating the adoption of digital ownership beyond the current limitations of public blockchains. Responsibilities As an engineer, you'll play a critical role in building out our foundational infrastructure in a fast paced startup environment. This will involve researching, designing, and implementing novel engineering solutions related to hybrid onchain/offchain systems. You will ship a lot of code, with the potential to work on things like indexers, databases, smart contracts, cryptography, and APIs all operating at a global scale.

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TA is often thought of as a cost center, so the burden is on TA Leaders to demonstrate their value, and shift this perception. Some ideas for how: The best TA Leaders think like business owners. They aren't just worried about missing their hiring goals and looking bad, they're worried about the broader biz impact of not filling those roles on time. The best TA leaders realize:  - if they can't hire enough enterprise AEs, the biz isn’t going to hit their revenue targets (lower revenue).  - if they can't hire the warehouse workers they need on time, warehouse production will literally grind to a halt (lost revenue).  - if they can't hire the FT nurses they need, they're going to need to spend 2x salary per year on traveling nurses ($50M+ for some of our customers !!!).  - if they can't hire the top-tier technical talent they need, they'll never be able to succeed @ digital transformation (looming existential risk for every large enterprise out there needing to reinvent itself as a tech company) The key is to leverage data & build a business case to show the rest of the organization your impact. Proactively advocate for the resources you need to be successful. If you’re reactive, the C-Suite will feel the negative impact after you've missed your hiring targets or when it's clear you're about to. At that point, it's too late, and your job may be on the line. If you‘re proactive, you’ll start to be seen as a strategic business partner, and slowly but surely, your organization will start to realize that TA is so much more than just a cost center.

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Feel free to reach out to me if you were just impacted by the #layoffs at Gopuff. I will connect you with whoever I can if my company doesn't have anything aligned with your expertise. As someone who was impacted before by a layoff and feels very fortunate for my current team and company, Core States Group, I am emphatically saying the best is yet to come!! Also, help each other out. Let this post serve as a way to interact with people looking and companies hiring! #networking #hiring #jobs

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Are we hitting the bottom yet? Tech job losses in the Bay Area have decreased, with a 3.9% decline in jobs the year ending March 2024, compared to a 5.2% decline in 2023. However, the trend of Bay Area tech layoffs continues into 2024 with 11,000 jobs lost in the first three months. https://lnkd.in/dhNYNKK4 #hiring #jobs #layoffs #tech #BayArea

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I was often the first People hire in many growing startups, tasked with building the foundation for both people ops and recruiting functions. This dual role gave me incredible insight—but also taught me some tough lessons along the way. 🧡 If I could offer one piece of advice to those stepping into this critical role, it would be this: 𝘿𝙤𝙣’𝙩 𝙜𝙚𝙩 𝙡𝙤𝙨𝙩 𝙞𝙣 𝙩𝙝𝙚 𝙝𝙪𝙨𝙩𝙡𝙚 𝙤𝙛 𝙚𝙭𝙚𝙘𝙪𝙩𝙞𝙤𝙣. 𝙈𝙖𝙠𝙚 𝙧𝙤𝙤𝙢 𝙩𝙤 𝙨𝙩𝙧𝙖𝙩𝙚𝙜𝙞𝙯𝙚—𝙩𝙝𝙞𝙨 𝙞𝙨 𝙬𝙝𝙚𝙧𝙚 𝙩𝙝𝙚 𝙧𝙚𝙖𝙡 𝙞𝙢𝙥𝙖𝙘𝙩 𝙗𝙚𝙜𝙞𝙣𝙨. 😇 In early-stage startups, talent performance is driven by outcomes, and time is the most sought-after resource. With endless to-do lists, strategy often takes a back seat. For talent leaders, hiring outcomes consume most of their focus and energy. The first talent leader at a startup often juggles building recruiting foundations while handling requisitions hands-on. It's easy to focus solely on hiring outcomes—tracking requisitions, onboarding an ATS, and hitting immediate goals—because the need feels urgent. But true impact comes from asking the deeper questions, - What is the kind of culture that we are building? - How can we set up hiring processes that scale seamlessly? - Are we balancing short-term wins with long-term vision? Carving out the time to think beyond today’s hires, building frameworks, defining processes, and aligning with leadership on how talent will drive business success, is crucial. Execution drives progress, but strategy defines lasting success. 🚀 #TalentLeadership #ScalingStartups #StrategyAndExecution

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Let’s talk about the “September Surge” – a potential game-changer for those impacted by recent layoffs and those seeking fresh opportunities. What is the September Surge? It’s the period when hiring spikes after the summer slowdown, and companies look to fill roles quickly before the year's end. How does it impact the job market? 📈 A 15-20% increase in job postings across various sectors 📞 More responsive hiring managers as they aim to close roles before Q4 🚀 Faster hiring processes with reduced time-to-hire In recent months, major companies like Google, Meta , Microsoft, and Amazon have laid off thousands of employees. For those affected, the September Surge presents a unique opportunity to get back into the job market with renewed energy. Here's how to capitalize on it: 🔗 Optimize Your LinkedIn: Ensure your profile highlights your most recent skills and achievements. Tools like Socialsonic can help you craft an influential presence on LinkedIn. 🤝 Network Aggressively: Attend industry events and reconnect with industry professionals and hiring managers. Building and leveraging your network is more crucial than ever during this time. 💡 Leverage AI in Your Job Search: Tools like Jobscan, Zety: Resume Builder & Career Website etc can help optimize your resume, analyze job descriptions, and find tailored job matches to increase your chances of success. 📚 Upskill: Use this time to learn new technologies, especially AI tools that are reshaping industries. Remember, the job market is cyclical. The September Surge is your chance to ride the wave of opportunity 😉 P.S. At Writesonic we’re actively seeking top talent in Marketing, SEO, Content, and Engineering. If you're passionate about making an impact, we’d love to hear from you! Check out our careers page and apply for exciting opportunities today: https://lnkd.in/gHtxrJ62 #SeptemberSurge #JobSearch #CareerAdvice #AIinRecruitment #HiringTrends #AIInHR

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“Job hunting is so much fun!” - says no one ever. Being laid off twice (2022 and 2024) during this tough job market is CRAZY especially having a family to provide to. All these amazing talent with so many years of experience not landing a job for many months and even years is just heartbreaking 💔 One thing I realized during this time before I landed my new job now was: 😮‍💨 How outdated my resume was. 🚀 Don’t stress on the things that is out of our control. Instead, focus on the things that we CAN control. ✨ Realize what you’re feeling at the moment and to know that It’s ok not to be okay. Cry it out. Yell it out. Lock yourself in a room and eat that tub of ice cream. 🧠 Everyone goes through a hardship, but it’s how you cope with it that truly defines your mental state. 🏋🏼 Find an outlet for all your stress (to me, that was working out, eating all the desserts and enjoying my time with family). 💡 All those rejections led me to a job I was truly passionate about and it taught me to never settle for less. 💖 If you’re not truly passionate about the role, recruiters and hiring managers will know. You’ll be okay. It all works out in the end, I promise.

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I'm a big fan of transparency and empathy in the hiring process like this. It's something we don't see nearly as much as we should in this market. In just a couple of paragraphs you can: 1) Let the hundreds of applicants to your role know that one way or another, they'll receive a response. Applications take both time and effort, so acknowledging you'll be seen is such a positive thing to know as an applicant considering the majority of the time folks receive no response whatsoever to the roles they apply to. 2) Show the thousands of people who will see this post that your company values you as an applicant. One can assume if they value you as an applicant, they'll also value you as an employee and as a customer of theirs too! A little can go a very long way here when it comes to helping you stand out as a company. Well done Jim Turbek and Box!

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Today was different. Rather than the early morning hustle to GigaFactory Nevada, I got to spend some extra time with my loved ones and sleep in a bit. Last Friday, I found myself affected by #TeslaLayoffs. Waking up this morning, I felt a difference. With this being my second experience with layoffs, it was a reminder of life’s unpredictability. Amidst all this uncertainty, I was able to reflect on my journey. From the beginning, I upheld myself to the Tesla standard, “Excellence is our standard”. Starting as a contract employee, I made it my mission to prove my worth, to ensure my transition to a full-time role was unquestionable. From day one, I put myself through every task I saw our team complete, honing my facilitation skills, and striving to create a positive learning environment. As I grew into my role, I found joy in the impact I was making, whether it was through creating process documents or delivering training sessions that sparked “Aha!” moments. By maintaining high standards and perfecting my craft, I was offered a full time position! I was excited to continue contributing to Tesla’s mission of accelerating the world’s transition to sustainable energy. And indeed, I did. In just a few months after converting, I was offered the opportunity to become the site leader at GFNV for Learning Development and the New Hire Orientation program. The challenge of making a positive impact on our leaders at Tesla was a journey I was excited to step into. Beyond that excitement, I felt ready. Previous individuals in the role set the bar high, but also set the foundation for me to excel and grow as a leader. So to learn that I had been impacted with the current rounds of layoffs came as an unexpected plot twist as I got ready to embark on my next chapter. As I look back on my time at Tesla, I’d like to thank a couple people that were always in my corner, Kelsey Feldmann, Molly Caddam, Alex Cleary Pelc, and Brittany Hunt. Each of you believed in my skills to perform at a high level and gave me all the opportunities to do so. Kelsey, thank you for being my mentor and allowing me to grow as fast as I did. Molly, thank you for leading our team, navigating through unpredictable waters with grace. As this chapter comes to a close, I’m excited for the opportunities that are ahead. If you’re seeking someone who is: ⚡ Motivated to create a positive influence on your employees through facilitation skills and innovative content creation ⚡ Capable of engaging with senior leadership to grasp business requirements and devise solutions ⚡ Analyze data trends to identify areas of improvement Then look no further. I’d love to connect with you! I am open to opportunities in the Northern Nevada area or remote. Thank you Tesla for giving me the opportunity to grow even further into my career Until my next chapter; Excellence will always be my standard! -Rod

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