Successful recruiting requires momentum, and you keep that momentum by making sure the recruiting process is synchronous – that each step isn’t complete until the next one is set up. You’ll reduce your lag time by 90% and improve candidate conversion.
When you’re bringing on a new recruiter (or you’re a recruiter bringing on a client), having some structure to that initial conversation can be helpful. Here are the four areas to cover when you start.
How do you let companies know you’re excited about the position, without coming across like a slobbering puppy or an above-it-all jerk? Here are some guardrails.
Rejection is hard. Here are some ways to deal with it, and a task or two to avoid.
Rooster Park is investing in 500 Startups – we’re excited that our tiny bit of money will help some startups go boom.
We’re committing to investing >10% of our net income every year in technology startups.
It’s in your best interest to tell a recruiter what you make now and what you wish to make going forward. Understanding the reasons helps you do a better job negotiating for yourself.
What’s the difference between W-2 and 1099? How should I think about it? How do I plan my finances? All this and more in one big post!
It’s nice that you’d like a month to decide whether to take that job, but in the real world, you need to make a decision.
Starting a job after the battle royale of compensation negotiations is never fun. End on a high note by being cooperative.
Your initial contact with a recruiter or hiring manager sets the impression that you get the job and the level of experience necessary for it. Make sure all your communications reflect that.
Jimmy Recruiter just called you and told you about a job, and after you swallowed your annoyance and gotten through the obligatory BS, you’ve realized you might actually want the gig. If Jimmy’s with an agency (i.e. not an in-house recruiter), here are the four questions you should ask right away.