Gregory Pletcher

Working with a niched recruiter has so many benefits. As a client, you're getting an expert in the field. For example, we just picked up multiple software engineering roles this week. We already have a deep pipeline of fully vetted candidates that were already technically vetted and/or had references checked. In essence, we already had coverage to these roles the second they hit our inbox. As a candidate, you're working with someone who actually understands what you do. We're not just reading off a script and checking off the boxes. We're having a legitimate conversation about your background, pain points, motives, and how we can help move your career in the right direction.

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I'm genuinely curious to hear from tech leaders – what's the biggest headache you're dealing with staffing right now? Is it finding those elusive developer skills, keeping projects on track, or navigating the changing landscape? Let me know in the comments! #itstaffing #staffingchallenges"

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Devs and anyone in the SDLC. I've had a couple resumes come pass my desk this week that are failing key components and explains why some of you are still looking for jobs. ie; Quantifying data and not knowing how to do this. If you need help with this, please request a resume service by me and we can help you relay this so you can start landing those interviews! I understand the gap going on in this market right now and why some of you have been looking for months with no success. Let's get you interviewing by next week

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When you are building out your engineering team there is no better way to hire software engineers than going with the hourly recruiting model. It's not only cost-effective, but it's extremely flexible. I am here to help when you need me. The same recruiter and level of quality on every search. Let's say you need to hire five software engineers. You pay me by the hour to find you the talent you want to hire. I work as an extension to your internal recruiting team. Software engineer recruiting is my specialty. I go deep into my searches to find the talent you want. I work for you. I am looking for the right talent vs. just sending resumes to hope something sticks. With one of my recruiting options you could have 400 dedicated hours of recruiting over a 24 month period where you can pause or put recruiting on hold at anytime. 400 hours is a lot of time to stay fully dedicated to building out your engineering team. OR You use the traditional staffing model where that bill to hire five senior software engineers will be over 100K. It gets expensive quick. You probably will work with a few vendors with different pitches. Having multiple firms contact the same person which frustrates candidates quickly. Not to mention the amount of time you are spending reviewing the unqualified resumes they are sending. Give me a shot and let me show you what I can do. There is a reason why my clients keep coming back. Delivery is everything to me. I spend 90% of my time recruiting and staying focused on filling your open positions.

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#hotjob ALERT Were you part of a recent #layoff, were #laidoff, and are a #jobseeker #opentowork #openforwork? Check out this new #jobposting with Evolve! I can help you navigate your search with my 20 years of experience in the industry and as a #resumewriter. I can prepare a strong ATS friendly resume to get you results and get you back to work QUICKLY! There is a lot more competition with the recent #layoffs, so it’s even more important you stand out from the competition, and you have a proven job search strategy. How I can help you: • Customized resume preparation- taking the time to thoroughly understand your expertise, not just providing a basic questionnaire or mass-produced “cookie-cutter” resume template. • LinkedIn profile preparation/optimization. • Job search coaching to walk you step-by-step through the process so you aren’t aimlessly applying to jobs and not getting responses. • Freelance Recruiter with a vast network of hiring manager/recruiter contacts to connect you to. 12 of my clients have accepted offers in 2024, 106 accepted offers for new jobs in 2023, 124 in 2021 and 112 in 2022! One obtained a $70K increase in her previous salary, one DOUBLED his salary, one a $50K increase, one a $55K increase and another a $35K increase! Visit my 120+ LinkedIn recommendations of success stories. Two recent client’s success stories: “I went from constant rejection to averaging 6 interviews a week almost overnight.” “I wanted to thank you for all of your help and assistance in this process. I am going on to start my dream job thanks to you and your guidance. I wouldn't have gotten my foot in the door without your reach and connections. Again thank you so much for everything you have done for me and for others. I am blessed to have come across you in this vast network of people." Please take advantage of my FREE RESUME REVIEW offer on my website. https://lnkd.in/g-4bcFV “Remember you only get one chance to make a first impression, make it a Professional Impression!!”   #careercoach #resumewriter #ono #nowhiring #gethired

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Struggling to find the right accounting and finance talent? We just launched our ebook and it explores how using contractors can help solve that challenge. Download your copy today and share your thoughts! https://lnkd.in/gMQB6whd #UnitySearch #ContractStaff #Staffing #EBook #AustinTx #Accounting #Finance #AustinJobs

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Feeling the squeeze? 😓 Too many projects, not enough hands on deck? I've got the solution to your workload woes! 💪 Don't let your team get buried under the workload. Reach out today: 330.266.4179 / kstevens@cfstaffing.com #accounting #finance #technology #humanresources #cfstaffing

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The candidate experience isn't focused on enough. Came across this in a post for a Software Developer opening. If it takes 6 rounds to determine if a Software Developer is a fit then the people conducting the interviews shouldn't be interviewing. Round 1: Preliminary Interview  Round 2: Hiring Manager Interview Round 3: Take Home Assignment (Coding Challenge) Round 4: Behavioral Interview Round 5: Technical Interview Round 6: Executive Interview It should be no more than 3 for most positions.... The Two to Three Interview Rule: Many hiring professionals advocate for a structured hiring process that includes two to three interviews. The rationale behind this approach is to strike a balance between thorough evaluation and respecting the candidate's time and experience. Pros of 2-3 interviews: Efficient Use of Time Positive Candidate Experience Better Decision-Making Two to three interviews can provide a comprehensive assessment while preventing interview fatigue, which can lead to suboptimal decision-making. Cons of Excessive Interviews: Diminished Interest Negative Perception Missed Opportunities as they drop out / accept another offer The ideal number of interviews for assessing candidates is a delicate balance. While two to three interviews are generally considered sufficient to make an informed decision, exceeding this number can have adverse effects on the candidate experience and the organization's reputation.  6 rounds...No thank you

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Recruiters: How to catch a an IT Engineer. Step 1: Shout "192". Step 2: IT Engineers will arrive in abundance.

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18 years! 🥂 It's wild how time flies, and yet it feels like yesterday I was walking into the Apex Systems Richmond branch for the first time for my week of technical recruiter training with new recruiters from across the country. I can remember exactly what I was wearing (one of my 5 rotating business professional outfits) and being both excited and totally overwhelmed. Rob Lowry took a huge roll of the dice when he hired a Virginia Tech Psychology grad with no true business or internship experience, who spent her summers/breaks as a lifeguard, nanny, and bartender, pinching every penny to pay for school and graduate debt free. But I made a promise to myself that I would prove to him that he didn't make a mistake, and I took that grit and determination into every day on his team. When Whitney Manda brought me over to Talent Acquisition/Corporate Recruiting two years later I kept that same mindset and it's honestly how I approach every day. I'm still proving myself, still working to earn my spot, never not pushing for more, and always always fighting for the underdog. Easily one of my favorite things about this role is the hundreds (maybe a thousand at this point, my nerdy personal excel sheet only tracks back to 2012) of internal employees I've worked to hire at Apex Systems Corporate Jobs. I'm a tiny part of their success stories, but it brings immense joy to see the incredible careers they have built. Having co-workers turned friends turned family is icing on the cake. The number one question I get from candidates is 'why have you stayed'. There's the simple answer - my team, my boss, my actual love for what I do (all true). But when I really think about it - my job is to sell Apex, and while there are many challenging aspects to my role, that part is effortless. I 100% believe in our company, our leadership, the direction we are heading, and that our best days are always in front of us. Onward and upward. Keep Chopping!

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Looking for a job? If you're not getting emails from potential employers, your Indeed resume might be the culprit. Resumes are parsed into CTS or ATS systems. If your primary email is Indeed, most CTS-ATS systems can't send emails to an Indeed address, resulting in bounces. The solution? Make sure to include an actual email address on your resume. Your job search success hinges on it.

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We can't help a lot of companies who are hiring. Or to put it another way - recruitment is too broad a term. Hiring grads? Not us. Hiring accountants? Not us. Hiring in huge volume? Not us. Hiring software engineers? Not us. There are lots of companies who do do those things. But we don't. We help our customers hire people with a complicated mix of technical and business skills. People who create technical solutions to business problems. Data architects. CROs. Programme Managers. CTOs. Delivery Leads. Business Analysts. Transformation Directors. And the list goes on. We help our customers shape up teams and requirements, write job specs and build long lists; we advise on the external market and we run searches, shortlisting exercises and other hiring processes. It might be permanent hiring or it might be contractors. The phrase "recruitment" covers an entire industry. Nobody covers it all. If you've got specific problem you need an expert who solves that problem. If you want to run an RPO, find someone who does that. If you recognise the problem I've outlined - give us a call. This turned into a long post. Tune in next week for the inevitable Euro24 content. Vocative #artofrecruitment #recruitment #business #gettingthingsdone

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🌟 Junior Developer Opportunities 🌟 In my #JS network, Junior Engineers frequently express frustration over the scarcity of Junior Developer positions in today's job market. This sentiment is echoed by software engineers with less than 3 years of experience, who often encounter: 🔻 Limited job postings tailored to their experience level. 🔻 Tough competition with numerous applicants, leading to silence after submitting their CV. 🔻 Lengthy job search periods spanning several months. For hiring managers evaluating the prospect of hiring a Junior Dev, Neeraj outlines several ways they can contribute value to your organization. Dive into the details below! 👇 👇 #juniordev #opportunities #hiring

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How does M&T Bank align technology advancements with sustainability efforts? Listen to Erin Komorowski, Director of Sustainability, on ‘The Mike Drop’ podcast to learn how the bank is enabling our people to make better decisions.

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After my recent poll about a very specialized position with Adobe technology offering $50/h for someone with 8+ years experience, it seemed to open a can of worms. Many more people sending me posts similar that are seeking 10+ years of experience offering $55/h for a contract position. This is wrong and I am trying to figure out where the source of the problem is. If you're a recruiter and you take that role on - you are part of the problem. You are wasting your time, the company you are representing, and the candidates you are reaching out to. Our job is not only to find great talent for companies, we are also an advocate for the candidates we represent and help determine what the market is. Don't be scared to walk away from a role because the client is offering too little. Don't be too timid to say "there is nobody willing to do this position for x dollars. In the market, the going rate is currently x - do you have flexibility in your budget or in your requirements to adjust?". It is your job to advise clients on rates and help them understand where the market is. Consider what you're doing to the client - you have said "ok I am going to find you this person" while they are waiting for those candidates, they have NO idea that you will not only not find the person that is what they are expecting - you are also going to take a long time before coming back to them and telling them that this candidate does not exist. I would be LIVID! Be honest, be up front, be brave and stand up for the people you are representing on both sides of the business. Anything less is a waste of everyone's time and resources.

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Edge Staffing provides staffing solutions for Product, Engineering, PMO, and Insights/Analytics teams to overcome project hurdles and fulfill full-time hiring needs. Reminder for my network in case anyone is looking for work themselves, or needs our help with staffing! #staffing #tempagency #tempstaffing #engineeringjobs #pmojobs #productjobs #marketresearch #consumerinsights #projectmanagement #jobs #hiring #recruiting

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As an employer, knowing what type of software engineering candidate you're dealing with is essential. There are four distinct profiles of candidates. The first profile is the "Happily Employed." They're content with their current job, and the only way they'll move is for a sizeable pay increase, an A-grade company, or a trustworthy referral from a colleague. The second profile is the "Employed but Disgruntled." They'll list a multitude of reasons why they're unhappy, but even if the new job opportunity ticks all the boxes, they'll only move if they can achieve a salary increase. The third profile is the "Unemployed but selective." They won't accept a job offer unless it matches their criteria. They're willing to wait for ‘near perfect’ & have the financial runway/means to do so. The fourth and final profile is the "Unemployed but desperate." They'll take the first job they're offered, period. If you hire somebody matching the fourth profile, they might be a flight risk when a better-suited opportunity pops up. Likewise, if you hire somebody matching the second profile, they lack conviction around what’s important & tend to place a focus/higher value on pay. If a better-paying job presents itself - they’re gone. #softwarerecruitment #softwareengineering

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