Giovanni Beneforti’s Post

PSA for all the job seekers who are networking right now: Most of the people you message aren’t going to reply. Or they’re going to say no. You’re not networking because the response rate is higher. You’re networking because your chances of being hired significantly increase with a referral. So don’t stop after five emails, or twenty, or fifty. It doesn’t matter if 90% of the people you message say no. You only need one yes to land a life changing job offer. #hiring #layoff #linkedin #premium #maang #dsa #systemdesign #layoffs

Too many layoffs in such a short period. My heart goes out to those who've been recently laid off. I've seen one too many LinkedIn posts listing job sites like it's a numbers game, but that doesn't help us job seekers. As a software engineer, I want to spend less time filling out the same applications again and again and more time preparing for my interviews. The most worthwhile sites are the ones that promote your profile to recruiters and have them reach out to you. Once you sign up and set up your profile, the job search becomes a passive endeavor. Here are some sites that I've found some success on and also do the heavy lifting for you: 1. hired.com 2. woo.io 3. triplebyte.com 4. repher.me If you're looking for a job at a startup, here's a bonus: 1. breakoutlist.com 2. angel.co 3. underdog.io I hope this helps someone out there! I'm also actively looking for a job, so please reach out with any opportunities or referrals! #layoffs #jobsearch #softwareengineer #startups

7 reasons why I’d drop out from the selection process 👀↓  (even if it means losing a potential job offer) → one-sided video application w/o a single point of contact from the employer’s side → cases & testing assignments that consume over 5/6 hours to complete → unpaid placements on the project aka *to get exposure* → advertised fully remote roles that aren’t remote → paying for offers to secure my candidacy → personality testing Not all hiring processes are built equally. Not all hiring processes include assessments with proper reliability and validity criteria. Things can differ from company to company. You’re allowed to drop out of the selection process. P.S. Stay strong! Let’s spread consideration, kindness, and support! . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . hey, I’m Kris  👄  I’m spilling the tea on early careers in tech.   💌  Follow + connect to catch all the juicy bits! #jobsearch #hiring

👋 Hey Friends! NEED WORK⁉️ My wife and I are expanding our business and are 👀 for people who have high character and a heart❤️ to serve others to. Several remote/work from home🏡 options available immediately: 1. Spare time/Side Gig: 4 to 8 hrs. per week 2. Part time: 8 to 25 hrs. per week. 3. Full time/career transition program Hours are negotiable and we provide all training (no experience needed), just a clean background and great communication skills. Who is interested⁉️or knows someone who would be⁉️ Drop a comment below👇and share this post to help us spread the word.

“We’ve reduced the wide net for SDR roles to highly ambitious and curious self-starters using Earlywork Academy” Maddie Stillman (Head of People & Culture Zipline.io) Here’s what Maddie had to say about her experience as an Annual Partner with Earlywork Academy: “Zipline is stoked to have made our first BDR hire from Earlywork Academy with Patrick Carter. Hiring for BDR/SDR talent can be challenging as there really is no defined persona for who will be successful in the role. In the past we have cast a wide outreach net to find talent from a range of backgrounds. Earlywork Academy is helping us reduce the size of this net to highly ambitious & curious self-starters who have already done the introspection to determine if they are suited to this role. Candidates who have completed the 3 week program come with a strong understanding of the grit required for the role and can convincingly demonstrate the value their unique experience can add to Zipline. These candidates pass many of the typical stumbling blocks I see during the BDR interview process” — Are you looking to hire top entry-level tech sales talent in Australia? Feel free to shoot me a DM and happy to share more 👋

Most Important Qualities You Should Consider in Making the Best Hires 1. Humble 2. Hungry 3. Smart Agree? What am I missing? Comment your thoughts below ⬇️ For help finding A players, DM me or comment “aplayer” below👇 ☑️ Follow me for more tips for hiring 📌 Save for later ♻️ Reshare

𝐂𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐚𝐫𝐞 𝐡𝐢𝐫𝐢𝐧𝐠 𝐚𝐠𝐚𝐢𝐧! 🤑💰 I've been job hunting myself and noticed lots of cool job openings popping up. Forget about layoffs for now. It's time to learn new stuff and apply for those new jobs. Have you seen all the job updates on LinkedIn lately? It's awesome! 𝐇𝐞𝐫𝐞 𝐚𝐫𝐞 𝐬𝐨𝐦𝐞 𝐭𝐢𝐩𝐬 𝐭𝐨 𝐠𝐞𝐭 𝐫𝐞𝐚𝐝𝐲: 👇 Get Ready Guide 👇 🔹 Brush up on your coding skills. 🔹 Learn about databases and basic stuff. 🔹 Update your GitHub profile with your projects. 👇 Job Search Tips 👇 🔹 Keep your resume short. 🔹 Ask someone from the company to refer you. 🔹 Customize your resume for each job. 🔹 Keep track of the jobs you apply for. 🔹 Use different job sites. 🔹 Email recruiters directly. And yes, if you need a referral, let me know by commenting referral below! Let's help each other out. 💪 #NewJob #LearnAndApply

"The role has 200 applicants. Should I bother applying?" Job ads are receiving a crazy amount of applicants right now. And I know it's putting many of you off from applying. I'm here to tell you it shouldn't. I don't have any fancy stats but I'd take a bet that 20% are suitable. So let's say it's 40 people. Now 10 applied who are way over budget 10 applied who want fully remote 20 people to go. Then we have: People who applied who are no longer on the market People who get rejected from an internal backchannel People who won't be as good of a fit as you Let's call it 10 people left. If you can't get the job now then I can't help you 😂. Just kidding, but seriously - Apply for that role! You have a better chance than you think. PS - Before you apply, there are steps I would take first. I'll share in the comments 👊 #salesrecruitment #technologysales #saas

Its Tough looking for a job in today’s market! Yes its 2024, but the 2023 backdrop of layoffs and intense competition for roles is still here! Here is a toolkit and google sheet template that will give you a chance to take control of your job search rather than the search controlling you and thus your emotions! With this approach you can take control of your job search, My toolkit: 𝐒𝐭𝐚𝐠𝐞 𝟏: Map out your network, you can easily export your LinkedIn connections in to a google sheet (more on that later) 𝐒𝐭𝐚𝐠𝐞 𝟐: Prioritise your network in seniority and how closely you interacted with them! You will be amazed at how many people you may know and have lost contact, who are in an influential position potentially hiring. 𝐒𝐭𝐚𝐠𝐞 𝟑: Outreach, yes the dreaded BD messages we all have been accustomed to, but this time its YOU taking the initiative, and ‘re-introducing’ yourself back to someone from your network. Let them know why you are reaching out, attach your CV, explain clearly what you are looking for and ask if there are any opportunities they may be aware of REMEMBER, There is no Shame in networking, if you don’t ask - you don’t get! 𝐒𝐭𝐚𝐠𝐞 𝟒: Map out key roles you want to apply to, ‘yes on a sheet’ you can track and do stage 5 correctly 😉 𝐒𝐭𝐚𝐠𝐞 𝟓: Prioritise these roles, based on your interest, excitement. You want to cast a wide net but any ‘high priority roles’ must get an individualised application process.  I.e: Apply with personalised cover letter Follow up on LinkedIn and Email with decision maker to let them know you have applied Approach again in a week if no news. 𝐒𝐭𝐚𝐠𝐞 𝟔:  Collect the reasons why you may be rejected and any skills you may be lacking, You should allocate self-learning time to up skill yourself and your skills! If you want access to my Job Search SDR template - comment now!