@bullishnfoolish@randomrecruiter Salesforce is hiring like crazy right now and I’m hearing series C-E companies are hiring sales reps, but not like they were 3 years ago.
Good reps are scared to jump ship if they avoided layoffs at their companies and are worried if other companies grow too fast
@randomrecruiter My mom is in her late 50s and has always been in entry-level jobs. She’s been unemployed and has joined LinkedIn, indeed, and all the like. The number of times she’s heard from scammers is absurd and unfortunate.
Wish there was a true way to report that could be resolved.
@CameronVanTil This will probably happen every year because of their brand and they can avoid the stronger realigned conference schedules. Most P4 champs will have 2-3 losses now.
A strategic independent schedule should let them win at least 9 of their 12 games each year.
@buildboost@randomrecruiter And the most important part for your career is saying that you did it. Seems like you’re being needy and wanting attention, but that’s the only way to make sure people know you’re going out of your way to help and not complain.
@jayswrld______@NBA_University That’s a great question. I think you just let each team pick. You take the risk and bet on your guy.
Or you could split the conferences to a guard division and bigs/wings division and alternate each year. Do either $1 mil or $500k for each winner.
@NBA_University I still feel like a 1 on 1 tournament for $1 million would bring out the best of the best and would be incredibly fun.
Sure, there’s injury risk, but it’d be the most fun event. Maybe each team sends 1 guy and you have games on each end of the court?
@StaffFind Ah, fair enough to the point. Glad to hear you’re using a variety! Many of the teams (both agency/firm and in-house) I chat with are fearful to try something new.
Best of luck this year - seems like the market is seeing a turn!
@StaffFind I work in the HR tech space. What would you want out of a competitor? Tools for passive candidates exist and tools for active candidates exist. It’s just that none of them have inmails.
@randomrecruiter I definitely think entry-level roles should be in office because of collaboration. I see the arguments for.
I sell software to recruiters, and so I’m constantly hearing people say RTO and wanting the best talent. The TA teams can’t win if that’s the approach (post Covid world)
@Bouje99@randomrecruiter@SecretCFO Being in tech right now is risky, but it seems as though Cloudflare had enormous (I’d say unreal) expectations for her, if they’re saying performance was the issue.
@Bouje99@randomrecruiter@SecretCFO She referred to having 3 months as ramp time/onboarding and one month to actually close a sale. That month was December, which is notoriously a hard month to sell in (though some companies do well!). There is context we lack - normal size of contract, average salss cycle
@NBA_University Yeah but if he gets the chance to play the Sixers in the ECF he’ll shoot 120% from deep. It’s been proven. (yes I’m aware he’s in the west)
@randomrecruiter Why do you think that is? FTEs don’t see light at the end of the tunnel for a role they’re not enjoying? It’d make sense for contractors to say “only ‘x’ more months and I’m out.”
@randomrecruiter I think I saw another tweet where you focus on SWEs/tech roles (apologies if not the case). Those pros can list language expertise and other tech skills to stand out.
How would you recommend a salesperson put keywords on their profile? Tech stack used and any quota achievement?