Build Staffing Group

Hiring Nashville locals! We’re hiring 20 SDRs for a successful, growing fintech. Perks: - SDR development program that prepares reps to promote to AE (yep, they invest in their employees 👏🏻) - $50k base, 75k OTE uncapped , $10k increase at 6 mos, $10k increase when promoted, and another $5k increase when promoted to AE - Clear growth path to AE - Equity - Full Benefits - In-office 3x per week Must live in Nashville. No exceptions. Interested? Email me at kristina@buildstaffing.com with your updated resume and “SDR OPPORTUNITY” in the subject line.

Should RTO raises be a thing? With more companies requiring employees to return to the office, and the cost of gas, daycare, commute, etc., etc., etc. co to use to increase, a bump in pay may help companies retain more employees.

What is 1 goal you are 100% going to accomplish by 12/31/2024?

Are Saturdays and Sundays off limits when it comes to corresponding with prospects or clients?

Would you interview for a job without seeing a job description? #jobseeksers #interviewing #newopportunities

If you’re hiring, thinking about hiring or going to be hiring Please do not include the word “junior” in the job title. Here are some alternatives… Associate Specialist Coordinator Nobody wants to be a junior anything. #hiring #jobtitle #jobdescription #buildhire

Size doesn’t matter. I’ve been working with an edtech firm for 8+ years. (Proud of this, BTW) They were founded in 2010 and have under 100 employees. When we talk to candidates about opportunities to join the company, a common question we get is why are they so small for being around for so long? It’s a fair question in a world where it’s so common for a company to get funding or drive revenue organically and immediately mass scale. It’s not the only way to continued success. They’ve consistently grown year over year. But they’re not a company that needs to mass hire. They’re also not a company that has had to do mass layoffs during my tenure of partnering with them. And with what’s been happening in the tech space, that’s a BIG plus. What’s their secret? Aside from working with Build for the last 8 years as their talent acquisition partner? (Shameless plug) ✅ Smart leadership ✅ Knowing exactly what they need ✅ Internal processes and structure ✅ An excellent product ✅ Internal growth opportunities There’s more to this list. And guess what, they’re hiring for… ⭐️ SDRs ⭐️ Account Executives (must come from higher ed) ⭐️ Account Managers Experience we look for… SDR: New grad to 2 years experience, sales experience (new grads, what sales skills do you have? Fundraising? Saws internship? Restaurant? Bartender?), confidence not cockiness, coachable and ready to learn, not afraid of cold calling/cold emailing AE: Associate Director level and above in career services at a university AM: Edtech (AM or CSM w exp. doing QBRs, upselling, growing accounts/revenue) or higher ed experience a must All roles are 100% remote. If you fit the profile listed above, DM me with the subject….”(Job title) - Edtech Opp” #newopportunities #hiringimmediately #jobseekers #buildhire

Jobseekers, Check your LinkedIn inbox and email…daily! Talent acquisition Managers, Recruiters, Sourcers are on the hunt for YOU! Roles are being filled FAST. If you respond to an email too late, you may miss out on the exact opportunity you’re looking for with a $20k+ bump in compensation. Check your email. Respond quickly. Get the job! #jobseekers #hiring #newopportunity

How to fill a role in 14 days 1. Get crystal clear on the exact profile that would be successful in the role. If it’s a brand new position, this could be difficult. Our clients get the benefit of 10+ years advising hiring teams on this topic. If your recruiter is just filling roles for you, there are better options. If the role is reoccurring, there’s zero excuse on not knowing what you want. 2. Choose your hiring team wisely. Everyone is nice, for the most part. Include people on the hiring team who know how to sniff out the BS. Or put everyone on a hiring team through hiring manager training. (It’s a game changer!) 3. Identify 3-5 core competencies for the role. 4. Assign core competencies to the hiring team to address during their interviews with candidates. 5. Keep the interview process to no more than 4 rounds. If you think you need more rounds than that, read #1 again. 6. Don’t use ChatGPT to create the job description. Just don’t. The JD isn’t for the hiring team. It’s for the candidate. Using the right language is super important. 7. Create…and use…a scorecard customized to each role you’re hiring for on your team. 8. Decide which hiring team members will address which core competencies. 9. Don’t change the main requirements or compensation, mid-way through the interview process. 10. Don’t keep candidates warm. If you interview someone who aligns with what you’re looking for, HIRE THEM. They most likely won’t be on the market long. 11. Move candidates through the interview process quickly. 12. Never, never, EVER lowball an offer. 13. Don’t wing it! 14. Partner with a talent advisor who knows how to create great hiring processes. Better yet, an expert who puts a smart process in place for you. Another game changer and allows you and your team to focus on your day job. Hiring is too important to have crappy processes. Hire smart! #buildhire #hiringstrategy #hiringmanagers #hiringteam #talentacquisition #interviewtips

Hey Portland, we're hiring for the following roles... Customer Success Manager - $120k - $160k++ - Defined growth path to Director - Must live in Portland area - hybrid role Growth Marketing Manager - $150k - $190k++ - Defined growth path to Director - Must live in Portland area - hybrid role Company aligned to hit $100M. Looking for leaders who want to be at the table to grow the firm and hit substantial goals. Interested? Message me at kristina@buildstaffing.com with "Portland opportunity" in subject line. #portlandjobs #hiring #customersuccessjobs #growthmarketing #jobseeksers