Underground Administration

⬇️These results will shock you We wrapped up a 10 week study comparing the attractiveness of hiring managers. #hiring #recruitertips #recruitingagency

This is why we do it. Oh and also to hopefully be able to pay our bills and buy cool stuff once in a while. Working with great clients and great candidates makes it all worth it.

What can you do to help someone out on a Monday? Below is a list of people who are currently looking for a new role due to RIF or other circumstances. Feel free to message me or reach out to them directly if you are looking to add to your team. Recruiter- Kelly Donahue Program Manager, Digital & Embedded Solutions- Todd Braun Global Engineering Manager- Benjamin Ramp Integrated Marketing- 🌊 Ryan Wagner, MBA, M.S. IMC Supply Management Specialist - Madeline Orr Material Coordinator- Jamal Abed Account Manager/Executive-Jennifer Geist Scrum Master- Shilpi Rustagi Logisitics Manager- Jason Meinhardt Digitial Engineering Manager- Ramgopal Vedula To all the recruiters in my network, please share with your network. #hiring #logistics #scrum #engineering #programmanger #opentowork #2024layoffs #recruiterlife

Need a few AE's with around 2 years of experience - Remote 50k/120k OTE Location: Remote (no California sorry) Experience: 2-5 years Compensation: $50k base + commission (OTE: $120k) Travel: 15% About:  Fast-growing dental management services provider offering strong employee development and work-life balance. Role: SaaS inside sales professional selling complex dental managed services. Growth opportunities available. Requirements: • 2-5 years B2B inside sales experience SaaS/managed services absolutely necessary and recent • Complex service sales experience (dental industry knowledge a plus) • Proven sales target achievement • Excellent communication and relationship-building skills • Self-motivated with strong organization and time management • Comfortable with consultative sales and longer cycles • Proficient in SaaS software demonstration • Technical aptitude with daily client interaction as implementer • Hunter-based sales mentality (persistent, tenacious, resilient) DM me if you're into it. You need to be in the US and a US Citizen. No 3rd party or c2c. We signed a few new clients yesterday so we'll be posting many roles as soon as tomorrow! Hit the website and follow for more jobs and amazing canvas #AEjobs #remote #Saas

Please DM if you are interested: Senior IT Audit Hybrid in Pittsburgh 100-113k Conduct IT audits observing Corporate Audit Service’s standards and industry best practices. You will develop and document audit issues and recommendations using individual assessment concerning areas being reviewed. You will report to the IT Audit Manager. Benefits start from day 1 Medical, dental, vision, 6% 401k matching 6 weeks paid parental leave, 3 weeks of PTO + 3 floating holidays Tuition reimbursement, paid holidays & sick days, more Responsibilities Simultaneously organize, perform, and manage IT audits (both SOX and risk-based), encompassing the identification of issues, development of criteria, review and analysis of evidence, and documentation of client processes. Conduct interviews, review documents, compose summary memos, perform audit testing and prepare working papers. Monitor the timely implementation of the management team’s action plans and ensure appropriate follow-ups are performed. Communicate the results of audit and consulting projects through written reports and oral presentations to management. Develop productive internal and external relationships through individual contacts and group meetings. Qualifications Bachelor’s degree in Information Systems, Accounting, or a related field, with 2-3 years of experience in IT auditing, preferably in the Big 4 public accounting firms or a comparable company. Certified Information Systems Auditor (CISA), Certified Public Accountant (CPA), or Certified Internal Auditor (CIA) certification preferred. Experience with IT governance, risk, and control frameworks such as COBIT, ITIL, and ISO 27001.

Someone asked me how I could be a technical recruiter with no technical experience. Oh and that people would find out I was an imposter when the market turned and to enjoy it while it lasted... Here's my response My job is to try to stay current on the market and trends and be able to find people for my clients through various tools and techniques. i.e. headhunting. That being said, I don't have the deep technical knowledge that someone that comes from coding or a similar background before jumping into recruiting however. I'm finishing up my PMP prep/hours to take the exam. I'm also very well versed in technology terms, understand SDLC and know how to read a job description and a resume and typically understand things that are transferrable. I talk to tech people every day. When I'm unclear on how something fits into the grand scheme, I go to some of the people I respect in that discipline and ask. It wouldn't be in my best interest to throw all of my time into becoming a coder, even though I've taken some online classes for things like React and the like. In my marketing director job, I redesigned our venue's website and learned HTML and CSS. I also have a lot of experience with graphic design with photoshop and illustrator. It is my job to network and scout for the best talent and be able to pick up on the soft skills that make a great team, as well as being able to determine whether or not someone has the ability to do the job. I'm not a resume shuffler but I'm also not a tech guru. But I'll be doing this even after the robots sort all of the resumes after they make them. Because I can do something robots can't yet do. have real life conversations with people that either didn't know about my clients awesome company or didn't realize that they were open to opportunities. or both And no offense to anyone but developers, engineers and recruiters brains don't work the same way. I have to sell to get the client on my ability. then I sell to the candidate on the clients ability to pay them and give them a good job, then I have to pitch the candidate to the client after I've determined that candidate is the best candidate. My engineer buddies want nothing to do with this career, and I don't want theirs. there are plenty of checks and balances that keep me learning and all of this is why I'm still here, banging away. but thank you for your concern Richie 😘

HERE'S THE REAL DEAL ON GREEN BANNERS YA BUNCH OF GOOFBALLS Recruiters as a group are ALWAYS picking the path of least resistance first. Ergo they'll dm and connect with you first if you have one. PERIOD. Therefore it doesn't matter HOW it looks because most of the dingbats writing about this in a negative light are not recruiters. if I know my client doesn't like green banners I will have you REMOVE it before I submit you(I don't have any that give two shits) And there's a way to be open to work without one. Please. I think if nothing else, I have clearly demonstrated creative new ways to create annoying content without going back to the same shite over and over. Follow me, I'll show you a whole new world. Below lies a crappy canva I made of how to be open to work discreetly. Green banner is cool too.. No one really cares this only starts when some dingbat can't think of new content of the shuffle through their old posts and they're like "man this dumb post got a lot of impressions let me try this again heh heh" That's all. happy friday. Richie 😘

Director of Database Engineering - Hybrid - up to 195k Our client, a leading financial services organization, is seeking a Director of Database Engineering to lead their database team. This role will be responsible for managing cloud databases and overseeing the design, implementation, and operations of database solutions. Key Responsibilities: - Lead engineering teams supporting modernization efforts - Collaborate on platform and application development strategies - Create mature distributed database services with self-service capabilities - Participate in audit and regulatory reviews - Drive automation initiatives for cloud databases - Provide strong leadership to empower and engage team members Qualifications: - Bachelor's degree and/or equivalent experience - 10+ years of database engineering experience - Proven ability to work across teams and build partnerships - Strong technical leadership skills - Experience with AWS cloud database technologies - Knowledge of automation tools (Terraform, Ansible, GitLab) - Familiarity with Agile methodologies Locations: Tampa, Jersey City, DC, Boston, Dallas Compensation: Up to $195,000 35% annual bonus This role offers an exciting opportunity to lead database strategy for a major financial services firm. no c2c no 3rd Party no Vincent Babcock comments. Posting tomorrow so DM me if you're qualified and interested in hearing more. #sharethis #getsome #tampa #dallas #DC #boston #jerseycity #databasedirector

Check out this job at Jonathan Edward Staffing: Sourcing Director. Holler at me if you’re interested in this one it’s my brothers agency.

From today forward, if a recruiter at our company ghosts you, I will personally pay you $20. Here are the reasons and the rules.. Every time I post to help people, someone wronged by another recruiting agency leaves a ghosting comment, even if it’s unrelated, and it's starting to get to me. We don't do this. in the rare occasion it seems like you're ghosted, it's because the HM's and TA's move at a different pace than you and I, often as a result of the fact that they have other things that come up that slow the process down. and we're talking weeks here. Not months. None of our current clients do more than 3 or 4 interviews TOPS and typically the process is faster. Sometimes it drags but I am as persistent as humanly possible without crossing the line of persistence to stalking. I let my candidates know that when I know and I always answer emails and DM's if someone asks before I get to them. To clarify what i consider ghosting here's my definition - Ghosting is defined as the sudden and persistent absence of communication between the recruiter and the candidate AFTER they have been screened and told they would be submitted for a job that we are working. this is from the initial screen(we've spoken) and until offer or rejection. If I say I'm submitting you, I will let you know what happened as soon as I know, as will the people on the team at UA. We do try to update everyone if we are stuck in a holding pattern and I always tell people I speak with up front if the process is slowed down. It is ridiculous that all of us are grouped in with recruiters at other companies, some of which don't even live in the same country as me and/or work at giant agencies and truly don't care about what they're doing, they just have to call 50 people a week for their salary. We are not the same. I don't ask for an apology from my server at Applebees when my dinner at Outback was cold, right? So why oh why does EVERY recruiter have to get shit on because someone at Motion or Infotech or whatever called and said they had something for you and never answered another email? I'm pinning this post and from this moment forward my offer stands. If you are genuinely ghosted by us at UA, I'll pay you $20 for your inconvenience and the unprofessional behavior. What we’re doing matters more to us because not only is this what we love to do, but we understand the value of every client. As a smaller agency, each partnership is crucial to our success, and we are dedicated to delivering exceptional results. That goes for companies and candidates alike. We give a shit about what we’re doing. And that will be part of our mission whether we stay at under 20 employees or grow to 1000's. I'm putting my money where my mouth is and dare other agency owners to as well. Richie #recruiterlife