Andrew Blancato

Registration for HTD Talent's August Webinar is LIVE! (registration link in the comments) The job market for IT talent SUCKS right now… The demand for junior talent is even WORSE. So many Comp Sci grads can’t land a job. And if you aren’t working in the field, what happens to your skillset? It's not fair...especially for those who took out student loans to get here. So, does that mean that we are slowing down our training model? NOPE…this market won’t last forever…it can't. Instead, we’re doubling down on our investment into Comp Sci grads. ----------------------------------------------------------------- Announcing HTD Talent’s Java Accelerator Program. We’ll teach you the real world engineering skills that college doesn't cover. We’ll also keep your skills sharp while we work to land you a role in the industry. So…How much does it cost?? It’s FREE—that part of our model will never change. If you are: A Comp Sci or STEM grad; With US work authorization; And solid soft skills; And open to relocating to major US cities; Click the link above to register for our upcoming webinar that will share more details of how you can join this program!

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High-level market insights for People & Talent Acquisition candidates seeking a new role within Tech currently: + As of Q2, the volume of placements into newly-created roles has overtaken replacement hires for the first time since 2022; a trend that accelerated in Q3 + Likely explained, in part, by more hiring into VC-backed growth companies; with the first significant improvement in hiring volumes since 2022 also - Hiring into Talent Acquisition still somewhat flat, albeit more direct-hiring of TA professionals is assumed, given the surplus of supply of candidates on the market (which, naturally, isn't reflected in our figures) - The senior-end of the market has been quieter by comparison - Over the last few weeks, uncertainty around the UK October budget and US election has dampened a market which was looking promising in Q2 and Q3, at a time when it would normally be VERY busy (October) The October budget and US election are somewhat inconveniently timed in that, assuming the market does pick up thereafter, there is relatively little time to secure a new role before the Christmas shutdown. However, we feel the picture in Tech is looking a great deal better, with more news of fundraising and growing revenues, as well as more newly-created vacancies within growth companies. Hawkwood

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🌟 Forecasting Q3: The Future of Finance and Tech Recruiting 🌟 As we move into Q3, the recruiting landscape in finance and tech continues to evolve rapidly. At Silicon Alley Solutions, we’re seeing five key trends that will shape the industry: 1. Remote Work Revolution: With 75% of tech roles offering remote options, talent is no longer bound by geography. This flexibility is driving unprecedented mobility and competition. 2. Salary Surge: An 8% increase in finance role salaries in Q1 highlights the growing demand for top talent. Competitive compensation is essential to attract and retain the best candidates. 3. Diversity Initiatives: More than 60% of companies have set formal DEI goals, reflecting a strong commitment to building inclusive workplaces. Diversity is not just a goal but a necessity for innovation and growth. 4. Talent Shortage: A 15% projected gap in specialized tech roles by year-end means the competition for skilled professionals in AI and cybersecurity is fiercer than ever. Early engagement and proactive recruiting are key. 5. Economic Growth: With a 3% GDP growth forecast, hiring budgets are expanding, and companies are investing more in their workforce. This economic upswing presents new opportunities for growth and expansion. At Silicon Alley Solutions we’re at the forefront of these changes, helping companies navigate and succeed in this dynamic environment. Stay ahead of the curve and partner with us to secure the talent you need for Q3 and beyond. 🔗 https://lnkd.in/ehTjTc7s ​⬤

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Don't Fall For The Holiday Hiring Myth Many think hiring slows down around Thanksgiving and into December. The reality? Our clients are focused on closing their most critical roles before 2025, and companies who wait until January are already behind. 🔥Hot Opportunities at Some of Fuse Talent's clients🔥 🔹 Product Engineer @ Series B Data company -Backed by a16z + Sequoia -Shape the future of data activation -Hybrid SF or New York 🔹 iOS Engineer @ Product/Issue Tracking Platform -Sequoia-backed -Modernizing engineering workflows -Product/design-first environment -Remote US 🔹 Founding Product Designer @ Consumer Platform -Ground-floor opportunity with massive vision -Backed by Reddit co-founder Alexis Ohanian's 776 & @Naval Ravikant -Design the future of digital reading experience - Full time in person - NYC Note: These are not entry-level roles. We're looking for candidates with a proven track record of success in similar roles at early and growth-stage startups. If you think you're a fit, feel free to reach out! Happy Holiday SZN 🎄🦃✨ #techjobs #hiring #startups #engineering #productdesign #venturecapital

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Have you ever heard of reverse recruiting? Top firms are revolutionizing the hiring process by actively seeking out the best talent instead of waiting for applications to roll in. This proactive approach involves meticulous research, using technology, and building strong relationships with potential candidates. How do you use Reverse recruitment to hire the new candidate? #ReverseRecruiting #TalentAcquisition #HRInnovation #RecruitmentStrategy #LikeMindRecruitment

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The price differential between NY & London FinTech talent is absolutely staggering at the moment, to the point where I think it would make sense for a lot of NY firms to set London up as a "low cost centre." We have one client that is HQ'ed in NY but is building their Engineering team in London due to cost. We also have another client that utilise their NY benchmarks for London roles and then are able to hire the absolute best in the market vs their NY roles that often remain open for a few months due to lack of available quality. This is particularly relevant for junior-mid level candidates - I'm talking 50%+ differences in some instances. I've spoken to a few candidates with 3-5 years of experience that would be £70-90k in London asking for $150-180k in NY. It seems to level out a bit as you go up in seniority, but even then the difference is still c. 30%. If you're a NY HQ'ed firm and want to speak to me about growing out a London office, please get in touch. #fintechnewyork #fintechlondon #offshoring #outsourcing

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What goes better with your 3rd cup of coffee than a great SaaS candidate spotlight? If you know me, you know my love for this industry. Things have been mostly consistent across the hiring landscape for the SaaS world and it looks to be gearing up for a spike. I am working with several candidates who are fresh off an exit and some others coming available around the holidays and ready to start fresh in Q1. Reach out to discuss this Controller or other SaaS leaders today, and I can share with you how we can accomplish your hiring goals before mid-January!

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Behind the scenes work clients don’t see (Embedded RPO version) Hours working on our recruiting funnel dashboard to use on projects. Refine our sourcing funnel to mimic the best sales teams. Sit through 100+ hours of demos for TA tools. Purchase the best, roll them out and track ROI - deploy the best for our teams. Hours obsessing about hiring manager enablement content and resources. Producing and designing those materials. Research. Dialogue. review, test, iterate, to get our interview process and interview structure optimised. Doing secret shopper application processes in our clients vacancies to identify gaps / weaknesses. Talent mapping entire talent pools for emergent skills, & documenting them. Testing and optimising candidate & hiring manager NPS feedback forms. Using first principles to implement best practices across each and every stage of the hiring process. Creating and testing email templates with outreach tools. Learning across multiple accounts simultaneously, always evolving what we do to provide world-class TA solutions. Creating always-on sourcing funnels for our clients using optimised copy and latest tooling. Personalising every single outreach message for top-tier talent. Personalising the follow-up also. Making sure our humans in the loop are the best at what they do so they represent our clients brands in the best possible way. Obsessing over recruiting funnels ———————— What the clients sees: Strong pipeline Good candidates Quality Hires made ———————— And I f**kin love that! Quality hires are a lagging indicator of everything else working well. We do all the heavy lifting, the geeky, gristley stuff, so our clients can focus on their missions 🌒

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Founders who handle their own recruiting dedicate at least 25% of their time to the hiring process: sourcing, screening, scheduling, nurturing, and making offers. That's 40 hours each month that could be spent growing their business instead. 2 easy solutions: -> Hire a dedicated recruiting partner (I'm partial to fractional support if you're hiring less than 10 people/year) -> Implement automation or at least develop your recruiting strategy, with the help of that recruiting partner Having 40 extra hours every month dedicated to growth means your business can scale exponentially quicker. #Recruiting #Founders #BusinessGrowth

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One of the reasons the annual Betts Compensation Guide is so popular is because the salary data is directly sourced from our actual placements. And now… we’re launching a live tool with that same data that anyone will be able to use! Read below to learn more and sign up for beta access!

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https://lnkd.in/gap_-du8 How to Price out temp to hire fees We’re often asked how one should price out conversion fees (i.e. temp-to-perm hire fees at the end of the assignment). Understand this — there should be no single way to price a conversion fee. However, by using simple math, it will be easy for you to determine the best price to charge your client or a search fee, if any, should they want to hire your contractor permanently. First, you need to figure out what your search fee would have been had you placed them directly as a permanent placement. For example, a $20/hour person would earn $40,000 a year. If your fees are 25%, then you want to start by trying to recoup that normal $10,000 perm fee via your temp gross margin. MARGIN IS MARGIN IS MARGIN. Therefore, you might feel comfortable perhaps giving away the temp for free with no conversion fee if you ended up making your $10,000 fee already on margin. Similarly, you might be fine to give away a temp for free if you had a high enough markup/margin percentage that would yield over $10,000 in temp gross margin. Finally, you would want to consider, let’s say a $2,500 conversion fee should your temp gross margin dollars amount to only $7,500 for the length of the assignment. Your Search Fees Can Be Baked Into Your Contract Margins! What’s more, you can also build your permanent hire fees into your contract margin. Let’s use an example where you would have agreed to a $10,000 permanent placement fee. Using a bill-rate example of $45/hour Bill and $30/hour Pay plus burden, you can make the same fee after only 6 months of contract work, including EOR fees! Since you’d be making a better deal this way, you can place the contractor as a free conversion provided the contractor remains in place for the full 3 months of this assignment, or discount the fees for a shorter timeframe. You will still be making more money than you would with a permanent one-time placement while strengthening trust with your client, and conveying that you truly have their business needs as your top priority is also important to communicate that you may actually decide to charge a lower total fee (conversion fee plus temp margin) than your standard search fee. As you would have learned in Staffing by the book, this is because your expected value or placement ratio will be significantly higher than if you went the search only route. As such, you will make more over time by charging less. (continue scrolling) Read all of this and more in our 44 page free ebook, "Staffing By The book" https://lnkd.in/gap_-du8

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Despite numerous attempts to disrupt the recruiting industry with SaaS solutions, diversity filters, and various search models, significant impact remains elusive. True transformation comes from front-end automation and AI. By reducing overhead and passing on savings, agencies can offer lower fees and greater value. This moderate pricing approach attracts more clients and enhances scalability. Lower costs mean more business. Embrace this change for growth and efficiencies.

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Ever tried to capture someone's full skillset in a resume? Our AI just identified over 9,000 unique tags to help you with your search. This isn't just impressive - it's transforming how our users vet candidates. Traditional methods might catch 20-30 skills tops. We're seeing the whole picture. The Result? Faster, more accurate matching. No more overlooked talents or mismatched hires. It's not just what skills people have, but how they use them. Efficiency meets precision in talent acquisition. Curious how this could streamline your hiring? Read this week’s blog: https://lnkd.in/gH2cVj_5

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My latest Substack is out! Woo hoo! Sign up (it's free) to learn what Editors Are Talking About!

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💼 The Limited Appeal of Unlimited PTO: Is it truly a win-win for employees and employers? 🚨 Key Insights from Revelio Labs: Unlimited PTO (Paid Time Off) policies have been a growing trend, but does the reality match the promise? Revelio Labs’ research sheds light on the unexpected effects of these policies: 🔑 Key Findings: 1️⃣ Employees Take Less PTO: On average, employees with unlimited PTO take fewer days off compared to those with traditional PTO policies. 2️⃣ Policy Ambiguity: The lack of clear guidelines makes employees hesitant to take time off, fearing it might be perceived negatively. 3️⃣ Company Savings: Employers avoid paying out unused PTO balances, creating financial advantages—but is it at the expense of employee well-being? 📊 Supporting Data: ●Average PTO days taken: ●Traditional PTO: 15 days/year ●Unlimited PTO: 11 days/year ●Impact on Engagement: Companies with unlimited PTO saw a 12% drop in employee satisfaction related to work-life balance. 👩‍💼👨‍💼 What Can Employers Do? To make unlimited PTO successful: →Foster a culture that genuinely encourages time off. →Set clear expectations for vacation usage. →Lead by example—managers should take time off to normalize the practice. https://lnkd.in/dAFRawSW 💬 Your Thoughts? Have you worked under an unlimited PTO policy? How did it impact your work-life balance? Let’s discuss in the comments!

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Updated overview of a few of our active searches @ Coastal Recruiting All opportunities are full-time with Seed, Series A, or Series B VC backed companies - looking for those that want to build and scale. NY Ops: - Head of ML - Seed (Raising Series A) - Massive growth $2m arr -> $10m arr this year - 1st ML hire - ton of autonomy - Gen AI - $250k(flex) + strong equity - 3x full-stack - Series A (a16z) - HealthTech - $1m arr -> $4m arr this year - $180k - $220k + strong equity - Incredible founders - meaningful work - BE (Data + MLops) - Seed - "Deploying AI to eliminate the trillion dollar waste in healthcare admin work" - $200k - $250k + strong equity - Early engineer - bootstrapped Prop trading firm - $10m profit year 1 - $400k+ TC - Early Engineer - Seed (OpenAI backed) - $200k + strong equity - AI Infra SF Ops: - AI Eng/ Infra/ Platform / BE / Fullstack - Hiring across the board - Series A (Sequoia) - $200k - $300k + equity - AI for Eng - Incredible team and founders - Sr. FS - Series A - Web3 - $200k + equity - Team/Founders w/ previous exits - Product Lead - Series B ($60m) - Gen AI - $220k+ Strong equity LA Ops: - Sr. FS - Seed (raising series A) - AI - Core team of startup veterans - $200k+ equity - Beautiful office in Venice Beach Remote: - Principal Eng - Series A - AI Security - $250k - $300k + equity - AI BE - Seed/Series A (Open AI backed) - AI Productivity - $200k+ equity If interested in learning more - shoot me a message here or feel free to reach out to anyone you are connected with at Coastal. 🌊

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IT'S HERE!! Want to try it out? DM me for the link! We’ve been working behind the scenes to make talent acquisition MORE EFFECTIVE and FASTER with ScoutPath—a tool designed to streamline and keep purpose at the forefront at every step of the search process. One key feature? Our Role Visioning and Success Outcome Design process, which helps DEFINE SUCCESS CLEARLY from day one and changes the game (in comparison to boring and ineffective job descriptions). We’re offering it to companies COST FREE during testing 🤘

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HEALTHTECH JOBS 𝐈'𝐦 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐚 𝐬𝐩𝐫𝐞𝐚𝐝𝐬𝐡𝐞𝐞𝐭 𝐨𝐟 𝐭𝐡𝐞 𝐥𝐚𝐭𝐞𝐬𝐭 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐚𝐧𝐝 𝐎𝐩𝐬 𝐫𝐨𝐥𝐞𝐬 𝐢𝐧 𝐇𝐞𝐚𝐥𝐭𝐡𝐭𝐞𝐜𝐡 & 𝐃𝐢𝐠𝐢𝐭𝐚𝐥 𝐇𝐞𝐚𝐥𝐭𝐡. 𝐋𝐨𝐨𝐤𝐢𝐧𝐠 𝐭𝐨 𝐠𝐫𝐨𝐰 𝐲𝐨𝐮𝐫 𝐭𝐞𝐚𝐦? 📌 Comment below or DM me to have your open positions featured (Sales & Marketing roles, please reach out directly - I have amazing people ready to make an impact!) 📌 𝑻𝒉𝒆 𝒍𝒊𝒏𝒌 𝒕𝒐 𝒕𝒉𝒆 𝑮𝒐𝒐𝒈𝒍𝒆 𝑺𝒉𝒆𝒆𝒕 𝒊𝒔 𝒑𝒊𝒏𝒏𝒆𝒅 𝒊𝒏 𝒕𝒉𝒆 𝒄𝒐𝒎𝒎𝒆𝒏𝒕𝒔 & I'll be updating it weekly with new openings. 📌 𝐅𝐨𝐫 𝐚𝐧𝐲 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬, 𝐢𝐧𝐝𝐮𝐬𝐭𝐫𝐲 𝐢𝐧𝐬𝐢𝐠𝐡𝐭𝐬, 𝐨𝐫 𝐣𝐮𝐬𝐭 𝐚 𝐠𝐞𝐧𝐞𝐫𝐚𝐥 𝐜𝐡𝐚𝐭, 𝐟𝐞𝐞𝐥 𝐟𝐫𝐞𝐞 𝐭𝐨 𝐃𝐌 𝐦𝐞 𝐭𝐨 𝐜𝐨𝐧𝐧𝐞𝐜𝐭 - I'm always happy to hear from fellow professionals 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐢𝐬 𝐰𝐞𝐥𝐜𝐨𝐦𝐞!  What else could make this a valuable resource? Recent raises, industry events? 𝐋𝐞𝐭'𝐬 𝐜𝐨𝐧𝐧𝐞𝐜𝐭 𝐚𝐧𝐝 𝐥𝐞𝐭𝐬 𝐛𝐮𝐢𝐥𝐝 𝐨𝐧 𝐰𝐡𝐚𝐭 𝐢𝐬 𝐚𝐥𝐫𝐞𝐚𝐝𝐲 𝐚 𝐭𝐡𝐫𝐢𝐯𝐢𝐧𝐠 𝐇𝐞𝐚𝐥𝐭𝐡𝐭𝐞𝐜𝐡 & 𝐃𝐢𝐠𝐢𝐭𝐚𝐥 𝐇𝐞𝐚𝐥𝐭𝐡 𝐜𝐨𝐦𝐦𝐮𝐧𝐢𝐭𝐲 𝐢𝐧 𝐍𝐘𝐂! FYI: Not the recruiting partner for these roles! Please apply directly through links. Featuring jobs from: Merck Stellar Health CLEAR Redesign Health Ribbon Health Spring Health And more.... #HealthTech #DigitalHealth #HealthcareInnovation #HealthcareIT #NYCHealthTech #FutureofHealth #HealthTechJobs #DigitalHealthJobs #NYCJobs #HealthcareCareers #Hiring #JobOpenings #HealthTechCommunity #DigitalHealthNetwork #NYCNetworking #Collaboration #BuildingCommunity #GrowYourTeam #TalentAcquisition #HealthcareLeadership #HealthTechOperations #HealthcareStartups #HealthcareDisruption

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