Doug Parker

Miro scaled from 300 to 1500+ employees in 18 months. Here are five TA tips from their Head of Tech Recruiting. 👉 TA teams should assess tools for return on investment, making sure they meet the evolving needs of the company. Tools that no longer serve their purpose should be reconsidered to allocate resources more efficiently. 👉 It's important to have adaptable processes and tools as the company scales. What works at one stage may not fit another which is why you have to iterate constantly. 👉 Miro leveraged external resources like freelance recruiters, RPO and placement agencies to hit their hiring goals. 👉 People are likely to want to hire people similar to them but hiring someone opposite brings new ideas and energy to the team which can lead to great results. 👉 Burnout is a real issue across all companies and it should never be ignored. Be transparent about how you're addressing burnout within your company. Do you have any burning questions about Miro's road to 1500+ employees? ⬇️

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One of the most important lessons I learned during scale. You need to be great at recruiting. A+ hires will elevate your team to a new level, while bad hires will bring everyone down with them. Recruiting during scale is the most challenging phase because goals require incremental headcount to hit, so quality can degrade at the cost of speed. Here are four simple tips that you can use to improve your hiring process at scale: → Don’t hire based on a gut reaction alone, but you can choose not to hire someone based on that same feeling. → Write out your top performers' backgrounds, characteristics, and values. Identify the common trends so you know what to look for. In parallel, post-mortem your hiring misses so they don’t happen again. → Create a panel responsible for assessing the traits you wrote down. The hiring manager and recruiter should be the only people looking at the candidate holistically. Others should be focused on what their specific interview assesses for (e.g., goal orientation, collaboration, etc.). → Build recruiting funnel KPIs to ensure that top-of-funnel is never an issue. Pipeline should never be a reason to miss hiring goals, and as a hiring manager, you’re always networking to find great talent. Treat your recruiting pipeline like your sales pipeline.

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🚩 Red flags to look for when building your recruiting tech stack (part 3): Friction and unrealistic expectations. What does that mean? Despite the promise of efficiency and optimization, some AI solutions may create friction and inefficiencies at various stages of the recruitment process. In turn, doing the opposite of what they were designed to do. What to look for: 🔍 Confusing and convoluted user interfaces  🔍 Lack of integration with your existing systems  🔍 Overly complex systems that overwhelm rather than help How can you combat this: 👉 Set realistic expectations. Any solution that appears too good to be true should raise red flags. 👉 Pilot each potential AI solution before committing  👉 Choose a subset of users who can test the platforms. Get the full scoop by reading our article on The Staffing Stream by Staffing Industry Analysts 👉 https://lnkd.in/eeNd2Fpi Did you miss our other red-flag articles? Check them out here 👇 1️⃣ The No. 1 red flag to look for when building your recruiting AI tech stack - https://lnkd.in/e5BN8kp3 2️⃣ The no. 2 red flag to look for when building your recruiting AI tech stack - https://lnkd.in/dCEzWm2b #staffing #recruiting #ai #hr #talentacquisition #hiring #techstack

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Securing the right budget for your TA strategy isn’t about asking for more—it’s about showing how talent powers your company’s future. From proving ROI to aligning with business goals, we break down how to make a compelling case for your TA budget. Get actionable insights on: ➡️ Highlighting the ROI of hiring ➡️ Connecting TA to strategic objectives ➡️ Using data to make your case unmissable Swipe through the carousel to learn how, then dive deeper into our blog for the full guide. Read more here: https://lnkd.in/dv9YJhAi #TalentAcquisition #BusinessStrategy #LevelUPHCS #ChallengeTheStatusQuo

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TA Leaders: How has technology transformed your approach to Talent Acquisition? 🌟 As a Recruiting Leader, I've seen firsthand the incredible progress tech has had on how we hire. And, I've also seen how tech has set us back in a lot of ways. 😕 I'd love to hear your thoughts. 💡✨ #taleaders #talentacquisition #recruiting #recruitingleaders #recruitertraining #taleadership #talentacquisitionleaders

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Every company we are talking to right now is going through some TA transformation or replacing some part of their TA tech stack. Smart and proactive budgeting is a critical exercise in this process. But budgeting for TA is a complex and requires balancing the needs of the recruitment process with the broader financial constraints of the organization. According to our latest report with Paradox, TA leaders face more challenges with budgeting than they did a few years ago. •       1 in 2 TA Leaders face challenges this year with getting budgets approved. •       72% of TA Leaders stated that there are more key stakeholders involved in their decisions. •       Only 38% of TA Leaders feel confident in building a business case for technology. •       64% of TA Leaders fear that they will lose budget. •       Less than half of TA Leaders can show ROI. This report is one of my favorites that we have published (I included a link to download in the comments). It sets the stage of a successful TA Transformation journey. Aptitude Research Josh Zywien Kyle Lagunas Tim Sackett, SPHR, SCP Joshua Secrest Adam Godson

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Indeed Hiring Lab just unveiled The 2025 US Jobs & Hiring Trends Report! This comprehensive report reveals the key trends that shaped the labor market in 2024 and provides a forecast for 2025. Current economic indicators suggest continued labor market resilience in the New Year, with some careful navigation. As for November 2024, job postings were 10% above pre-pandemic levels, and wage growth leveled off at a healthy pace – indicating robust competition for workers next year. Moreover, widespread use of GenAI promises to boost productivity if becomes more widespread. Stay ahead of the curve with these insights and explore the full report. #Indeed #HiringTrends #LaborMarket #Economy2025 #FutureOfWork #HiringLab

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After scaling several startups earlier in my #talentacquisition career, I realized stability in TA was going to be elusive so I started HireScale in 2018. The idea was to create stability by embracing the instability. Many hiring peaks and valleys later, I’m proud to have created a platform for the TA community riding the waves with me 🌊 🏄 Its not perfect and there's still a lot of work left to do, but experimenting with the programs, pricing models and technology concepts have been worthwhile challenges since starting this journey. Although, I can’t change the extreme hiring fluctuations we see in tech, I can bring awareness, solutions and most of all--help support TA mobility in the #futureofwork. The goal hasn’t changed. Until I turn instability into stability, I’ll just be over here riding the waves, creating, helping others, bringing awareness and solving recruiter mobility. One recruiter. One FTE. One gig. One wave. One smile at a time😊 Are you #hiring in TA or #OpenToWork? We need #recruiters and TA leaders on both sides of the equation to join the HireScale mission 🚀

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Our real-time Compensation Data Tool is HERE 💰 💸 🤑 💴 Breaking down: what is Comp Engine? It’s the first-ever Free (!!!) GTM Compensation Tool that gives you real-time salary insights for top sales, marketing, and go-to-market roles. Whether you’re hiring for your team or benchmarking your own compensation, Comp Engine puts accurate, live data right at your fingertips So, why Comp Engine? It’s powered by Betts Connect, using REAL-TIME placement data and compensation figures from hundreds of thousands of candidates in our network. This ensures the most accurate and up-to-date salary data for all your hiring needs Check it out (at no cost) here: https://hubs.la/Q02RKdTq0

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How do your recruiting email open and response rates compare to industry benchmarks? Are you ahead of the curve or falling behind? Join us on Thursday January 16th to explore the latest benchmarks on recruiting email outreach and get access to example templates that have proven to achieve higher responses and interest. What we'll discuss: → Analyze benchmarks for open, reply, and interested rates → Review the best days and times to send emails for better responses (hint: weekends are a "Gem") → Uncover the performing subject lines that get emails opened → How to boost responses by sending-on-behalf of your hiring manager Save your spot for January 16th 👉 https://lnkd.in/eHQNQQGV #sourcingbenchmarks #recruitngemailbenchmarks

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🚨 Something BIG is coming tomorrow! 🚨 We’ve been picking the brains of some of the sharpest minds in recruiting—industry leaders, TA pros, and forward-thinking innovators. What we found? Insights that will blow up the way you think about talent assessment, screening, and hiring in 2025. 🚀 We’re talking bold predictions, surprising trends, and real talk on what’s changing (and what isn’t). If you want to stay ahead of the curve, this is the report you can’t afford to miss. Curious? Get ready to rethink your hiring game and supercharge your strategies. 👀 Stay tuned—The State of Pre-Employment Screening 2025 is almost here. 📢 #recruiting #recruitment #assessment #referencechecks #hiring #talentacquisition #hr

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Traditional recruiting isn’t just broken—it might never have worked. It’s time to stop playing by outdated rules and rethink how we hire and grow talent. 💡 Think bigger: In-house, contingency, retainer, RPO—every TA model has a place. Use what works for your unique needs. 💡 Evolve the recruiter role: Great recruiters don’t just hire—they develop talent and build career paths. 💡 AI + Human Touch: Let AI do the heavy lifting, but never lose the personal, human connection candidates deserve. 💡 Flex your EVP: A one-size-fits-all Employer Value Proposition is a thing of the past. Adapt it to fit talent where they are. The future of TA is creative, adaptable, and bold. How are you rethinking recruitment?

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As a TA Leader are you bringing your team along for the ride when it comes to planning??? Planning for TA Success 🎯 💡 I kick off every year with a planning session with my team, whether it's a team of 4 or 30. Getting everyone in a room (or virtual space) for a day or two lets us discuss what needs changing. ✨ Let the team dictate, with some guidance, the key areas to focus on: Employer Brand 🏆 DE&I 🌍 Process Improvement 🔄 Training 📚 System Redesign 💻 📋 Our long list of ideas is always extensive. We then filter it down to 3-4 impactful projects for the year, aiming to achieve one significant change per quarter. 🛠️ We also keep several BAU projects on standby. These can be inserted when needed, worked on in the background, or pushed to later quarters. 🔢 Capacity modeling is key: 100% recruiter capacity on recruiting. 80% on recruiting, 20% on projects. 70% on recruiting, 30% on projects. 📌 I keep a long itemized list of things that need fixing. This helps me stay productive, whether I’m recruiting, coaching, or goal setting. 🔄 This approach balances long-term vision with short-term actions. It keeps us agile and ready to make meaningful changes throughout the year. #TalentAcquisition #Planning #TeamSuccess #Recruitment #CapacityModeling #ProjectManagement

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Candidates should keep it authentic when using Generative AI (GAI) to answer job application questions. Recruiters often face an overwhelming number of resumes when opening new positions. To cut through the noise, we’ve started including qualification questions to identify the most qualified candidates. Unsurprisingly, some candidates are using GAI to craft their responses—and it can be very obvious. GAI is a fantastic tool, but it can’t create experience you don’t have. Instead, use it to refine your answers, not fabricate them. Your responses should still reflect your experience in your own words. Recruiters review hundreds of resumes weekly, and formulaic, copy-paste GAI responses stand out for the wrong reasons. These applications are often rejected because they lack authenticity. We’re looking to hire real, genuine people who thoughtfully showcase their unique skills and experiences—your authenticity is your greatest asset!

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Attention job seekers - unfortunately, we have learned that certain individuals are exploiting FloQast’s name, image, and current job postings as part of a dishonest scheme to gain personal information and potentially money from those looking for a new role on LinkedIn. Please know that FloQast’s Talent Acquisition team will always contact you from an email address ending in @floqast.com and will NEVER initiate contact via text message. We conduct all of our interviews live and over the phone and video. We will NEVER request money or personal financial information from you over email. We will also NEVER ask you to conduct an interview over platforms including instant messaging or chat programs, Skype, or Microsoft Teams. When in doubt:  - Confirm that the role is posted on our website: (https://lnkd.in/gDahAHR) - Confirm that the individual is associated with FloQast on LinkedIn - Ensure that the email is associated with the @floqast.com domain These activities are incredibly frustrating and saddening, and we’re here to offer clarity when you need it. If you encounter a potential scam, please let us know at [email protected]. To apply for legitimate job opportunities with our company, please only use our official careers website at https://lnkd.in/gDahAHR.

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The Talent Acquisition Struggle is Real! New research from The Josh Bersin Company shows that 60% of TA leaders grapple with skills gaps, while also being pressured to improve recruiting efficiency (58%). At Filtered, we're here to help! Our AI technology identifies crucial skills and optimizes your hiring process. We've even helped clients reduce interview rounds from 5-7 to just 3! Looking to find top talent faster and more efficiently? Let's connect! #talentacquisition #recruitinginnovation #hrtech #airecruiting

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A secret talent pool that could revolutionize customer experience? Our CX talent platform specializing in military spouse talent might just be your secret solution. Instant Teams is a talent marketplace that enhances customer experience teams by integrating military spouses from their extensive talent community across the entire customer experience lifecycle. For customer experience leaders, Instant Teams enables a superior customer experience, specifically: 🌟High retention, with 7.5% churn compared to the industry standard of 30%+ 🌟High customer satisfaction, since military spouses have a wide range of experiences, enabling them to connect with people across vasts parts of the population 🌟High quality customer experience use cases, for example customer demo’s, cyber fraud detection, or healthcare support. In this episode of Human Cloud, we go deep into the evolution of Instant Teams, the evolution of customer experience, and where our CEO sees the future of work and the future of customer experience headed. https://hubs.la/Q02XqHtW0 #cx #customerexperience #outsourcing #bpo

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🤔 As a TA leader, how are you optimizing your support from VC Talent Teams?Dive into our "VC Talent Teams" episode, where we explore the dynamic strategies VC Talent Teams use to support startups in their recruiting efforts. 🌐 👉 Listen now on: Spotify 💚 https://lnkd.in/g8Va3NZZ Apple Podcasts 🍎 https://lnkd.in/gmj8_Krx Don’t miss out—tune in to “Recruiting Roundtable” for insightful conversations every week! 🎧 #RecruitingRoundtable #VCTalentTeams #StartupRecruiting #Podcast #Spotify #ApplePodcasts

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I’m honored to be featured in the HIGHER Community Talent 100 2024! (And a big shout out to my Personio team who helped make this a reality) It’s a privilege to be recognized alongside some of the most innovative leaders in Talent Acquisition. This guide showcases the strategies, insights and journeys of top professionals who are shaping the future of hiring. Inside, you’ll also get to: - Meet my fellow awardees: Discover the journeys of top TA leaders, whose achievements offer invaluable insights and inspiration for your own career growth - Gain actionable insights on core industry trends around flexibility in hiring, globalization and AI in TA, that will help elevate your TA strategy and give you a competitive edge.  - Benchmark against “best in class” TA metrics If you’d like to learn more about my journey and the work I’m doing in TA, check out Talent100 to see my profile along with many other incredible leaders. Download Talent100 here: https://lnkd.in/eU4Pu3rP #Talent100 #TalentAcquisition #Leadership #FutureOfWork #TAInnovator

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