Junaid Khatib, CCWP

#SalesEngineers interested to understand what the market rate is for base + OTE? Visual is an average based on: 👷‍♂️ 👷‍♀️ Manufacturing vertical 🔢 Years of experience 💰 Base + variable Comp Engine breaks down compensation data sourced directly from real placements. Addition to the #SalesEngineering role(s) in the #Reliability & #Manufacturing space I'm working on, stay tuned for more details and updates on other searches I'm working on too! P.S. first comment is a direct link to Comp Engine to play around with it 🤸‍♀️

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What is Keri looking for, in this Wild West of a job market? 🤠 PRINCIPAL LEVEL SOURCING RECRUITER, preferably in house but open to agency who pays a decent base, or contract work. Remote or in the Seattle-Tacoma metro area. Comp $50/hr+ for contract or OTE $120k+ 👈🏼 I enjoy OPS, ENABLEMENT, ONBOARDING and programs like referrals, Inclusivity, and have global experience in leadership. I like solving complex problems creatively. I’m open to TA LEADERSHIP roles, if we are aligned on our approach to TA. I’m not fighting an uphill battle with CSuite who doesn’t understand TA. I’m innovative and best to teach me as much as you can, and let me fly! Equally talented as a Strategist and Tactician. I’m action-oriented. Open to a pivot in SOFTWARE SALES or CUSTOMER SUCCESS. ‼️ Skillset is the same: cold calling, lead generation, marketing, forecasting, quota based, pitching, relationship building, and closing. Uses CRMs. “Sells” to internal AND external stakeholders. Hungry and motivated! Open to a pivot in MARKETING. I write engaging COPY, understand the digital market and have BRAND MANAGEMENT experience. I understand consumers. One good thing about me is my ability to adapt. I have lived an incredible life so far, and I have a lot to bring to an innovative team. I’m also a straight shooter, have a high EQ (which is lacking in the current market) and I’m really funny. I’m a delight. I’ve been remote for over a decade. I’m efficient and I get the job done! Come grab me off the market and let’s make some money! No commission only opportunities. If I work, I get paid. Please don’t waste my time and energy. I need a base to exist right now and stabilize my finances. Those are billable hours and things cost money! 🛑 #hiring #opentowork #hireme #talentacquisition #linkedin

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When I left my cushy TA role in SaaS for mat leave back in 2022 I walked away with confidence. I had made five offers in the last six weeks and was feeling accomplished and was standing in my power. Loved the new role I was in, loved my team, loved the work and was excited to welcome my son and come back to my career and keep growing. While on leave, the market started shifting, layoffs were making headlines, people started to wring their hands and worry. I came back to a different team; we were all concerned about our stability. Eventually the layoff occurred. I lost my job. I panicked for awhile. I worked my network. I got very little traction and I decided to open my own company. I did some consulting and made it work. Then I found a great contract and rode that wave. I am again facing a job search and weighing the pros and cons of applying or leaning back into my own business in a market that continues to see HR and TA as expendable. I see articles that show how good the economy is, while fear bubbles in my own body around what that says about me and my recent struggle in this market. If its so good, why am I here. Since giving birth, my career that I had been so proud of and worked so hard for has taken a beating and its felt like the earth below my feet has shifted a thousand times. I have been agile. I have shifted focus. I have fought to stay positive and shift perspective and be thankful. I've done all of this while raising a fierce, active, independent son, hoping that I am not only able to provide for him but that I am setting an example of resilience and strength. I am not telling a new story here. I have so many friends in this same hamster wheel of knowing we are valuable and then second guessing it because this market will eat you up and spit you out. Tomorrow I will be back here with job search tips, a witty observation or two and a more positive perspective but today I am asking that if you know someone in a job search in this market, dont comment for reach; make an intro. This stuff is tough.

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Hey all... JOB OPPORTUNITY !! mini story included_ 2 weeks ago I posted for this role and we made it through interviews in 1 week. I hate dangling 'speed' in front of people bc I know how frustrated people are (this market sucks!), but this truly was a special, refined process. ⚒ Took the brief > presented a stand-out candidate > interviewed over 5 business days > offer! 🙀 It was wild but in the best way! A dream for a great recruiting partnership. But also a > 🎢. And as things go, it wasn't the right timing for this particular candidate. That's okay! 🥁 That means the role is still open, and I gotta fill it. This client has been interviewing for a couple of months, and by now, knows exactly what they are looking for, and are ready to hire yesterday. So here is what we learned we really need from this most recent interview round: 🌟 🌟 🌟 Have you worked at a startup? Have you worked for a big company? Are you in the Bay Area (able to get to San Mateo 2x/wk for jam sessions)? Can you get down with being an IC for 6-12 months and want to/have experience building a team? Do you want to be a strategic partner and build from 0-1? And hang out in Figma every day? 🌟 🌟 🌟 Please see original post below for all relevant/required info! Hit me up and share with your SF buddies/networks. I appreciate you! This team is cool. Level-headed. Accommodating. Clear-sighted. Passionate. TYSM. 🧡

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You're welcome to disagree with some of these points, but wanted to share this with my network of job seekers because there are some excellent tips on how to stand out in a saturated market!

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I jumped on the wagon- Here's my 2024 LinkedIn Rewind: This year at Semperis was about building a talent acquisition engine that moves at human speed, not just corporate velocity. Some moments that capture our journey: ✅ Success Through Teamwork: Real growth happens when we lift each other up. As I shared earlier this year, "Success doesn't happen in a vacuum - it takes a dedicated team to push growth such as Semperis is experiencing." ✅ Culture is Everyone's Responsibility: Every conversation, every interaction shapes who we become. "Who is responsible for company culture? I say everyone; Every single employee influences company culture." Key wins that kept us moving: • Managed our growth with under 10% external agency usage • Expanded and continued to lead a global team of 4 amazing full-cycle Talent Partners • Processed over 2,500 applications per month • Personally worked on my development as a TA leader- Studying from other impressive leaders in my industry, joined many enriching peer groups and completed Growth by Design Talent certifications in Data and Resource Planning Heading into 2025, we're focused on scaling our global recruitment engine while preserving the human magic that makes Semperis special. Our strength isn't just in our technology - it's in our people. To my incredible global TA team: you turned complexity into connection and I'm grateful for all of your hard work. We have many more wins to get together! To Semperis leadership: thank you for trusting us to grow thoughtfully. #LinkedInRewind #2024Wrapped #FutureOfTalent #hiring

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Docusign is hiring Account Executives, SMB in 2025! We’re not just looking for resumes with big numbers from big companies—we’re looking for real personality, unmatched passion, unstoppable drive, and, yes, those jaw-dropping closing stories that make everyone stop and say, "Wow!" 🤩 The hiring game has changed. If you want to stand out, you need to go beyond the basics and show us why you’re the perfect fit for our team. Here’s how you can level up: 💡 Think Like a Teammate, Not Just a Candidate Ask yourself: Who are the people I’d be working with? What’s their style, vibe, and goals? Show how you’ll complement the team and hit the ground running. 🎯 Tell Us Your Real Wins We don’t just want numbers—we want your story. How did you close that deal no one thought was possible? How did you turn a "no" into a "yes"? Show us the passion, strategy, and creativity behind your success. ❓ Be Curious About the Team Ask thoughtful questions. What’s the team’s strategy? What’s working—and what’s not? Show you’re ready to add value immediately. 💬 Embrace the Human Element of Sales 2025 is all about authenticity. Be honest about what drives you, where you shine, and where you’re eager to grow. ⚡ Adaptability Is the Name of the Game Sales moves fast—are you ready? Share how you’ve embraced change, tackled challenges, and kept up with the ever-evolving market. 🛠️ Show Off Your Tech Edge Let us know how you leverage tools like CRMs, sales enablement platforms, or analytics to win. Bonus points if you’re quick to pick up new ones! We’re not just hiring—we’re building a team of passionate storytellers who bring energy, vision, and drive to the table. ✨ Join Us: Transform your career, make an impact, and be part of a company that’s leading the way in eSignature and beyond. Ready to make 2025 your breakout year? 🚀 Let’s talk: https://lnkd.in/gZQsg9nj Know someone perfect for this role? Tag them or share this post! #docusign #IAM #accountexecutives #smb #ambition #storytellers #salescareers #saleshiring #techsales #dreamjob

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When we talk to candidates who want to relocate, it is the ones who have their ducks in a row who stand out… 🗺 Do they have a SPECIFIC place in mind? So many times, I speak to people who 'just want to get out of California' with no particular goal destination. 🏠 Have they looked at the cost of living – especially the housing and rent costs? Usually, people have an idea of this one, but the average cost of a “house in North Carolina” vs. “a house in Winston-Salem” vs. a “house in Burlington” vs. a “house in Cary” can easily be hundreds of thousands of dollars. 🏙 Do they know (or are they seeking to know) how their experience in a different market will translate to experience in a new market? If they build high rises in NYC, the opportunities and the pay to do something similar in Wilmington will be very different. 🧡 Do they have a compelling reason for making a move? E.g. Do they have family in the area? Are they moving for love? Have they spent a great deal of time in the area? Have they done extensive research and can tell me all the reasons the move makes sense for them personally and professionally? ⏰ Do they have a timeline mapped out? A big yellow flag is: “I can start whenever.” Moving is time intensive: they need to consider selling a house or breaking a lease, the spouse’s job, the kids’ daycare/school, packing and unpacking, providing their current employer a two-week notice, getting the dog across the states, etc. 💲Have they considered what realistic salary expectations are in the new market? This is a delicate conversation when someone is moving from NYC to Greensboro, but c’mon, if you are moving from NYC to a town of less than <500K people, if you haven’t begun to consider how your salary might change, this is a very big flag. 🛫 Do they have a preliminary trip planned where they will spend time exploring different communities where they can settle, put in for daycares, and possibly take in-person interviews? When I have early conversations with candidates just dipping their toe into the water, I have few expectations. And, that is fine. Asking these questions is part of my job. However, if when I speak with someone, they DO have this all thought out: I know they’re serious. My advice: talk to a recruiter as soon as you are considering making a move. You don’t need to have everything figured out. Probably, the recruiter can help you (yes, I’ve shared compensation expectations, recommended towns and neighborhoods, passed on realtors’ names, and sent lists of all the best of restaurants). If you DO happen to be ten steps ahead on all these things, I guarantee you will impress me.

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What Happened to the Internal Talent Acquisition Market in Tech? 🤷‍♂️ If you’ve been anywhere near hiring in the last few years, you’ve seen the implosion of internal talent acquisition (TA) teams in tech. I posted recently about hiring for TA positions for our business and I have been inundated. Many from TA leaders who had to let their teams go and recommending people to us. We had Covid, followed by the boom of 2022, the collapse of 2023 and the pessimism of 2024. At its height tech firms were paying huge salaries to build recruitment teams. Recruiters were leaving agency roles in their droves attracted by the nice base salaries. But when the market shifted, they became the first to go. Why? Because they were too expensive and too rigid to survive the turbulence. How Did We Get Here? Built for Boom Times 💥 During the hiring frenzy, companies built massive internal TA teams to scale fast. Throwing six-figure salaries at recruiters, but when the hiring slowed, those teams sat idle. Too Much Fixed Cost 📈 Internal TA teams are great when you’re hiring at full speed, but they’re dead weight during slow periods. That lack of flexibility was their undoing. What’s Next? If the last few years have taught us anything, it’s that tech businesses need agility. The old model of oversized internal teams is gone. Here’s what’s replacing it: AI Is the New Edge 🤖 AI is transforming recruitment. It automates sourcing, outreach and organisation, it personalises outreach and cuts time-to-hire. A team of 5 can do what a team 10 used to struggle with. Agility Over Fixed Costs 💸 Businesses are moving to models like Talent Acquisition as a Service, which scale up or down with demand. Expertise Beats Size 🧠 Instead of hiring large internal teams, companies are turning to specialists who know their markets inside out. Expertise trumps scale every time. The Takeaway The internal TA bubble has burst, It’s forced companies to rethink hiring: move away from bloated, inflexible teams and toward flexible, tech-driven solutions. What’s your take? Drop a comment—I’d love to hear your thoughts. #Recruitment #TechHiring #TalentAcquisition #AI #TAaaS #RaaS #SaaSGrowth

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Job Market Update: The San Francisco Bay Area's labor market has experienced significant fluctuations in recent years, influenced by factors such as the COVID-19 pandemic, tech industry layoffs, and shifts in remote work trends. Here's an overview of job openings, layoffs, and unemployment claims in the region: Job Openings: As of August 2024, the Bay Area added 1,100 jobs, with the East Bay contributing 1,800 new positions. However, the San Francisco subregion, including San Mateo County, saw a loss of 400 jobs, marking the eighth consecutive month of job declines in that area. Bay Area Economy Layoffs: Between January 2022 and May 2023, over 10,000 layoffs were reported in San Francisco, with major contributions from companies like Salesforce, Twitter, and Invitae. San Francisco Standard In early 2023, tech companies such as Zoom, Waymo, and DocuSign announced significant layoffs affecting Bay Area employees. Unemployment Claims: In January 2023, San Francisco's unemployment rate rose from 2.0% to 2.8%, the largest increase since the pandemic's onset. This uptick was partly attributed to tech layoffs and seasonal factors. By August 2024, the unemployment rate in the San Francisco metro area stood at 4.1%, comparable to levels seen in 2015. Overall, while certain sectors like healthcare and education have shown job growth, the Bay Area continues to grapple with challenges in the tech industry and service sectors, impacting employment rates and job availability. Hope is on the horizon along with 1800 jobseekers applying for the same job vs. 5000 jobseekers applying for the same job! :)

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I'm ecstatic to see the #talentacquisition job market rebounding 🙌 Those who’ve been around long enough know even before the latest downturn and covid; turnover, layoffs and hiring fluctuations in TA across tech were frequent challenges. There was just more demand to support ongoing mobility so it wasn’t as problematic. As happy as I am to see TA jobs returning, let’s not forget the past, and be sure to continue to support each other, build for flexibility and please, please, please hire your #recruiters responsibly. Want to join a platform whose mission is to support TA? Join---> HireScale 👍

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Are you reaching out talent via email outreach? How to protect your email domain. Let me break down a critical strategy for talent acquisition professionals. The Email Sourcing Trap Most recruiters make a fatal mistake when emailing candidates. They don't understand the domain reputation risk. The Hard Truth About Email Tools Talent sourcing platforms promise golden candidate lists. But here's the reality: - Not all collected emails are accurate - Invalid emails can destroy your domain reputation - Bounced emails = Spam folder death Email Bounce Breakdown Two types of email bounces exist: 1. Hard Bounce: Email is completely invalid 2. Soft Bounce: Mailbox is full 🚨 Pro Tip: Hard bounces are reputation killers. My Proven Playbook Tactical Email Management - Keep bounce rate under 0.3% - Send max 50 emails daily (including follow-ups) - Use quality verification tools Recommended Tech Stack 1. Email Discovery: Clay 2. Email Validation: Debounce/Million Verifier 3. Email Sending: Instantly/Smartlead Domain Protection Strategies - Use multiple inbox domains - Implement text automation carefully - Monitor and clean spam flags aggressively Want Expert Guidance? Need a deep dive into email outreach strategies? I'm your guy. Let's optimize your talent acquisition approach. Interested in leveling up? Drop a comment. 👇 #recruitment #emailoutreach #talentacquisition

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The Prelude team has done some truly amazing work. I know transitions are hard on understaffed recruiting teams right now, especially when you’re happy with your vendor. The thing I’m most excited about with candidate.fyi is the ease of implementation. If you’re impacted by the Prelude sunset, me know if you have any questions I can help guide you through!

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When it comes to recruiting the best people, it all starts with top-notch recruiting emails. 🌟 I love this tip from my teammate Becca Scherff, Senior Recruiter at Calendly: “I like having an agenda on the booking page so people know what to expect. I let them know that I’ll call them at the number they provide, and we’ll start by discussing their background and interests before getting into role specifics. Letting them know it will be conversational makes the process less intimidating for candidates.” There are so many ways you can make the recruiting and meeting process smoother — for you, your team and interviewees. We're sharing our secrets here: https://calnd.ly/3LkLDTX

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It's CY Q4 2024 in GTM hiring What do I mean? We have 7 business days left in April. If you have not kicked off search efforts for new or replacement talent: ▷ This means 7 days remaining to finalize budgeting & compensation, ideal candidate profile, role requirements, job description, hiring process, search efforts & recruiting strategy. ▷ That gives you 2 weeks in May for market mapping and candidate calibration efforts, & the remainder of May + much of June for interviewing and candidate assessments. (This assumes you are operating with efficiency and have taken steps to ensure calendar capacity for running these important hires through your rigorous hiring process.) ▷ Ready to make offer to top candidate by June 17? Assume the best candidates will ask for ~2 weeks to give notice and / or recharge their batteries for a July 1 start. ▷ Ramp. Let's assume 90 days for your best hires to learn your business & get to a place of full productivity (obviously, this varies. Let's use 90 days as an average) It's now October 1, 2024. 90 days left until it's 2025. Plan accordingly! #hiring #planning

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Are you a Technical Recruiter, but you’ve never written/read a line of code? 🧐 Do you fill GTM roles for your company, but you’ve never sat on a sales call to hear how your company/product is pitched/received by the market? 🫠 Interviewing physicians/clinical talent, but don’t know the difference between Inpatient and Outpatient? 🙃 It’s going to be incredibly difficult to be a true partner in hiring for your teams if you don’t know what they actually do. 👍 #hiring #hiringtoptalent #recruitmentlife  #recruiterlife #dogsatwork #coworkersbelike #recruiterjobs #recruiters #remotejob #remotehiring #jobsearching #interview #talent #peoplefirst  #employeeexperience #recruitmentmanager #newbeginnings #newbeginnings2024 #jobalert

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NOW INTERVIEWING: IT Consulting Account Executive $80k base/ $120k OTE REMOTE - HIRING ASAP our established and growing #privateequity owned #franchise #msp client is looking for their second sales hire under their new #coo who has a deep #Itconsulting and #sales background you will report to the COO and Founder #remote ideal candidate lives near #south #scottsdale -national territory -sell into ANY industry - #manufacturers #majordistributors #financial #construction #hvac #education #localgovernment #transportation #healthsystems being key industries for them -TOOLS: they use monday.com, auto test (ticketing) foot works (quoting) and are open to hearing your thoughts on what tool to use (idr recommends Apollo.io) - they meet Monday morning, and Thursday afternoons via zoom, ideal candidate can work #westcoast hours - founder and coo both live in #arizona - hires in 2 interviews - COO will ask - what is your experience selling technology, how do you do your prospecting - will ask for a short presentation so they can see "how you would present and close" hires in less than 90 min of interviewing (me, founder, coo) - deal size range from $5k MRR (company with NO IT company, that this company is essentially replacing with their INTERNAL consultants) $20k MRR for companies that have internal IT but are looking for augmentation, monitoring, have multiple locations etc. OR up to $60k MRR for example one of their #healthcare clients looking to go from perm equipment to cloud - the company has been attending some local networking events, to build connections with buyers, the coo is VERY open to someone who can attend events on their behalf, or build online relationships/ network online (coo has been working remote for most of his career but sees the value in some of this networking) - this is a FULL cycle position, where you may own/manage this relationship for life, or in some rare cases work with the coo (his established relationships) they have one AM now, who worked with the coo for years. and does account management, customer care and procurement - this coo has lists in Excel (will eventually get a crm) and you will have the ability to call and email - they do not do any sequencing but VERY open to someone who has the ability to bring value, land meeting and close via sequenced emails. They are open to hearing YOUR ideas on what KPIS work (IDR told them 25-50 new, 50-75 dials minimum + other KPIS but are open to letting you do whatever works) - sells a variety of services, via channel relationships like #internet #databackup and wanting to get into more #cybersecurity #solutions - we have a relationship with this new account, via our advisor, who has worked with the COO for over 10 years and says he is a "great guy" :) we agree based on our time with him - commissions are UNCAPPED and OTE is an estimate, since they are #profitmargin heavy and #averagedealsize is inconsistent this is an estimate call me beep me

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NOW INTERVIEWING: IT Consulting Account Executive $80k base/ $120k OTE REMOTE - HIRING ASAP our established and growing #privateequity owned #franchise #msp client is looking for their second sales hire under their new #coo who has a deep #Itconsulting and #sales background you will report to the COO and Founder #remote ideal candidate lives near #south #scottsdale -national territory -sell into ANY industry - #manufacturers #majordistributors #financial #construction #hvac #education #localgovernment #transportation #healthsystems being key industries for them -TOOLS: they use monday.com, auto test (ticketing) foot works (quoting) and are open to hearing your thoughts on what tool to use (idr recommends Apollo.io) - they meet Monday morning, and Thursday afternoons via zoom, ideal candidate can work #westcoast hours - founder and coo both live in #arizona - hires in 2 interviews - COO will ask - what is your experience selling technology, how do you do your prospecting - will ask for a short presentation so they can see "how you would present and close" hires in less than 90 min of interviewing (me, founder, coo) - deal size range from $5k MRR (company with NO IT company, that this company is essentially replacing with their INTERNAL consultants) $20k MRR for companies that have internal IT but are looking for augmentation, monitoring, have multiple locations etc. OR up to $60k MRR for example one of their #healthcare clients looking to go from perm equipment to cloud - the company has been attending some local networking events, to build connections with buyers, the coo is VERY open to someone who can attend events on their behalf, or build online relationships/ network online (coo has been working remote for most of his career but sees the value in some of this networking) - this is a FULL cycle position, where you may own/manage this relationship for life, or in some rare cases work with the coo (his established relationships) they have one AM now, who worked with the coo for years. and does account management, customer care and procurement - this coo has lists in Excel (will eventually get a crm) and you will have the ability to call and email - they do not do any sequencing but VERY open to someone who has the ability to bring value, land meeting and close via sequenced emails. They are open to hearing YOUR ideas on what KPIS work (IDR told them 25-50 new, 50-75 dials minimum + other KPIS but are open to letting you do whatever works) - sells a variety of services, via channel relationships like #internet #databackup and wanting to get into more #cybersecurity #solutions - we have a relationship with this new account, via our advisor, who has worked with the COO for over 10 years and says he is a "great guy" :) we agree based on our time with him - commissions are UNCAPPED and OTE is an estimate, since they are #profitmargin heavy and #averagedealsize is inconsistent this is an estimate call me beep me

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