Maggie Desmarais

Unlock Hidden Job Opportunities with Google X-Ray Search 🚀 Job hunting in 2024 is competitive—standing out requires more than just applying on job boards. Here’s a secret weapon: Google X-Ray Search. 🔍 What is it? It’s a method of using Google’s advanced search operators to find hidden job postings, discover recruiter profiles, and access company career pages. Here’s how you can start ✅ Use site: to search specific websites (e.g., site:linkedin.com). ✅ Add keywords like roles, skills, and locations: Example: site:linkedin.com ("data analyst" AND "Python") "remote" ✅ Exclude irrelevant results: -freelance or -recruiter. ✅ Go beyond LinkedIn—search GitHub, niche job boards, and even company websites. Why Use It? ✨ Find hidden opportunities most people miss. ✨ Broaden your search to niche platforms. ✨ Identify and reach out to decision-makers directly. With a bit of creativity, Google X-Ray Search can help you uncover roles and connections you didn’t know existed. 🌟 Have you used this method in your job search?

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~~~Open call to recruiters / hiring teams that DO use AI tools for hiring~~~ PM me if you use these and would be open to talking about how they help your recruiting or hiring practices on my How I Hire Podcast. I'm open to inviting someone working for a company that produces AI-based ATS tools to the podcast as well. Caveat to this request: Yes, I follow and learn daily from a great tribe of recruiters who explicitly do not use AI tools. I am listening to what you say, and your advice matters to me. But someone out there must be using these tools to even thinly substantiate the pervasive premise that job seekers somehow have to "beat" the system. What *is* this elusive system? If it's out there, and a quick Google search suggests these tools exist, then the rest of us truly want to know. If this is your practice or industry, this is your chance to help us learn from you.

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TA TIPS TUESDAY : Unlocking the Secrets to Successful Recruiting! 🚀 In the ever-evolving world of talent acquisition, staying ahead of the curve is key to attracting and securing top talent. After years of experience and countless successful hires, I’ve gathered some invaluable recruiting insights that I’m excited to share with my network! 🔍 Tip #1: Candidate Experience is King - In today’s competitive job market, the way candidates perceive their interaction with your company can make or break a deal. Ensuring a smooth, respectful, and communicative process is paramount. 💡 Tip #2: Leverage Technology, But Keep the Human Touch - Automation tools and AI can streamline the process, but nothing replaces the personal connection. Use technology to enhance, not replace, human interaction. 🌟 Tip #3: Build Your Employer Brand - Candidates are not just looking for jobs; they’re looking for the right culture fit. Showcase what makes your company unique and a great place to work. 🔄 Tip #4: Engage Passive Candidates - Sometimes the best talent isn’t actively looking. Engaging passive candidates can unveil hidden gems who might be open to the right opportunity. 🤝 Tip #5: Foster Internal Referrals - Your current employees can be your best recruiters. A strong internal referral program can bring in high-quality candidates. ✨ Recruiting is both an art and a science, and sharing knowledge helps us all grow. If you have a recruiting tip or insight you’ve found particularly effective, I’d love to hear it! Let’s make talent acquisition better for everyone. #RecruitingTips #TalentAcquisition #HRInsights #LinkedInNetworking

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I’ve been supporting Evidently Me with other Advisors on a groundbreaking platform set to tackle some of the biggest challenges in hiring today. With 2024 bringing more tools than ever to our industry, Evidently Me is taking things a step further by offering a fresh approach to hiring that doesn’t rely on email or Google Forms. Their system helps prevent missed candidates, eliminates inconsistent data, and keeps the spam at bay! If you’re in a startup where traditional ATS solutions feel out of reach—Evidently Me is looking for early adopters to try out their beta. Their platform focuses on using real work samples alongside CVs, making it especially powerful for early-career or "skills gap" roles where candidates may not have the most impressive CVs but do have great projects to showcase. If you want to get involved and try out the platform, contact Thomas Chiu #HiringInnovation #TalentAcquisition #HRTech #EvidentlyMe #RecruitmentTools #TalentCommunity #Startups

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Today's Ashby Hidden Gem: How to seamlessly transition from SOBO outreach to a recruiter screen without sacrificing the candidate experience—or requiring your HMs to lift a finger. THE PROBLEM: Many sourcing tools offer SOBO (Send On Behalf Of) to boost response rates by reaching out on behalf of a hiring manager or exec. However, the handoff from 'candidate reply' to 'scheduling a recruiter screen' can often be clumsy—responses can be missed, or HMs may need to manually forward emails to recruiters. THE SOLUTION: -In Ashby, when a SOBO email receives a reply, the recruiter who set up the SOBO is notified instantly. -They can then navigate directly to the lead profile, where all email communications are automatically synced. -Crucially, they can click "reply to thread" directly from the candidate profile and select the inbox they want to respond from (e.g., responding as the hiring manager to say, "Great, here's my recruiter, they'll be in touch to schedule a conversation"). -Since email signatures are automatically synced in Ashby, and the response is part of an existing thread, the candidate experiences a seamless interaction with the hiring manager—even though the HM didn't lift a finger. ------------------------------------------------------------------------ #ashbyhiddengems is an ongoing series I'm curating - the goal is to post 4 or 5 of these a month. Follow the hashtag if you don't want to miss anything! The core audience is existing Ashby customers, and each post will highlight an existing Ashby feature which I think is underutilized or 'slept on' because of the depth and breadth of the platform (and how often our product team ships new features).

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Here's my 2024 LinkedIn Rewind, by Coauthor.studio: 2024: The year I discovered that great recruiting isn't about algorithms—it's about human connection. When I launched STRM Recruiting this year, I wasn't just starting another talent acquisition firm. I was reimagining how professionals find their purpose and how companies discover their next game-changing team members. Here's how we broke the traditional recruiting mold: • Built STRM Recruiting with a laser focus on authentic, purpose-driven talent matching • Launched "The All In Recruiting Podcast" to challenge conventional hiring wisdom • Joined KCL Engineering as Talent Acquisition Manager, proving that entrepreneurship and strategic roles aren't mutually exclusive Three moments that defined my year: 1. STRM Recruiting Launch "Great things take time to build, and I've put in the work to ensure authentic, meaningful connections." https://lnkd.in/gzcjpfVj 2. KCL Engineering Role "Life moves in chapters, and with each transition, there are new lessons and opportunities." https://lnkd.in/gBPm9W6r 3. Podcast Debut: Questioning Recruitment Norms "Are we not past the era of proving our worth in a one-pager?" https://lnkd.in/ge5PTtin Beyond the metrics (hello, 9,000+ LinkedIn community!), this year was about proving that recruiting is a craft—not just a transaction. 2025 is about scaling STRM's impact: revolutionizing how we think about career development, one genuine connection at a time. The future of recruiting isn't about filling roles—it's about fueling human potential. Let's gooo! 🚀 #RecruitingRewind #CareerTransitions #Entrepreneurship #PodcastLife #CommunityImpact #LinkedInRewind #Coauthor #2024wrapped

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𝟮𝟬𝟮𝟰 𝗛𝗶𝗿𝗶𝗻𝗴 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀: 𝗞𝗲𝘆 𝗢𝗯𝘀𝗲𝗿𝘃𝗮𝘁𝗶𝗼𝗻𝘀 As we look back on 2024's recruitment landscape, several pressing challenges have shaped the talent acquisition conversation. Here are some quick insights into what tested hiring teams the most: 𝗧𝗵𝗲 𝗥𝗲𝗮𝗹𝗶𝘁𝘆 𝗖𝗵𝗲𝗰𝗸 𝗼𝗳 𝟮𝟬𝟮𝟰: 👩‍💼 The skills gap widened into a skills canyon 💰 Salary expectations soared under economic pressure 🔧 Hybrid work shifted from 'perk' to 'prerequisite' 🤖 AI integration moved from buzzword to business-critical ⏱️ Speed-to-hire emerged as a decisive factor in securing top talent As we move into 2025, these challenges remain relevant, but 2024 has equipped hiring teams with new strategies and perspectives to tackle what lies ahead. #KeylimeConsultants #RecruitmentTrends #2024Review

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Do you plan to utilize LinkedIn's upcoming AI features in your job search? 🤔 For job searches and job applications, conversational prompts are being added. You can also generate a cover letter + AI can help review your resume. I hope it helps those find roles that match their criteria, but I wonder how helpful it truly will be. #ai #ml #future #recruiting #career #jobs

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[for my very close recruiting network] EQ Engine is *thoughtfully* looking for two full-desk Technical Recruiters (who excel at sourcing) to join our small, tight-knit team on a consulting basis. About EQ Engine + the Opportunity: We have curated a portfolio of extremely high-quality startup opportunities that are simply not available to the average job-seeker, and require truly gifted candidates. Candidates and clients alike see the difference in our approach, commitment, and results. In order to keep the quality of our partnership high, we are keeping the bar on our recruiting team extremely high, so please know I will only be responding to people I personally know and have worked with. Location: Remote from USA **We strongly prefer tenured recruiters with a network of engineers to offer our search portfolio on Day 1, not just a hired gun. So, a few years of experience working in SF, NYC, SEA, Austin or any major tech hub is strongly preferred. Ideal Recruiter Profile ✅ You are a proactive, trustworthy owner ✅ 5+ years of technical experience in sink/swim recruiting environments - a mix of agency, startup during hyper-scale or very early stage startup experience is ideal ✅ As a recruiter, you dig in on candidate motivations, and can speak engineering, software, product, ML and system architecture ✅ You know what is going on in AI, which GPT was most recently released, how many AI companies are in SF vs NYC...things like that :) ✅ You can source anything, and iterate quickly on a new profile until you are calibrated...then you hit the target over and over, because it is fun! ✅ You are a passionate seller who can embody the ethos of a company with your communication, and truly be a partner to me, clients, candidates and our team ✅ You have experience managing clients 1:1 in tough situations, and would be comfortable partnering to co-manage clients with me, at times ✅ You take your craft seriously, and think strategically as well as creatively, always looking for competitive advantages and experimenting with new ways to do things ✅ You have opinions, but know when to push back, when to give, and when to drop what you are doing to focus on something more important ✅ You have experience working on highly specific Engineering/Technical searches, and placing candidates 💰Compensation: I take very seriously the opportunity to own EQ Engine - which to me, is an opportunity to not only build the future, but along the way to help good recruiters who are great people to build the type of life they'd like for themselves. There is real potential for financial + skillset gains, if you want to focus. I'm happy to share revenue figures with you 1:1, they are quite compelling. Thank you for reading! As a reminder, I will only respond to people I actually know, so call/text if you'd like to be considered quickly - thank you. Thank you! - Ryan

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How professional virtual recruiters like me can be game-changers for Amazon Delivery Service Providers (DSPs), without breaking the bank? As a DSP owner, finding top talent is crucial, and navigating the hiring process can be time-consuming and costly. That's where virtual recruiters come in. Here's why they're a smart investment: 1️⃣ Cost-Effective Solutions: Virtual recruiters like me and my team offer cost-effective hiring solutions, allowing DSPs to access professional recruitment services without the hefty price tag. With flexible payment models and competitive rates, you can streamline your hiring process while keeping expenses in check. 2️⃣ Specialized Expertise: Virtual recruiters bring specialized expertise in sourcing, screening, and hiring candidates specifically tailored to the needs of DSPs. Their industry knowledge and networks can help you find qualified candidates quickly and efficiently, saving you valuable time and resources. 3️⃣ Scalability: Whether you're ramping up hiring during peak seasons or expanding your delivery operations, virtual recruiters offer scalability to meet your evolving workforce needs. You can scale up or down as required, without the burden of maintaining a full-time recruitment team. 4️⃣ Focus on Core Business: By outsourcing recruitment tasks to virtual recruiters, DSP owners can focus on core business priorities, such as optimizing delivery routes, improving customer satisfaction, and driving business growth. This allows you to allocate resources where they're needed most, enhancing overall operational efficiency. 5️⃣ Quality Candidates, Faster: With a virtual recruiter like me and my team, managing the hiring process, you can attract and onboard quality candidates more efficiently. Their expertise in candidate sourcing, screening, and selection ensures that you find the right talent to drive success for your DSP. Ready to elevate your recruitment strategy and build a high-performing delivery team? Consider partnering with me to unlock these benefits and more! #AmazonDSP #Recruitment #VirtualRecruiters #DeliveryServices #BusinessGrowth

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“Tech hiring is changing, but it’s definitely not slowing down. Despite some ups and downs like layoffs, we’re seeing a lot of job growth overall. According to CompTIA, tech jobs are expected to grow twice as fast as overall employment in the U.S. over the next decade.” - Todd Weneck, Vice President, Technology    To attract and retain top tech talent it's essential to take note of key industry trends in today's market. Learn how business leaders plan to execute their key technology initiatives with our latest insights:

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👋 Who is ready for the first step in the TA Empathy Revolution - the Talent Acquisition Integrity Playbook 📙 🙏 But, we need your help! There’s no shortage of LinkedIn posts about poor candidate experience from TA influencers, TA job hunters and others in our industry. We see posts every day generating engagement and conversation on the below issues and more 👇 👉 Ghosting 👉 Impersonal rejections 👉 Broken ATS processes 👉 Delayed feedback 🚨 But where’s the real action plan? Where’s the drive for true change? Who is putting their hand up in TA and saying "Yep, sorry, we must do better!"? After initial discussions within the TotallyTA community and in collaboration with the brilliant Simon Burton, we’re thrilled to propose something that could be a start? This isn’t just a list of ideals, it’s a set of non-negotiable principles of excellence designed for 2024 and onwards, ensuring we hold ourselves accountable as TA professionals and drive real, lasting change in our field. Here’s a preview of some core TA tenets we’re proposing: 🤩 Commitment to Community Support 👉 Actively supporting jobseekers and underrepresented groups proves we’re invested in the talent ecosystem, not just immediate hiring needs. 🤩 Authentic Social Media Engagement 👉 Prioritising real, meaningful content over clickbait builds trust and positions us as credible, respected voices in TA. 🤩 Respectful Candidate Experience 👉 Sticking to consitent and transparent hiring processes shows respect and reduces “ghosting,” enhancing our employer brands. 🤩 Stakeholder Integrity and Education 👉 Equipping hiring teams with the right knowledge on DEI, interview quality and feedback practices means a fairer, more inclusive candidate journey. 🤩 Respect and Collaboration 👉 A culture of respect internally translates into better external relationships with candidates and partners, reinforcing a people-first approach in TA. Join us at our next TotallyTA meeting on 20th November to have your say on what the TA Integrity Playbook could look like and how we'll hold ourselves accountable. Whether you’re a 👇 👉 TA Exec 👉 In House TA Partner 👉 Embedded Talent Partner 👉 Recruitment Consultant 🧡 You are all an important part of the TA process. 👩‍🔬 This is your chance to help shape a new standard in candidate experience and TA excellence. 🏗️ Let’s build a practical, actionable framework to kickstart the empathy revolution in Talent Acquisition! Join Lauren Roberts, Neil Currams, Simon Burton, Ann-Marie Gothard, Simon Middlehurst, Danny Lee, Akeel Mohammed, Scot Ferguson, Wendy King, myself (pictured below) and dozens more next week! Sign up 👉 totallyTA.com

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"Tech hiring is changing, but it's definitely not slowing down. Despite some ups and downs like layoffs, we're seeing a lot of job growth overall. According to CompTIA, tech jobs are expected to grow twice as fast as overall employment in the U.S. over the next decade." - Todd Weneck, Vice President, Technology To attract and retain top tech talent it's essential to take note of key industry trends in today's market. Learn how business leaders plan to execute their key technology initiatives with our latest insights:

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SALES, SALES, SALES - Let's meet & work together for the rest of your sales career - Account Executive Opening$ 💘 Revenue Tool - SaaS Series B $125- $150k base $1m- $1.2m quota $7k- $500k deal size selling into #saas #sales #gtm teams actual inbound $$ growing their sales team from 5-12 SDR support (one on one for now) for #startup rep$ only 💘 Direct to Healthcare Tool - SaaS Series B $900k quota Some SDR support ideal candidate has worked with #insurance and has #saas background 💘 Manufacturing ERP Account Executive & Implementation Consulting org $95-$110k base. $200k++ OTE $200k+ deal size Must MUST MUST have sold #erp to manufacturing companies this is NOT a platform, or a RESELLER, this is a CONSULTING ORG that sources, refines fit and works with the customer throughout a very long up to 2 year implementation process - you will be the #csm #am NO COLD CALLING OR SALES EMAILS you will work DIRECT with JUST the founder open to seeing #sdrs who have sold #erp to manufacturers who want to get out of software, and into consulting - SDR Opening$$ 💘 Direct to Healthcare Tool - SaaS Series B 10+ qualified attended meeting a month selling into #hr mostly within #nonprofits and #homehealthcare $55-$65k base, up to $200+ per qualified, attended meeting do not contact me if you aren't going to take my coaching seriously :) cold call me 10x in a row text me send me a blind invite do what you got to do <3 #sales #salesrecruiter #gtmsales #founderledsales #saleshiring #salesjobs

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#nowhiring 2 different in-office SaaS Account Executive roles. Please check the details - ping me if you match them! Role 1 – Location: Seattle, WA In-office: ✅ Product: A must-have Ai solution for digital content that's already used by Reddit, Glassdoor, etc - and is an NVIDIA partner. Comp: max of $300k OTE + Equity - (and quota is designed to be exceeded!) Role 2 – Location: Chicago, IL In-office: ✅ (WFH Fridays) Product: An established, dynamic people-data tool that is newly being sold into enterprise rev/marketing teams! The growth has been a hockey-stick from the last 3 quarters. Comp: max of $220k OTE with Equity after your first year. (quota is attainable and exceedable!

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The best talent leaders strike a balance between being “people people” and goal-oriented systems thinkers: --> They view hiring as an engine that should be repeatable, predictable and scalable --> They care about data -> “what you can’t measure you can’t manage” --> They demand clear TA success metrics from the C-suite --> They translate their goals into clear, measurable KPIs for the TA org --> They build rapport, influence and respect w/ peer leaders of other depts --> They operate with conviction and clarity --> They do whatever it takes to close the best talent (help close, call in favors from the CEO, whatever. it. takes.) Strong TA leaders are both empaths *and* great business minds who can execute on the strategic goals of the CEO in a systematic fashion.

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Behind the Scenes of a Recruiter’s Life! Recruiting isn’t just about matching talent with roles—it’s about building connections and uncovering hidden gems 💎. Today was a perfect example: between reviewing resumes and connecting on calls, I not only found some amazing candidates but also scored ALL the insider tips for my upcoming NYC trip from one of them! It was a great reminder that our work is just as much about people as it is about placements. To my fellow recruiters: cheers to the calls that bring us great candidates and great travel recs! ✈️ 2H Talent #ConstructionRecruiting #TalentConnection #RecruiterLife

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💡Election thoughts from a Recruiter I know many of you had heard or know first hand that an election year can result in a down job market. Employers are faced with a lot of uncertainty and have investors/stockholders to think about. I’ve seen it this year. How will the market/economy react? Smart people have theories, but ultimately we must simply wait and see. Who suffers? 1. The job seeker who is quickly running out of their emergency fund or never had one. 2. The hiring manager who now has to cover another territory and starts updating their resume. 3. The client - the doctors, administrators and clinicians who are in need of attention and customer service. The list goes on and on. I really don’t care which direction you vote. Political minds aren’t changed and we need to just accept it. What I do know is that we have so much more in common than what differs us. We all want to be happy and excited for the future. To be able to take care of our families. To enjoy our lives with those closest to us. I speak with over 100 different people each month from every part of the country. Never has the election come up. The rhetoric you hear and see on social media has us believing we’re divided. We aren’t. We’re all Americans. As the next few days unfold, let’s all remember that at the end of the day we’re Americans - with goals, families, friends, and challenges. Regardless of the outcome, let’s all remember our priorities in life and consider those who are still hunting for new job. So, while the job market may be in flux right now, know that this will change. Stay positive, focused and determined to find your next career. ❤️ #thoughtsfromarecruiter #AmericaUnited

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Jessica Williams has exciting news I had to share with my fellow #jobseekers. Now's the time to invest in yourself and your future‼️ Now's the time to snatch that higher salary‼️ Now's the time to make that career transition‼️ Now's the time to put you and your dreams first‼️ 👋🏾We'll see you there. 💸Special Early Bird Price: $150 #virtuallearning #jobsearch #unemployment #careertransistions #techcareer #careers #6figures

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