Matt Coin

Ring Ring..."Hi Tim, I just had to cut my app dev vendor loose and need a new contract principal developer ASAP." Why are calls like this normal at Fox Search Group. Keep reading for the secret sauce recipe. Our team currently averages 24 hours on contractor fulfillment. What happens, though, in that 24-hour period? 🔎 We quickly tap into our existing and non-existent network of specialized talent. ✅ We thoroughly examine all contractors via interview against the requirements of the role to ensure only the best of the best are considered. 📞 We conduct multiple reference checks to validate previous experience and identity 📋 We prepare a thorough candidate profile complete with previous/applicable work experience, a copy of the candidate's resume, clear compensation info, a copy of references conducted, and a concise statement of work. All in 24 hours. If you need short-term or long-term support with tech talent at any level, shoot us a message. Can you imagine going into the weekend having your project support shored up? #ITtalent #techjobs #techcontractors

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MTestHub 👉 https://mtesthub.com OUTCOMES: ✅Reduce time to hire top talent ✅ Save money on recruiting staff and tech stack ✅ Reduce turnover costs by hiring the best engaged talent the first time!

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Looking for a Head of Talent??? I have an amazing passive candidate you should speak with!! 💠 FlanStaff Passive Candidate - Head of Talent - Bay Area/Remote 💠 🔹 Proven Leadership in Talent Management 🔹 Successfully developed and executed a comprehensive Talent Management and Recruiting strategy, leading to a significant 36% reduction in turnover rate, far surpassing the industry average of 3% in the tech sector. 🔹 Employee Satisfaction and Engagement 🔹 Designed and implemented career coaching and performance management programs, resulting in a 10% increase in employee satisfaction ratings, enhancing an already high eNPS from 69 to 76. 🔹 Organizational Change and Leadership Development 🔹 Coached and developed organizational leadership, fostering a culture of excellence and accountability, while effectively driving organizational change and ensuring high employee engagement. 🔹 Expertise in Predictive Index Assessments 🔹 Served as the in-house Subject Matter Expert for Predictive Index assessments, improving the quality of hire by 12% through actionable insights and interpretive readbacks. 🔹 Commitment to Diversity, Equity, and Inclusion 🔹 Co-chaired the first DE&I Committee at her current employer, launching initiatives that included community outreach and partnerships with minority-owned businesses, achieving 100% participation in microaggression awareness efforts. 🔹 Technological Implementation and Innovation 🔹 Spearheaded the implementation of the firm's first applicant tracking software with a 100% adoption rate, and launched industry-first live video webinars to attract top talent, improving recruitment efficiency by 30%. #TalentAcquisition #HRLeadership #RecruitingTrends #TalentManagement #EmployeeEngagement #OrganizationalDevelopment #DiversityAndInclusion #TechRecruiting #HRTech #LeadershipDevelopment #PerformanceManagement #WorkforcePlanning #TalentRetention #HRStrategy #RemoteWork

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Whoever said nothing in life is free, hasn't been to the Hueman RPO eBooks and Guides site... 🔑 Unlock Your Org's Hiring Potential with FREE Resources! 🔑 Looking to level up your hiring strategy? Facing challenges in attracting top talent? 🤔 Whether you're in HR, TA, recruitment, or managing teams... staying ahead in the talent game is critical to business success. Actionable insights on... 🚀 Improving Recruiting Efficiency 📊 Data-Driven Hiring Strategies 💡 Enhancing Candidate Experience 🌍 Building a Diverse Workforce These resources are perfect for HR professionals, hiring managers, and anyone involved in talent acquisition. Whether you're just starting to optimize your hiring process or you're looking for advanced strategies to scale, these eBooks will give you the tools you need to succeed. 👉 Why visit? Save time & money: Learn how to streamline your recruitment process. Stay competitive: Discover the latest trends and best practices. Implement with impact: Get tips you can start using today. Visit the link below and download your FREE eBooks to get started: 🔗 https://lnkd.in/geyPCKgA #Hiring #RPO #Recruitment #HR #TalentAcquisition #Workforce #Leadership #HRTech #eBooks #RecruitingTips #Diversity #TalentManagement #helpyouhire

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✳️Looking Ahead: My Predictions for the Portland IT Hiring Market in 2025✳️ As we near the end of 2024, I’ve been reflecting on the trends shaping the Portland IT hiring market and where I believe we're headed in 2025! Based on current patterns, here are my thoughts: Increased Demand for Cybersecurity Professionals: With the rise in cyber threats, businesses will continue prioritizing cybersecurity. This will result in a higher demand for cybersecurity talent, especially those with specialized knowledge in cloud security, vulnerability management, and incident response. Shift Toward Hybrid and Remote IT Roles: Companies are increasingly open to hybrid and fully remote IT positions. I foresee this trend continuing, especially for roles like software engineers, data analysts, and IT support. This could lead to a broader talent pool as geographic limitations lessen. Growth in Cloud and AI Talent: Cloud technology and AI are taking center stage in 2025. We’ll see more demand for cloud architects, AI specialists, and machine learning engineers to help companies scale, automate, and innovate in their operations. Focus on Diversity and Inclusion: Diversity will remain a key factor in hiring decisions, with more companies looking to create diverse IT teams. This means a continued push for inclusive hiring practices and support for diverse talent pipelines. Shortage of Skilled Talent: The competition for top-tier talent will continue to be fierce, especially for specialized roles. IT departments will need to focus on retention, employee development, and offering competitive benefits to keep their best professionals. What are your predictions for Portland’s IT hiring landscape in 2025? Let’s discuss in the comments!! #PortlandIT #TechHiring2025 #Cybersecurity #AI #CloudComputing #DiversityInTech #HiringTrends

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Choosing the right tech for your recruiting team is more than a purchase, it’s a partnership. Next Tuesday, December 3rd, I’ll be sharing my best advice on how to evaluate tech vendors, ask the right questions, and avoid being sold something that doesn’t serve your team. If you’re tired of sifting through sales pitches and want a clear strategy to find tools that truly fit your needs, this webinar is for you. 📅 When: Tuesday, December 3rd 9am PT 📍 Where: https://lnkd.in/gwRh-P-a Let’s demystify the vendor selection process and ensure your investments pay off. Hosted by Talent Collective and Ashby. #TalentAcquisition #RecruitingTech #HiringStrategy

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Yesterday at #TalentConnect, I sat down with dynamic TA leaders from various companies, and one thing stood out: The most impactful TA leaders see themselves as revenue drivers, profit centers—not cost centers—and true business movers. These leaders understand that TA drives business success, and those who embrace this mindset are the ones who win.

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We asked Money20/20 attendees: What's one word you'd use to describe ZoomInfo Copilot? The answers didn’t disappoint! From "powerful" to "game-changing," it's clear Copilot is leaving a mark on the industry. How would you describe ZoomInfo Copilot? #ZoomInfoCopilot #Money2020

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Now it’s time to sync up with your hosts Leah Daniels and Kevin W. Grossman on The Talent Sync. Leah and Kevin discuss how centralized recruiting structures have the candidate experience edge. The Talent Sync Podcast is a collaborative podcast production about anything and everything recruiting and hiring – literally the kitchen sink on how all things in Talent Acquisition work together, should work together, and how sometimes they don’t. Listen and subscribe today about all things #recruiting and #hiring with The Talent Sync. #TheCandEs JobSync The CandEs The link to listen is in the comments!

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Earlier this week, I brought my fully remote, distributed team together in Napa for a two-day offsite, where I intentionally stepped away from the typical planning and strategy sessions. Instead, I created space for us to simply connect.🙌 The days were mostly unstructured—a welcome break from the daily grind. We shared great meals, stories, and laughter—lots of it.🤣 Here’s what I walked away with: ✅ Immense gratitude for each person I work with. ✅ Confidence that those two days were time well spent. I truly believe that the supportive, psychologically safe environment we’ve built as a team is a direct result of the time we’ve dedicated to getting to know each other, understanding one another better, and prioritizing playfulness and fun. Too often, leaders underestimate the value of this type of connection, dismissing it as "fluff" or making minimal efforts, treating it as an afterthought. But for me, it’s the foundation of a thriving, cohesive team.❤️ Each smiling face in this photo is a big part of why my career is such a fulfilling and positive force in my life.🙏 #leadership #innovation #mentalhealth #peoplefirst #remote #remotework #wfh #humanresources

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It is important for talent acquisition teams to test their system configurations and validate their results and responses. As this one manager recently found out: https://lnkd.in/gSAM9UkF even the most qualified candidates (including themselves) can get auto-rejected by a poorly configured applicant candidate tracking system. It’s a reminder that talent acquisition teams need to regularly test and validate their systems—or risk filtering out top-tier applicants faster than you can say “ATS”. A few misconfigured settings can send perfectly good candidates straight to the rejection pile, costing companies both talent and credibility. To keep your hiring process as efficient and user-friendly as possible, talent teams need to step up their game by slowing down and taking the time and steps necessary to validate configurations before they start sprinting down the track. Regularly audit the system’s criteria, run real-world test applications, and seek feedback from rejected candidates or hiring managers to spot flaws. After all, no one wants to lose a dream hire just because the system couldn’t tell the difference between “Java” the programming language and “Java” the coffee. #talentacquisition #recruiting #hiring #applicanttrackingsystems #ATS #candidateexperience #talentoperations

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📣 Attention all technology leaders! Don't miss the opportunity to connect with talented women in tech at our Virtual Seattle Accelerate Conference on Thursday, May 23, 2024. By sponsoring our conference, you can position your company as a leader in diversity and inclusion. 💡 Here's why you should get involved: 💸 Invest in the Future of Tech: You're not just investing in your company's future, you're helping shape the future of women in tech. We are offering limited-time discounts on sponsorship packages: https://lnkd.in/eUSuTRdN 🔎 Commitment to Gender Equity Goals: Gain access to over 400 women with more than five years of experience in tech who identify as an underrepresented ethnicity. 💻 Design Your Virtual Presence: Stand out with a virtual exhibitor booth showcasing your commitment to diversity and tech advancement. 🎯Recruit Top Talent: Advertise your open positions on our dedicated jobs portal and connect with hundreds of experienced women. 🗣 Share Your Vision: Host an info session and attract potential candidates while promoting your brand. 🎙️ Lead the Conversation: Join a panel discussion and position your organization as a thought leader in the industry. 🔗 Network Like Never Before: Connect, collaborate, and form meaningful relationships with other attendees. Join other sponsors like Atlassian, Abbott, Chewy, Experian, and more. Secure your sponsorship and make a positive impact on your organization today! For more details, click here: https://lnkd.in/eVgscqBZ #womenimpacttech #accelerateconference #techconference #diversityandinclusion #genderequity

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For folks in my Bay Area network... Join me next week at HIGHER’s The State of TA breakfast briefing on Tuesday, June 18th at Chief Clubhouse San Francisco! I'm looking forward to catching up with a bunch of other TA leaders to discuss the challenges we’re all facing across the industry. It still feels like we are navigating uncertain times, but we'll do our best to make sense of it. I hope to see you there!! HIGHER’s The State of TA is grounded in detailed analysis from interviews with TA leaders across the US and Europe, alongside additional context provided by the panel. Here’s some of the topics we’ll cover: - Hiring and turnover: is this holding steady? - Talent quality: can this be defined and what key metrics do others use? - Talent teams: are we reaching the threshold for capacity and how do you bridge the gap between technology, efficiency, and capacity? - DEIB: is this falling down the priority list? Register today to secure your place: https://lnkd.in/gFd7TSE6 [eu1.hubs.ly] 

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Real-world AI in Talent Acquisition: The Truth Behind 1,000+ Placements A reality check from our consulting with 50+ tech hiring managers and TA leaders across various clients last quarter: 📊 The Starting Point: • 72% were deeply skeptical of AI recruiting tools • 89% felt pressured to "implement AI somehow" • Top concerns: Missing great talent & damaging candidate experience After successfully placing over 1,000+ professionals across various Andiamo divisions and clients, here's what ACTUALLY works: 🚫 The Wrong Approach: Jumping straight to AI screening. Yes, there are countless tools promising to revolutionize screening to reject candidates - but the technology isn't there yet. Period. ✅ The Right Approach: Start where it matters most (today) - efficiency, accuracy, and speed of candidate engagement. Real Client Case Study #1: Fortune 500 client company implementing AI for: → Real-time ATS-driven status updates (24/7) → Intelligent scheduling automation → Instant FAQ response system The Results? 📈 Candidate satisfaction increased 89% in just 60 days The Numbers That Actually Matter: • 15 hours/week saved per recruiter • Candidate update response time slashed: 72 hours → 5 minutes • Interview no-show rates down 35% 🔑 Key Insight: Candidates actively prefer automated interactions for routine updates. Speed wins over human touch for *basic* communications. ​Real World Case Study #2: F100 Tech Division Challenge: High applicant volume Previous Approach: AI auto-rejection Audit Discovery: Lost 3 eventual top performers to AI screening Solution Implemented: • AI ranking without rejection power • Human review guaranteed on all ranked candidates  • AI-assisted prioritization Results: • Quality of hire: +22% • Time to hire: -30% The Bottom Line: AI's Role: ✅ Decision support (analyzing and ranking) ✅ Administrative efficiency ✅ Experience enhancement AI's Boundaries: ❌ No autonomous decisions ❌ No replacement of human judgment ❌ No unsupervised operations ❌ Never Use AI For: • Candidate elimination • Final hiring decisions • Cultural fit assessment Additional use cases are being tested now, with data to come in the coming quarter: 1. JD optimization & improvement 2. Enhanced smart resume-to-job matching (again, ranking but never rejecting) 3. Custom interview question generation 4. Automated notes & summary creation Implementation Framework: 1. Comprehensive recruiting touchpoint mapping 2. High-volume task identification 3. AI implementation for admin/engagement 4. Careful expansion to screening support 5. Maintained human oversight 6. Continuous measurement & optimization ⏱ Implementation Timeline: 6-8 weeks 🤔 Leading talent acquisition? Let's talk about implementing this framework as part of our dedicated recruiting TA consulting solutions for your team. #TalentAcquisition #AIRecruitment #TechHiring #RecruitingInnovation #TalentStrategy.

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One of my favorite Rumi quotes is:" Be a lamp, or a lifeboat, or a ladder. Help someone’s soul heal.” I am so grateful that I am able to serve on the board of YouthCare Seattle. Thank you for the opportunity, Degale Cooper. Each year, 4.2 million young people in the U.S. experience homelessness. LGBTQ+ youth are particularly vulnerable. Factors like family conflict, poverty, and lack of affordable housing contribute to this crisis. 🛑 **Challenges Faced by Homeless Youth:** - Basic needs: food, shelter, safety - High risks: health issues, substance abuse, exploitation - Limited opportunities: education, employment ❤️ **YouthCare’s Impact:** In Seattle, YouthCare provides: - Safe spaces, nutritious meals, hygiene facilities - Outreach teams connecting youth to resources - Education programs for high school and vocational training - Mental health counseling and addiction recovery - Transitional housing for independence 💪 **Get Involved:** Supporting YouthCare means directly impacting young lives. Donations fund shelter beds, counseling, and education. Check out their website to see what they need the most. https://lnkd.in/gnzXJUxF Together, we can break the cycle of homelessness and empower youth. Watch this video to see the difference YouthCare makes: #YouthCare #EndYouthHomelessness #SupportOurYouth #CommunityImpact #Volunteer #Donate

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In a world of automation and algorithms, I’ve built my recruiting practice around something simple but powerful: 𝘁𝗮𝗹𝗸𝗶𝗻𝗴 𝘁𝗼 𝗽𝗲𝗼𝗽𝗹𝗲. The talent space is drowning in tools claiming to revolutionize hiring—platforms that scrape data, rank resumes, and automate outreach, promising to streamline the process, lower costs, and make faster, better matches. So why does it feel like these tools are wasting so much of our time? Look at the state of hiring right now:   • AI-powered ATS systems block qualified candidates from ever being considered.   • Talent Acquisition teams are drowning in mismatched, unqualified, or outright fake applications.   • Companies spend more than ever to find the people they need to grow. Is there a better way? When I conduct a talent search, I’m tapping into years of investment—building relationships, and curating a network of incredible talent. That means I can often fill critical roles in days, not weeks, because I already know people who can deliver. And when I reach out to people I don't yet know, it's generally an excellent use of time, if only because we both add someone interesting to our network. This approach isn’t just human—it’s efficient. It respects everyone’s time and focuses on what actually works. In my career, I’ve placed hundreds of candidates into life-changing roles. And every single time, it’s because I leaned into the human side of this business. That’s the approach I’ll always take—no matter how much the world automates. Does this resonate with you? Is all this automation just proving that human connection is the most important thing we have?

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What’s the key to unlocking AI’s true potential? Hint: It’s more than just hiring AI specialists. In his interview with TechCrunch, Gusto’s Edward Kim explains how we’re building an environment where everyone can leverage AI — creating a win-win-win for Gusto, our employees, and our customers. Discover how Gusto is using AI to empower businesses and teams: https://lnkd.in/dCj4brep

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