Michael Dorame

Tech executives, here’s a fresh approach: traditional recruiting models often demand steep fees regardless of outcomes. But IntagHire flips that script with our unique hourly executive recruiting division, saving you over 50% on fees—without sacrificing candidate quality. With IntagHire, you get: ✅ Expert sourcing and screening by seasoned recruiters focused on your niche ✅ Top-tier candidates for critical roles, without the bloated costs ✅ Flexibility to pay only for the time invested, not a premium placement fee In today’s dynamic market, this model is as agile as the tech talent you need. Pay for expertise, not overhead, and get results you’ll want to brag about. 👏 Let’s disrupt the outdated recruiting playbook—smart, flexible, and built for today’s tech industry. https://lnkd.in/gMiXbMkv #HiringInnovation #ExecutiveSearch #IntagHire #TechLeadership

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Hello network, I am still on the hunt for my next remote Recruiter or Sourcer role! I thought I would get a little more into the nitty gritty details of the background that I bring: 🤗 For almost 2 years, I worked at NW Recruiting Partners and Seattle Financial Staffing, LLC where I got my start as an agency recruiter. I handled a lot of contract roles for clients like Starbucks and Avalara, as well as entry level admin roles in the local PNW construction industry. 👏 After NWRP, I got my first taste of in-house recruiting (and Greenhouse ATS) with Formidable (which has since grown to be a part of Nearform) where I was a technical recruiter hiring React Front-end engineers, as well as backend, AWS, and cloud infrastructure roles. Formidable was an incredible organization, where I got to learn so much from Sean Brace and Autumn Bystrom about structured interview processes, diversity and inclusion programming and organizing at work, and collaborating in a globally distributed team. The team downsized before it's transition to the next phase, but I don't regret one second of my time there. Also shout out to R. Ryan Ray and Alex Lande whose slack friendship I miss all the time! 🎮 I found my next place at Prytania Media, a video game development company with over 5 studios that my small recruiting team was helping to build from the ground up. Kevin Imrie, Eva Binder, and Mike Geeter were an incredible team to work and learn beside. I continued learning about the ups and downs of distributed teams, collaborating across time zones, and sourcing incredible executive and mid-career talent. This company does not exist anymore, hence a large scale layoff this last February, so it is hard to directly make reference to, but the relationships I made will carry with me through the rest of my career. 🏆 I am still holding on to optimism for the future. Every time something doesn't work out in my job hunt, I learn a little more about what I want. I am looking for a remote/distributed company with a mission and product that I can get behind, that understands the necessity and strength of building a diverse workforce (not just in times when it is fashionable), where I can learn from recruiting mentors and keep expanding my knowledge in this career path I have grown to love. If you've ever had a positive experience with me as a candidate, I would love your encouragement or a hello in the comments so we can stay in touch! Ps. If you know me, you know I am also a musician! This is a photo from a KEXP session I performed in 2019, and my 4th full length album is getting mastered as we speak. Thanks for reading, thanks for sharing, and to all my fellow job seekers- keep your head up and keep pushing through. We got this!

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This agency recruiter billed 𝐚𝐧 𝐞𝐱𝐭𝐫𝐚 $𝟱𝟴𝐤 in a month, filling difficult roles for Hightouch and Lantern with candidates who weren’t even on the market. Here’s how Grecia Martinez, a full-time recruiter at Recruiting from Scratch, uses Paraform to attract and retain passive clients: 🧡 Leveraging her expanded network: “I’m connected to both long-term clients at RFS, and interesting companies at Paraform now. That’s what made it so compelling for my candidate to work with me, even though he’d otherwise never talk to a recruiter." 👀 Providing candidates more options: “I always have Paraform open when candidates are telling me about their ideal role, to filter for jobs and companies that could be a good fit. I then quickly send over similar options from the platform, based on what they resonate with. People are thrilled to have so many cool companies to choose from.” 🏆 Sourcing top talent from top talent: “Even if my candidates really aren’t looking to switch, they’ll introduce me to people who are. My initial candidate for the Hightouch role wasn’t looking for a job, but he introduced me to Josh, who ended up being a perfect fit.” By using Paraform to offer a wider range of top-tier opportunities, Grecia builds stronger, longer-lasting relationships with her candidates, benefitting both agency and Paraform clients. To learn more about Grecia’s story, check out the link in comments.

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This agency recruiter billed 𝐚𝐧 𝐞𝐱𝐭𝐫𝐚 $𝟱𝟴𝐤 in a month, filling difficult roles for Hightouch and Lantern with candidates who weren’t even on the market. Here’s how Grecia Martinez, a full-time recruiter at Recruiting from Scratch, uses Paraform to attract and retain passive clients: 🧡 Leveraging her expanded network: “I’m connected to both long-term clients at RFS, and interesting companies at Paraform now. That’s what made it so compelling for my candidate to work with me, even though he’d otherwise never talk to a recruiter." 👀 Providing candidates more options: “I always have Paraform open when candidates are telling me about their ideal role, to filter for jobs and companies that could be a good fit. I then quickly send over similar options from the platform, based on what they resonate with. People are thrilled to have so many cool companies to choose from.” 🏆 Sourcing top talent from top talent: “Even if my candidates really aren’t looking to switch, they’ll introduce me to people who are. My initial candidate for the Hightouch role wasn’t looking for a job, but he introduced me to Josh, who ended up being a perfect fit.” By using Paraform to offer a wider range of top-tier opportunities, Grecia builds stronger, longer-lasting relationships with her candidates, benefitting both agency and Paraform clients. To learn more about Grecia’s story, check out the link in comments.

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It’s disheartening to see so many incredible people continue to be impacted by layoffs. 💔 According to Layoffs.fyi, over 300 tech companies have undergone restructuring in 2024, and we know the actual figures are likely much higher. I wanted to take a moment to share some resources that I hope will be helpful for those navigating the current job market and seeking their next opportunity. (🔗 in the comments.) - NoCodeOps: Their platform is a hub for everything no-code — from learning resources to a vibrant community. Their free job board offers a variety of roles across development, project management, and design in the no-code realm. Huge thanks to Philip Lakin for passing this along to me. - Otta.com: This free platform gives you access to 3,500 top companies and 70,000+ live jobs. Receive alerts that align with your interests, location, comp range, and more. - RemoteJobs.io: Browse remote job openings and receive personalized results. They offer a two-week plan for $3 or monthly plans starting at $5.95/month. - Elpha: Elpha was founded by women and supports women in tech through networking, coaching/mentorship, virtual events, and job opportunities. I'm proud to be an active Elpha member. DM me for my referral link! Also, Zapier is hiring! ⚡ We’re fully remote with teammates spread across 18 time zones. We have open roles within #Engineering, #Product, #Marketing, #Sales, and #Support. If your experience aligns with most of the job requirements, apply! Our amazing team of Sourcers and Recruiters reviews all applications themselves (this is no small feat!), and we strive to provide updates within seven days. I know what it’s like to not hear back from a company for weeks or (sadly) months, and I’m proud that at #Zapier, we commit to providing a better experience. We also have a talent community that folks can join to stay in touch with us as new roles open. Interested in learning more about what it’s like working here? Check out the video I’ve included in this post. It was an honor working with our video crew and my incredible teammates who volunteered their time at one of our recent retreats to share their experiences at Zapier! 🧡 If you have any questions about a hiring process you’re in or you’d like to know more about what it’s like working at Zapier, feel free to share them in the comments. I'm happy to help in any way I can. #InThisTogether #RemoteJobs #HiringNow #InterviewResources 

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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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😎 How will AI displace recruiting? The longer I’m in the recruiting industry, the more I realize recruiting will never be fully taken over by an AI agent, mainly because humans are pretty self-absorbed and don’t really care for non-humans, especially the more senior one gets. - The thought Process? Most people were aware when Deep Blue beat Kasparov in Chess. Also when AlphaGo beat Lee Sedan in Go. Everyone is so engaged when its AI vs Human.  Everyone talks about it, everyone thinks it’s an end of an era. - The reality?  After AlphaGo, AlphaGo Zero was far stronger, then MuZero was again far stronger. Most people don’t care that one AI is better than the other, if they are both better than you/human. I don’t know anyone who actually watches top tier AIs competing with each other, but I know a ton of people watching a bunch of crappy players play. No one cares about AI in the way they care about other humans. Ultimately it’s not about the best or even about quality. Humans make decisions based on some sort of connection. Being human automatically gives that connection. Does anyone actually prefer the automated call center support over a human being, other than the company saving money? Anyone user who has any sense of ‘value’ will always prefer a human. Processes and tools will definitely get better/efficient and change overall, but I can’t see this fundamental aspect of human nature changing. Thoughts?? ------ #venturecapital #startups #networking #careers #technology #nextgenerationrecruiting #スタートアップ #ベンチャーキャピタル #ネットワーキング #キャリア #テクノロジー

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⚠️ TA Leaders, you're sitting on a massive opportunity ➡️ Organic career site traffic are 3X more likely to be hired than from job boards ➡️ 50%+ of organic visitors leave without sharing any info or applying ➡️ Without insights/data on these visitors, career site conversion rates will remain stagnant and low We're offering a free career site conversion analysis to help you uncover and measure your untapped opportunity. ⬇️ Our analysis dives deep! Check out what you'll learn below ⬇️ Sign up now (link in the comments)

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AI in Recruiting: A Hiring Superhero or Villain? Artificial intelligence (AI) is shaking things up in the recruiting world, but is it here to help or hinder your hiring process? Let's break it down: AI's Superpowers: 🦸‍♂️ Faster Sorting & Screening: AI can filter through resumes in a flash, saving you time and resources. 🧠 Smarter Candidate Matching: Algorithms can identify promising candidates based on skills and experience. 🕒 24/7 Assistant: AI chatbots can answer basic candidate questions, freeing you for more strategic tasks. But AI Needs a Partner: 🤝 Human Judgment is Key: AI shouldn't replace your gut instinct! Use AI for initial screening, then conduct in-depth interviews to assess cultural fit and potential. 🌍 Diversity Matters: Ensure AI tools are free from bias and don't unintentionally exclude qualified candidates. The Verdict? AI is a Powerful Ally! When used wisely, AI can be a valuable tool in your recruiting arsenal. It streamlines the process, helps you find top talent faster, and frees you up to focus on building your dream team. If you’re looking for a talent partner who can help you streamline your hiring, contact Snelling Gwinnett today! We are ready… #artificialintelligence #recruitingtrends #diversity #futureofwork #snellingstaffing

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AI in Recruiting: A Hiring Superhero or Villain? Artificial intelligence (AI) is shaking things up in the recruiting world, but is it here to help or hinder your hiring process? Let's break it down: AI's Superpowers: 🦸‍♂️ Faster Sorting & Screening: AI can filter through resumes in a flash, saving you time and resources. 🧠 Smarter Candidate Matching: Algorithms can identify promising candidates based on skills and experience. 🕒 24/7 Assistant: AI chatbots can answer basic candidate questions, freeing you for more strategic tasks. But AI Needs a Partner: 🤝 Human Judgment is Key: AI shouldn't replace your gut instinct! Use AI for initial screening, then conduct in-depth interviews to assess cultural fit and potential. 🌍 Diversity Matters: Ensure AI tools are free from bias and don't unintentionally exclude qualified candidates. The Verdict? AI is a Powerful Ally! When used wisely, AI can be a valuable tool in your recruiting arsenal. It streamlines the process, helps you find top talent faster, and frees you up to focus on building your dream team. If you’re looking for a talent partner that who can help you streamline your hiring, contact Snelling Gwinnett today! We are ready… #artificialintelligence #recruitingtrends #diversity #futureofwork #snellingstaffing

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Attitudes toward resume gaps seem to be changing. While they once were considered a serious red flag for job candidates, today we’re seeing more people talking openly and without reservation about taking a break from employment. When you’re applying for a job and you have resume gaps, you can be sure the recruiter will ask about them. Better prepare upfront what you’re going to say. https://buff.ly/3XBatGb #nuwhï #nuwhïcareers #jobinterview

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Another great list of HR remote jobs from Daniel Hines — Check out more than 180 remote and hybrid HR jobs on HRJobsRemote.com #humanresources #hrjobs

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❄️ 12 Days of Recruiting Tips ❄️ Day 8: Get a Jump on Next Year’s Recruiting Now As we head into the final quarter of the year, many companies are wrapping up their budgets and preparing for a big hiring push come January. But Q4 is actually a prime opportunity to snag top talent before the competition heats up. Why? As budgets solidify and hiring teams gear up for the new year, the market can be a bit quieter in Q4—which means less competition for high-quality candidates. If you're proactive now, you can position yourself ahead of the pack when the first wave of recruiting begins in January. 🙌

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I have been recruiting for the state of California for over 4 years now. One of the most common mistakes I see in applicant pools is that candidates are submitting an incorrect version of the "Statement of Qualifications." I made a previous post recently about the most common mistakes I see in the application process, but this is a mistake that private *and* public sector employees are making when they are applying to CA. state jobs. It's an automatic DQ from the recruitment process if not done correctly, and I wanted to highlight what a "Statement of Qualifications" is for California state job seekers and hopefully help someone that may need it! Not every job will require this exercise, but it is important to read through the CalCareer job posting thoroughly and check the "Required Application Package Documents" section to ensure you are submitting all the required documents. I am including a screen shot here of a SOQ exercise for a great opportunity I am recruiting for to hopefully reach those who might not be doing this step correctly. You can see that there are specific directions as far as font and page length go. There are also specific questions that the hiring manager has listed on the job posting that they are requiring applicants to respond to. In the private sector we are used to a "summary of qualifications" which is similar to a cover letter or professional summary, but with the state it's different. Including some helpful resources here, but please feel free to reach out to me if you have questions or need help. That's what I am here for! How to write an SOQ: https://lnkd.in/gWby9Pu3 How to get a state job/tips (videos from Work4CA): https://lnkd.in/gBHk8fZF

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Happy Thursday LinkedIn Family: Current Recruiting Trends! AI and Automation Dominate: AI-driven tools are revolutionizing the talent acquisition landscape, with 99% of recruiting teams adopting automation or AI in some form. These technologies are helping to streamline processes like candidate sourcing, interview scheduling, and even the generation of job descriptions. This shift is freeing up recruiters to focus on high-quality human interactions, ultimately improving the candidate experience​ (McKinsey & Company, GoodTime) Skills-Based Hiring on the Rise: The movement towards skills-based hiring continues to gain traction. Employers are increasingly prioritizing specific skills over traditional credentials like degrees. This trend is evident across various sectors, with LinkedIn reporting a significant increase in job postings that do not require a degree​ (Recruiting News Network, Korn Ferry | Organizational Consulting). Focus on Talent Retention: Talent retention has emerged as a critical concern, especially in the face of a shrinking talent pool and high employee turnover rates. Talent acquisition leaders are now seen as key players in retention strategies, emphasizing the importance of hiring candidates who are adaptable and resilient, and ensuring transparency about organizational challenges during the hiring process​ (GoodTime). Tech Investments for Goal Achievement: High-performing talent acquisition teams are significantly more likely to invest in upgrading their technology. Tools like AI-powered analytics and automated scheduling are linked to higher achievement of hiring goals, indicating that strategic tech investments are becoming a crucial factor in recruitment success​ (GoodTime) Quality of Hire as a Key Metric: Measuring the quality of hire has become the most important performance metric for talent acquisition teams in 2024. This shift reflects a growing recognition that long-term employee success is a more valuable metric than just filling positions quickly​ (GoodTime). These trends highlight the increasing importance of technology in talent acquisition and the shift towards a more skills-focused, retention-driven approach to hiring.

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