Coffee Shop Recruiting

Most professionals eyeing new jobs are open to changing industries, LinkedIn data shows. But making a big leap comes with a big question: How do you push past the fear of starting over? Terry Crews told LinkedIn Editor-in-Chief Daniel Roth that transitioning from the NFL to sweeping a factory floor was a blow to his ego — until he realised: "Nobody's even thinking about me." That shift in perspective changed everything. Crews stopped seeing career pivots as setbacks and started embracing them as opportunities — leading him to try acting, a move that launched his second career. "Sometimes your greatest hopes are destroyed to prepare you for something better," he said. What’s the boldest career risk you’ve taken? What did you learn? Drop a comment and check out more LinkedIn data on career transitions here: https://lnkd.in/gUJm4BmN

8 must-ask questions at interviews, (and why they matter): 1. “What does success look like in this role?” ? Why: Demonstrates you’re results-driven and focused on meeting their expectations from day one. 2. “What are the biggest challenges facing this team?” ? Why: Shows you’re proactive, solution-oriented, and prepared to tackle real issues. 3. “What are the company’s top priorities right now?” ? Why: Highlights your interest in contributing to the bigger picture, not just the role. 4. “How will this role evolve over time?” ? Why: Offers insight into growth opportunities and the company’s plans for the position. 5. “How is performance measured in this role?” ? Why: Reflects your accountability and focus on delivering measurable outcomes. 6. “What opportunities for learning and growth are available here?” ? Why: Signals your long-term commitment and interest in continuous improvement. 7. “What is your favorite thing about working here?” ? Why: Provides a personal, authentic glimpse into the company culture and values. 8. “Is there anything about my background you’d like me to elaborate on?” ? Why: Invites them to address any doubts while showcasing your adaptability and confidence. — Why you must ask thoughtful questions: ? Create a Strong Impression: Thoughtful questions show curiosity, preparation, and genuine interest, setting you apart from other candidates. ? Interview Them Too: Use these questions to determine if the organization’s values, culture, and opportunities align with your goals. ? Build Connection: Asking personal and culture-driven questions fosters rapport with the interviewer. ? Make Informed Decisions: Understanding their priorities and expectations ensures the role is a good fit for you. — Additional must-know tips: Timing matters. ? Early: Ask about success metrics and challenges to show alignment. ? Later: Save culture-focused and personal questions to leave a strong impression. Follow up opportunity. ? Reference their answers in your thank-you email, e.g., “I loved hearing how success is measured—it aligns with my experience managing X metrics.” Detect red flags. ? Watch for vague answers about growth, success metrics, or culture—they may signal a lack of clarity or support. — ?? Repost it to help others grow. ? Follow me, Misha Rubin, for actionable career and life insights.

Recruiters don't want you to know this... ? (I really have to share it though) ? Feel free to repost this to help any lower-salaried people in your network! ? Here are 10 ways to get what you want in your next salary negotiation: ? 1. Research Salaries Before You Interview ? Know the market range for the role before your first interview. ? 2. Mine for Intel During Interviews ? Ask bold questions. Use their answers to negotiate better later. ? 3. Communicate Your Value Unequivocally ? Highlight your unique skills and achievements - be specific. ? 4. Don’t Disclose Your Current Salary ? It could be irrelevant and weaken your negotiating power. ? 5. Avoid Being the First to Mention a Salary Figure ? Use their initial offer as your starting point to negotiate up. ? 6. Stay in the Driver’s Seat ? Keep control of the process and guide the negotiation positively.? ? 7. Read Between the Lines ? Understand what their offer says about how they value you. ? 8. Understand That Salary is Only One Part ? Consider benefits, perks, and professional growth opportunities. ? 9. What if Their Number is No Good ? Stay calm and open, asking questions to gauge flexibility. Push back respectfully. ? 10. No Deal is Better Than a Bad Deal ? If the deal doesn’t meet your worth, keep searching. ? Do you agree? ? ?? Found this helpful? Repost to help your LinkedIn network. ? And follow Rob Dance for more LinkedIn content like this!

Happy New Year from Coffee Shop Recruiting! Wishing you a successful and prosperous 2025 as we continue to grow and work hard to connect the right people with the right opportunities. Here's to an amazing year ahead! ?Feliz A?o Nuevo de parte de Coffee Shop Recruiting! Les deseamos un próspero y exitoso 2025 mientras seguimos creciendo y trabajando para conectar a las personas adecuadas con las oportunidades ideales. ?Que este nuevo a?o esté lleno de logros y nuevas posibilidades! ????????

56 startups became unicorns in 2024 Here are 20 more that are hiring ?? 1) Creatio ? Stage: PE ? Recent Raise: $200M ? Recent Valuation: $1.2B ? Employees: 864 ? Hiring In: BOS, MEX, WAR, EMEA 2) Huntress ? Stage: Series D ? Recent Raise: $180M ? Recent Valuation: $1.55B ? Employees: 492 ? Hiring In: Remote 3) xAI ? Stage: Series C ? Recent Raise: $6B ? Recent Valuation: $12.13B ? Employees: 100 ? Hiring In: ATL, MEM, LON, SF, PAL, Remote 4) BillionToOne ? Stage: Series D ? Recent Raise: $130M ? Recent Valuation: $1.35B ? Employees: 467 ? Hiring In: MPK, UNC, US-wide sales roles, Remote 5) Altruist ? Stage: Series E ? Recent Raise: $169M ? Recent Valuation: $1.55B ? Employees: 300 ? Hiring In: LA, SF, DAL, Remote 6) WEKA ? Stage: Series E ? Recent Raise: $140M ? Recent Valuation: $1.6B ? Employees: 500 ? Hiring In: BOS, SF, NYC, ATL, DC, LON, Remote 7) Farcaster ? Stage: Series A ? Recent Raise: $150M ? Recent Valuation: $1B ? Employees: 10 ? Hiring In: Remote US 8) Sigma Computing ? Stage: Series D ? Recent Raise: $254M ? Recent Valuation: $1.55B ? Employees: 477 ? Hiring In: SF, NYC, Remote 9) Cyera ? Stage: Series D ? Recent Raise: $300M ? Recent Valuation: $2.7B ? Employees: 405 ? Hiring In: NYC, CHI, ATL, BOS, SF, STL, TLV, LON, Remote 10) Category Labs ? Stage: Series A ? Recent Raise: $225M ? Recent Valuation: $3B ? Employees: 67 ? Hiring In: NYC, Remote 11) Nexamp ? Stage: Series 1 ? Recent Raise: $520M ? Recent Valuation: $1.5B ? Employees: 478 ? Hiring In: CHI, BOS, NYC, DC, LWM, PWM 12) Grow Therapy ? Stage: Series C ? Recent Raise: $88M ? Recent Valuation: $1.4B ? Employees: 120 ? Hiring In: Remote 13) Cognition ? Stage: Series B ? Recent Raise: $185M ? Recent Valuation: $2B ? Employees: 50 ? Hiring In: SF 14) Xaira Therapeutics ? Stage: Series A ? Recent Raise: $1B ? Recent Valuation: $2.7B ? Employees: 112 ? Hiring In: SEA, SF, BSB, LON 15) Flip ? Stage: Series C ? Recent Raise: $144M ? Recent Valuation: $1.19B ? Employees: 118 ? Hiring In: ESG 16) Perplexity ? Stage: Series C+ ? Recent Raise: $500M ? Recent Valuation: $9B ? Employees: 100 ? Hiring In: SF, LON 17) Octane? ? Stage: Series E ? Recent Raise: $1190M ? Recent Valuation: $1.11B ? Employees: 500 ? Hiring In: NYC, DFW, Remote 18) Celestial AI ? Stage: Series C ? Recent Raise: $175M ? Recent Valuation: $1.18B ? Employees: 121 ? Hiring In: SNC, TOR 19) Liquid Death ? Stage: Series F ? Recent Raise: $67M ? Recent Valuation: $1.4B ? Employees: 338 ? Hiring In: AUS, HOU, CA, CO, NE, CHI 20) BlinkRx ? Stage: Series D ? Recent Raise: $128M ? Recent Valuation: $1.6B ? Employees: 300 ? Hiring In: PIT, STL, NYC, STL, Remote Check out my post from yesterday for the first 20. I'll share the final list tomorrow. Give my profile a follow so you don't miss it. Go get that job & build something awesome ?? --------------------------- For more lists & job search tips, follow me, Kyle Thomas ? Share this to help startup job seekers find roles.

Truly an exceptional person! ????

?? Good morning, LinkedIn! Last Sunday, I had the opportunity to participate in early voting here in New York State, and today marks Election Day. This election, like many others, is a defining chapter in our shared history. Each vote cast is a step toward shaping the future we envision. Regardless of which side you're on, remember that we're all bound by the values and freedoms that make us Americans. ???? Today, let’s celebrate the privilege of having a voice, something many around the world are still fighting for. Let’s make our voices heard with respect and unity, embracing the strength of our democracy. ??? #ElectionDay #DemocracyInAction #Vote

A few nights ago, I had one of the most frustrating experiences I’ve ever had at a fast food restaurant. I won’t name the place, because it’s not about pointing fingers, but the situation was so disappointing that I stayed up until 3 AM writing down ideas and solutions from my own experiences. The focus of my thoughts? The night shift—an often-neglected area in the quick-service restaurant (QSR) industry. After more than 20 years in this business, I’ve learned what works and what doesn’t, especially when it comes to investing in night shift operations. So, I put together a detailed plan outlining the changes that could make a difference and sent it to the franchisee, management, and corporate. Maybe I won’t hear back, but I wanted to offer help. Running a multi-million-dollar business is no small task, and night shifts deserve the same level of attention and care as any other part of the operation. Sometimes, it’s just about asking for help and being open to change.

Recruiting is more than just a process—it's a way to gain a strategic edge. The right hires can turn challenges into opportunities and drive your company forward. Let's make thoughtful, informed hiring decisions to build a better future. #StrategicRecruiting #TalentAcquisition #BusinessSuccess

Hiring the right people goes beyond just filling a role. It's about shaping the future of your organization. The right talent fosters a culture of excellence and innovation, helping your business thrive in the long term. #Recruitment #EmployeeEngagement #FutureOfWork