OutScout

As we enter the final quarter, the hiring landscape is evolving. How are these trends influencing your strategy for 2025? ?? Employer's Market Myth? Yes, application numbers are increasing, but top candidates still have choices—act fast and be decisive or you'll still miss out. ?? Return to Office Mandates = Opportunity: While major firms are calling people back, flexibility can be the key differentiator for winning and retaining top talent. ?? AI in Recruitment: More tools to add to the noise. Yes, you can automate the basics, but at the end of the day, hiring decisions still require human judgment. How are you adjusting your hiring strategy for 2025? Comment below ??

The numbers are in—254k new jobs. Strong September employment data ?? ?? Nonfarm payrolls up 254,000 (vs. 150k expected) ?? +25% above 12-month average gain ?? Unemployment now 4.1% ?? July & August revisions up 72,000 Encouraging signs for talent demand in the months ahead.

Not all bias is bad in hiring. The key is knowing which biases drive better decisions and which ones hold you back. Here are the most common traps we see teams fall into. Bad Bias - These biases often cause teams to overlook the candidate's real ability to deliver results. ? Logos Over Outcomes: Don’t get swayed by big-name companies. Focus on the candidate’s actual achievements, not where they worked. ? Educational Prestige: A fancy school doesn’t always mean better skills. Focus on their work, not just where they studied. ? Years of Experience: Don’t let arbitrary years of experience override actual quality. Relevant experience beats tenure every time. Good Bias - we're looking for reliable indicators of future performance. ? Proven Outcomes: Focus on candidates who have delivered measurable results in similar roles. ? Adaptability and Learning Agility: Find people who can learn quickly and adapt to new challenges and changes. ? Relevant Experience: Prioritize candidates with hands-on experience that aligns with the specific challenges of the role. ??Hiring Tip: Hone in on the right biases that predict success and eliminate the ones that are holding you back and unnecessarily restricting your talent pool.

?? Looking for your next big career move in tech? Every month, we uncover the hidden gems in the tech industry—the companies flying under the radar but making huge waves. This month's spotlight: EdTech—a rapidly growing sector that's transforming how people learn worldwide. Why should you care? ?? Skyrocketing demand for top talent ?? Global impact—shape the future of education ?? Solve exciting challenges with cutting-edge technology We've handpicked 10 incredible companies hiring mid-to-senior talent right now, and they’re looking for A-players like you. ?? Check out this month’s Outlier picks and discover your next role: https://bit.ly/3Y8REup ---- ?? PS - Don't miss out on next month's picks - sign up here https://bit.ly/3Y7t25d #TechJobs #EdTech #JobSearch

Me: when the hiring manager turns down the ideal candidate for the job

We beat the AZ heat ?? Last week's OutScout offsite was a success! We believe that combining async work with quarterly (or more frequent) in-person meetups creates the perfect work balance. Just a few of the highlights: ? 2025 strategy and alignment ? Countless impromptu ideas to improve talent ops, customer onboarding, and workflows ? Zoom meets and standing desks -> poolside meets and scenic hikes Coming back with a big to-do list and optimistic and energized for what's ahead ??

Tired of screening hundreds of applicants? There’s a smarter way. How to flip the funnel and get great candidates in process fast: ? Target best fit first: Build a hyper-constrained shortlist of 10-20 candidates that are a perfect match your ideal profile. ? Test the fit: Reach out and gauge interest. How compelling is the role to these potential candidates? Calibrate with the team and adjust expectations if needed. ? Be proactive & go up funnel: Don’t wait for applicants. Begin de-constraining the search criteria as needed when you move up the funnel. Check out the full podcast for more insights ?? https://spoti.fi/4d8H5Ma ---- #techhiring #talentacquisition #recruiting

???♂? The best job opportunities aren’t always on job boards. Here’s how to find them. Check out our guide highlighting 3 non-traditional strategies to revamp your job search. ?? Inside you'll find: ? How to use free tools to build targeted lists of companies that fit your career goals ? Tips to narrow your job search with specific parameters and filters ? Insights into company growth signals and market compensation ranges Get the guide and take a fresh approach to your search now ?? https://bit.ly/3ZKLvG3 ---- #jobsearch #careers #techhiring

Steal our 3 pillar framework for identifying, activating, and engaging the best people in tech. Sneak peak at what's covered in this episode ?? Defining the position ?? Build your MVP ?? Why you should avoid "Inbound Armageddon" Calibration & activation ?? The need to test hypotheses and calibrate constraints ?? Why you should Flip the Funnel Proactive outreach ?? Build structured data sets and processes - always be mapping ?? Importance of focusing on message relevance Link below the full episode ?? https://spoti.fi/4d12Ptc ---- #techhiring #breakoutpodcast #careers

90% of companies miss this critical step when hiring. It starts with the search - well before anyone makes it into the interview process. ?? Invest the time to properly define your Minimum Viable Position Criteria. Why? ? Establishes early alignment from Hiring Managers and Talent Acquisition on the constraints that matter most ? Requires team to shift focus on the outcomes needed that will lead to success ? Removes all the extra fluff people don't even read A great recruitment team can take this begin calibrating with the market. Use this to drive your job description and set up your search criteria. ---- #talentacquisition #techhiring #recruiting