Proven Recruiting

21 questions to determine your candidate's past track record, present mindset, and future aspirations - all while uncovering whether they have what it takes to join your team.

For anyone already dreading end-of-year promotion discussions - these simple negotiation tools, specifically targeted toward people who hate confrontation, are our go-to strategies: - Arm yourself with data. Try?Glassdoor’s Salary Calculator (https://lnkd.in/erbqB54)?and/or Salary.com to get a better sense of your market worth. Print documents from both websites and bring them with you to support your claim. - Track your accomplishments in writing. As the end of the year approaches, send a breakdown of your 2024 milestones to your manager as a springboard for further discussion. - Be honest with yourself about your worth. Consider: "How indispensable am I to the company?" and "How much would it cost to replace me?" Your answers should inform your negotiation strategy. - Consult a recruiter. Yes, hello, we have a vested interest in this step - but that doesn't undermine its value. No one knows more about the evolving job market, competitive compensation packages, and negotiation strategies than recruiters. - Speak with your peers. If you can, find out how often your colleagues are getting raises, whether they're getting bonuses, and what's a typical promotion timeline. - Prepare for the internal equity conversation. A good response is: "I understand. I did some research on similar roles at similarly sized local companies, and by these estimates my pay is about 10% below average. I’ve done some of my best work this year, and you know I wouldn’t want to work anywhere else, so I’d like to come to a better arrangement for us both." - Remember that a negotiation isn't an argument; it's a conversation. And if all else fails, find a workplace that will value your contributions and offer competitive compensation. There are plenty more fish in the sea!

Leaving a job where you're comfortable requires incredible courage. Everyone talks about "smooth transitions," but in reality most big life changes are anything but smooth. Sweaty palms, self doubt, embarrassing missteps, and unexpected challenges are the norm. Faced alone, career transitions are overwhelming. If you're looking for a partner - someone to offer career guidance, brainstorm challenges, and generally offer moral/professional support - we'd be happy to help reduce your stress. Reach out!

Looks like our corporate team enjoying a well-earned post-work drink, right? Nope, it's a pumpkin. Congrats to Proven's 2024 Pumpkin Challenge Winners, showcasing the next-level creativity of our back office team! They're the epitome of "work hard, play hard" (if playing hard means buying large quantities of craft supplies and getting blue paint on every surface).

Employees don’t quit their jobs “out of the blue.” They leave because they feel consistently neglected in one or more of these problem areas: - Poor social connections - Soul-sucking or boring work - Lack of growth - Feeling undervalued - Rocky manager relationship - Unmet salary expectations Ironically and counter to popular belief, “unmet salary expectations” is often the least important factor. Just think of your most-loved job - was it the job where you made the most money, or the job where you made the most friends? This is both good and bad news for employers. On the one hand, you don’t need to max out your budget to keep your best people! What a relief! Yet fixing a dysfunctional workplace can be far more challenging. Next time your best employee leaves, reflect on your own experience. Do YOU find your work meaningful? Do YOU have strong social connections with your colleagues and manager? If not, it’s no surprise your employees are looking for greener pastures. P.S. In case you were curious, losing a valuable employee will likely cost you 6-9 months of their salary (Harvard Business Review).

Recruiting is not for the faint of heart. The rollercoaster of wins and setbacks has caused many to wave the white flag before hitting their two-year mark. It’s a tough gig. ? But that’s exactly why we’re thrilled to welcome Richard Miles to our San Diego team. With 27 years of experience under his belt, Richard has worked with everyone from Inc. 500 companies to local family-owned businesses, cementing his reputation as a strategic confidante, reliable partner, and all-around great guy. Where others have thrown in the towel, Richard’s gone all-in, helping public and private companies alike to build rock-solid recruiting strategies and foster strong company cultures. ? And here’s the kicker: despite being a Brit living in sunny SoCal, Richard is?all?about country music, light beers, and his trusty F150. Add to that his unwavering commitment to his family –?he’s just celebrated 20 years with his wife, Kate – and you’ll start to understand why we’re so excited to have him on board. Business savvy will take you far, but it’s attitude, grit, and a passion for what you do that separate the best recruiters from the rest. ? P.S. If any Chargers fans (or those still bitter about the move!) are out there, Richard could use a fellow fan –?or maybe a shoulder to cry on!

We're tracking some troubling trends for Software Engineers - a career which, until recently, has always been associated with outsized paychecks and job security. - 30% drop in Software Engineer job postings since February 2020 (Indeed) - 55% decline in equity grants for entry-level software roles since 2019 (Pequity) - Software Engineer employment hit its peak in October 2019 and has been steadily declining ever since, bar a short-lived boom during the pandemic (ADP) Among our clients, we're seeing an uptick in demand for some tech roles - cyber security professionals, machine learning experts, etc. - but a lull in the kinds of software engineer positions that once formed the bedrock of the tech industry. New graduates are being hit the hardest but they're not the only ones under pressure. The machine learning craze has left many non-AI specialized engineers feeling left behind, despite their impressive portfolios and stellar track records. Software engineers in our network: are you attracting the same levels of recruiter interest as you were a few years back? How are you adapting to the new market, and do you see any cause for concern?

Excited to have connected with some of the brilliant minds driving the future of tech and life sciences at Innovation Day San Diego! The event showcased hundreds of exhibitors, cutting-edge technologies, and a vibrant community united by curiosity and a collective vision for a better world. To everyone we had the pleasure of speaking with – thank you for sharing your insights and passion. It’s inspiring to be part of such a transformative movement!

Tonight's presidential debate promises to be a rare masterclass in interviewing. Job seekers take note - here's what to watch for as the candidates take the stage: - How do the nominees make themselves relatable? Likable? - Do they showcase their knowledge of specific skills/policies, or do they focus on big-picture ideas? - Do they answer the questions asked of them or pivot? Is this a good strategy? - How do they manage/shift the conversation in their favor? - What rhetorical techniques do they employ (exaggeration; humor; dramatic pauses; speaking slowly/quickly; hand gestures; etc.)? Ingram Losner is taking a deep dive into the qualities that make our presidential nominees fantastic performers. Love them or hate them, we can all learn something from Trump and Harris's masterful interview skills. Read all about it and enjoy tonight's debate!

You just wrapped up an interview with a candidate who seems like the perfect fit. She attended your alma mater, shares a similarly impressive career path, and you even bonded over your mutual love for HBO's Succession. Sounds like a no-brainer to hire her, right? The problem is, teams thrive on constructive dissent. When everyone shares similar backgrounds, experiences, and perspectives, innovation tends to stall. Here’s why: - Fresh ideas emerge from healthy debate. Hiring someone too similar can stifle the productive conflict that drives progress. - You might be overlooking exceptional candidates simply because their experiences and viewpoints differ from yours. - Meetings lose their spark when everyone thinks alike. Diverse perspectives fuel creativity and push teams toward more innovative solutions. Diversity of thought is one of the most critical elements for building a resilient team, yet it's often undervalued in the hiring process. Many managers fall into the trap of prioritizing familiarity over real potential. How can you make sure you're building a team that values new perspectives over comfort and similarity?