Rise & Co. Talent

A client recently asked me to describe the current job market for technical talent. I think the word “frozen” is exaggerated. Due to macroeconomic uncertainty, yes, there are some companies slow rolling hiring. There are also some top performers who don’t want to leave their current job. Also, most candidates we reach out to say, “I am happily employed, but I’m open to hearing about an oppprtunity if you think it’s interesting/the hiring manager is impressive.” Don’t put too much weight on LinkedIn hyperbole. You can still engage and hire impressive talent. Recruiting top talent in today’s market takes experience and effort: -Source passive talent & sell them on your opportunity -Run an effective, impressive interview process that builds trust with the candidate & demonstrates that you care about hiring top talent -Be prepared: some candidates might turn down your offer to stay in their current role

We're hiring a Senior Account Executive for Novi Connect. Novi's talent bar is high (love it!). If you have any high-performing sales folks in your network, we'd love to hear from them. The ideal candidate has experience finding, running, and closing multi-stakeholder, enterprise deals in the CPG space.

If you are staring at a job description you don't love, send it our way. ??

“We posted the job ourselves. Overnight we got 250 applicants. It took us 5 hours to review, and only 3 were (kind of) qualified.” We are hearing this a lot from clients. Meanwhile we also work with some impressive SMBs who post a cool opportunity and get 3 applicants. Companies that know the art and science of sourcing and attracting passive talent and making real human connections will be the ones who consistently hire top talent. Especially during this time we’re in where job posting has become a weird game of, “is this real, or is this a bot?”

One way to consistently make hires that stick? Think of each interaction with a candidate in the recruitment process as a data point, rather than an interview "step” they need to "pass." At the end of your interview process, you should have 5 key data points: 1-Resume & Recruiter screen notes 2-Hiring Manager interview notes 3-Onsite interview notes 4-Feedback from an assessment, project or working session 5-A thorough reference check? Review the data points in aggregate, and make a more objective, informed, hiring decision based on the whole picture.

We love to nerd out over predictive hiring process.

Strong onboarding leads to stickier hires. Our approach includes customized onboarding support for every new hire based on each client’s needs – because a strong start builds strong retention.

Is your hiring strategy limited to online job postings? While this approach works, you might be missing out on a talent goldmine. Top talent is often happily employed, with managers eager to retain them. That's why we fill each client's candidate pipeline with both active and passive talent. ?? Active candidates apply directly to job postings.? ?? Passive candidates must be identified, engaged with, and sold. Our human approach to sourcing passive talent is personal and thoughtful. We review online profiles 1-by-1, contacting only people who seem like a strong fit. We work with our clients to craft compelling pitches that resonate with top talent. As the kids would say, “Don’t sleep on inbound applicants.” Sometimes timing aligns perfectly. But complementing with passive outreach widens your net, increasing chances of a 'sticky' hire. Finding and engaging passive talent requires upfront investment. It requires strategy,?access to the tools available, and, frankly, time. In the end, that investment will often lead to stronger, stickier hires - an investment that more than pays for itself. Molly Stiffler Syal and I are prepping for a busy 2025 and ready to talk hiring strategy when you're ready. ??

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Throughout December, we'll be sharing how we're optimized for sticky hires. Follow us for a month of recruiting insights! ??