HigherPeople

Do you ❤️ toilets and empowering technical teams? We are HIRING a Director of Central Tech Operations! 📍 Must be located in LA, DC, or the SF Bay Area. Join us on our mission to meaningfully expand access to clean & delightful bathrooms. We promise you'll be the hit at all the parties you attend. For more info, click through this post and reach out to HigherPeople.

Do you ❤️ toilets and creating effective marketing strategies and content? We are HIRING a Senior Marketing Manager! 📍 Located in LA, DC, or the SF Bay Area highly preferred, remote considered. Join us on our mission to meaningfully expand access to clean & delightful bathrooms. Be part of the movement (heh heh 🤭 💩 ). For more info, click through this post and reach out to HigherPeople. https://lnkd.in/gJHvx-ja

#WisdomWednesday: Pay Transparency! What it is, why it matters, and where it’s required. Pay transparency is a hot topic and for good reason. It’s about more than just listing salaries, it’s about creating fairness, trust, and better hiring outcomes. But what does it really mean, and how does it impact employers and job seekers? 𝗪𝗵𝗮𝘁 𝗶𝘀 𝗽𝗮𝘆 𝘁𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆? At its core, it’s the practice of openly sharing salary ranges for roles, either in job postings or within a company. Some states now 𝘳𝘦𝘲𝘶𝘪𝘳𝘦 𝘪𝘵, while others encourage it as a best practice. 𝗪𝗵𝘆 𝗱𝗼𝗲𝘀 𝗶𝘁 𝗺𝗮𝘁𝘁𝗲𝗿 𝗳𝗼𝗿 𝗵𝗶𝗿𝗶𝗻𝗴? 𝗠𝗼𝗿𝗲 𝗔𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀: Listings with salaries get 𝟮 𝘁𝗼 𝟯 𝘁𝗶𝗺𝗲𝘀 𝗺𝗼𝗿𝗲 𝗮𝗽𝗽𝗹𝗶𝗰𝗮𝗻𝘁𝘀 compared to those without. 𝗛𝗶𝗴𝗵𝗲𝗿 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗲 𝗥𝗮𝘁𝗲𝘀: Candidates are 𝟰𝟬-𝟲𝟬% 𝗺𝗼𝗿𝗲 𝗹𝗶𝗸𝗲𝗹𝘆 to respond to recruiter outreach when the salary is disclosed. 𝗦𝗮𝘃𝗲𝘀 𝗧𝗶𝗺𝗲: Transparent salary info leads to 𝗺𝗼𝗿𝗲 𝗾𝘂𝗮𝗹𝗶𝗳𝗶𝗲𝗱 𝗮𝗻𝗱 𝘀𝗲𝗿𝗶𝗼𝘂𝘀 𝗮𝗽𝗽𝗹𝗶𝗰𝗮𝗻𝘁𝘀, reducing wasted time for both recruiters and candidates. There’s no reason to mess around on a call for anyone on your team if it’s not a fit. 𝗕𝗿𝗮𝗻𝗱 𝗥𝗲𝗽𝗿𝗲𝘀𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻: It's a good representation of your brand. Think of it as a 𝗺𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴 𝗽𝗹𝗮𝘆 in addition to a candidate recruitment strategy. 𝗣𝗮𝘆 𝗘𝗾𝘂𝗶𝘁𝘆: It helps increase pay equity. We no longer want to be in the business of only paying certain demographics the salary they demand. We frequently receive messages from candidates similar to the one attached! 𝗪𝗵𝗮𝘁’𝘀 𝘁𝗵𝗲 𝗹𝗲𝗴𝗮𝗹 𝗹𝗮𝗻𝗱𝘀𝗰𝗮𝗽𝗲? Also, as a reminder: laws vary by state, some require salary ranges in job postings, others only mandate transparency upon request. Staying compliant isn’t just a legal must, it’s also a competitive advantage in today’s hiring market. Curious about the legalities and how pay transparency affects you? Check out the article here: https://lnkd.in/gbugjVh2

Core values can often feel like fluff! Something companies set because they’re supposed to, only to forget about them. But at HigherPeople, we see them differently. When done right, core values are the heartbeat of an organization. Guiding hiring, decision-making, and priorities while defining what makes a great employee! We didn’t create our core values in a vacuum. We set them once we knew what excellence looked like within our team, making it easier to articulate what defines greatness here. Core values aren’t static, so we revisit them every so often to ensure they still reflect who we are. How Our Core Values Show Up in Our Work: Transparency & Trustworthiness: We believe in radical transparency with both clients and candidates. Our clients have full visibility into Loxo, our ATS (applicant tracking system), ensuring accountability. On the candidate side, we don’t sugarcoat things. If someone doesn’t land a role, we provide honest and actionable feedback. This builds trust, making us a go-to partner beyond one-off recruiting needs. Dedication to Excellence: We’re a team of perfectionists who constantly push ourselves to go above and beyond. Whether it’s detailed project plans, thoughtful candidate assessments, or exceeding expectations, “good enough” isn’t in our vocabulary. Collaborative Partnership: We don’t just fill roles. We embed ourselves in our clients’ businesses to build long-term hiring strategies. We’re in Slack, hold weekly strategy meetings, co-build interview processes, and take feedback seriously. Our goal is to feel like an extension of your full-time team! Building Meaningful Relationships: Recruiting is about people, not transactions. We genuinely care about our clients and candidates, many of whom have become lifelong friends. We go the extra mile to make people feel heard, valued, and supported because every hiring journey is unique. Agility & Problem-Solving: Hiring moves fast and so do we. We anticipate challenges, adapt quickly, and solve problems before they arise. Timelines and quality of hire matter, and our ability to problem-solve under pressure is our superpower. How do your core values show up in your work? #corevalues #culture #priorities #companyculture #wecare

Raise your hand if you're a parent! Several of our team members at HP are moms and they just got through the intense (and very competitive?) challenge of getting their kids into the top summer camps. We're all about competition and beating others to market. We can confidently say that finding a summer camp for our kids is even more competitive than recruiting an engineer in SF. Kudos to our team for being great at both!

Recruiting: where closing tabs is just as satisfying as closing candidates. #RecruiterLife #TabsOnTabs

#FierceFemaleFriday = Ilona Maher Knows Her Worth, And So Should You! Imposter syndrome? Not here. Ilona Maher, rugby powerhouse and all-around force, isn’t second-guessing her place—and that confidence is something we can all learn from. Too often, women are told to be humble, to doubt themselves, to “earn their seat at the table” over and over again. But what if, like Ilona, we just owned our skills, our impact, and our space? Confidence isn’t arrogance. It’s knowing you’ve put in the work and showing up like you belong—because you do. How do you push past self-doubt and step fully into your strengths? Let’s hear it. Interview link:  https://lnkd.in/gHtHFqQt #FierceFemaleFriday #OwnYourWorth #NoImposterSyndrome

Many companies are still committed to DEI, but when diverse hiring numbers stall, it’s a sign to dig deeper. Often, BIPOC candidates enter the pipeline but don’t make it through the process. So where’s the disconnect? Sourcing – Are you reaching beyond the same networks and job boards? Expanding outreach through community partnerships and intentional sourcing can make a real impact. We at HP aim for 30% of sourced candidates to be from underrepresented backgrounds. Screening – Are your qualifications too rigid? Filtering for “top schools” or narrow career paths can unintentionally exclude highly qualified candidates from underrepresented backgrounds. Interview & Selection – Are panels diverse? Are rubrics structured to reduce bias? Creating a fair and consistent process leads to stronger hiring decisions. Diversity isn’t just about getting people in the door, it’s about ensuring they have a real shot. What strategies have worked for you in building a more inclusive hiring process? #dei #diversity #inclusion #hiring #hiringpractices #betterhiring

Parenthood isn’t just a challenge, it’s a leadership superpower. At HigherPeople, we believe that becoming a parent enhances resilience, focus, and leadership. That’s why we’re hosting Parenting as a Superpower: A Panel & Networking Event for Execs on March 27 at 12 PM PST. Expect: 🔹 Panel Discussion: Insights from top leaders on how parenthood fuels success 🔹 Breakout Rooms: Small group discussions to share strategies & solutions 🔹 Networking: Connect with high-achieving execs who are also parents Join DeAnne M. Aussem NBC-HWC, PCC, CHIC, Debe Rapson, Jess Ringgenberg, PCC, Alli Holt Cebular and Lee Boole for this inspiring conversation and learn how parenthood can elevate your career. 📅 RSVP now: https://lnkd.in/gaVuW8ch #Leadership #ParentingAsASuperpower #Networking

All of us at HigherPeople love books. Truly, nothing beats a great read that challenges your thinking and fuels growth! 📚 The right mindset makes all the difference. Books are one of our favorite ways to gain fresh perspectives, refine our approach, and stay motivated. One that a few of us are listening to on audio book and LOVING is "The Let Them Theory" by Mel Robbins. It’s a game-changer in learning to let go, focus on what we can control, and trust the process (something every recruiter and job seeker can relate to!). Here are a few more books that inspire us: 📖"Think Again" – Adam Grant A must-read on unlearning and rethinking—because in hiring, leadership, and career growth, the ability to change your mind is just as important as the ability to make decisions. Adam Grant is one of our biggest inspirations! 📖 "Radical Candor" – Kim Scott Essential for hiring managers and leaders—how to give honest, direct feedback while still leading with empathy. We often implement Radical Candor here at HP! 📖 "Dare to Lead" – Brené Brown A must-read on vulnerability, courage, and leadership—because great recruiting is about more than just finding talent; it’s about fostering the right culture. We are big, big Brené Brown fans!  📖 "Atomic Habits" – James Clear Small habits, big impact. Whether it’s job searching, networking, or building a great hiring process, consistency is everything. Katy and Haley saw James Clear speak at BetterUp’s Uplift conference last year and are always including the idea of striving to be 1% better every day. Now we’re wondering… should we start a HigherPeople book club? 🤔 Let us know what you’re reading and what books have inspired you! 👇 #BooksThatInspire #HigherPeopleReads #Recruiting #CareerGrowth #Leadership #MindsetMatters