HireScale

Aside from a few late-to-the-game layoffs, and some outlandishly desperate behavior from a few bad players, the 2025 job market seems to be off to a good start! Nobody's beating down the door to work for companies or leaders unable to handle hardships, controversy or hiring whiplash with class. I just see these as red flags and clear indicators of companies that don't align with my values as a job seeker or as a customer 🚩 One positive indicator I'm seeing is the number of new job ads on the boards. Just this past week, I submitted 50+ applications. That's pretty good! Especially considering, I rarely waste my time on workday applications. It better be pretty darn dreamy for me to enter credentials to apply 🤣 So, even after eliminating workday applications and the possibility of working for companies and polarizing people I refuse to support, there's still a lot left. It feels good knowing there's plenty of inspiring opportunities out there where I don't have to compromise my core values to generate income 🙂 I'm especially excited about #talentacquisition roles in healthcare, healthtech, consulting and even open to blue collar industries like hospitality, logistics and manufacturing. Companies like these not only offer stability, purpose and great people-first work cultures, they need innovators like me. What's been your experience so far in 2025? #OpenToWork

It's time for another informational overview of HireScale and this one's all about our mission to support talent mobility and prevent #layoffs 🚀 Part 3️⃣ : Talent Mobility In the #futureofwork, talent mobility is a big problem to solve. HireScale solves it through a combination of job board, automation and marketplace technology--all designed to help companies balance their workforce with access to highly skilled full-time or flexible talent. HireScale adds valuable firepower by making #talentacquisition functions infinitely scalable and flexible, while avoiding layoffs and eliminating the outrageous search fee's and pay-rolling mark-ups of traditional talent services--all key differentiators of our business model! Happy to address inquiries or answer any questions about our talent mobility mission in the comments 👍 Follow: HireScale

How about we make hiring great again? I’m a big fan of hiring process optimization but it makes no sense for companies to build these robust talent practices, hire like gangbusters, buy into a bunch of advanced talent products and then just turnaround and layoff large swaths of their teams. As important as people are to the mission, some companies make their people seem easily dispensable. It’s not only a waste of time and resources, it leaves a bad taste for the remaining staff to chew on and breeds detached work behaviors. So much so that performance suffers, and companies need to mandate return-to-office policies so they can micromanage their workforce. Meanwhile, many of those hiring user seats, job board credits and assessment tools go untouched for months. When hiring picks back up again, the hiring process foundation, workflows and systems become a clunky forgotten mess. Existing talent and new hires need to be retrained, candidate experience suffers from stagnation and by the time the companies hiring practices become a finely tuned high performing machine again, another wave of layoff whiplash reopens the wound. How is that good for profits, and whatever happened to putting people-first? Aren’t they the ones who drive the profits anyways? There’s a better way but it has to start with acknowledging the job functions with high churn, and accepting that jobs experiencing repetitive layoffs were really gig -based projects in the first place. Companies experiencing this repetitive problem only need to look as far as their own data to figure out which roles are impacted the most. Then new hiring strategies need to be deployed. Like hiring more independent consultants to build for better flexibility. Not only are they some of the the most highly specialized/ skilled talent on the market in their respective fields, they are the fastest growing segment of the workforce. Nearly doubling in size (70M+) since 2020. Some conservative predictions indicate that figure will increase to 100M+ by 2027, and bold predictors like Reid Hoffman say at least half of the workforce will be independent contractors in 10 years. I don’t know what the magic number is, and I’m sure it’ll vary by company but I do know companies have an obvious need in the future-of-work to stay agile in order to maintain profits and to quickly shift their workforce to meet demand. While at the same time, workers want autonomy, flexibility, work-from-home and to be valued by their employer—not promised stability only to be discarded when layoff season rolls around. As we kick-off 2025, do you want to rebuild a broken system or are you ready to make hiring great again by adapting to new strategies in the #futureofwork? Join: HireScale 👍 #highend #independentconsultants

More exciting updates to share as we kick-off 2025, and this one's for all the #jobseekers out there 🚀 Part 2️⃣ Featured Talent - Do you want to be featured? Anyone can join HireScale for FREE but many users need more in-depth job search assistance, so I created our Featured Talent program--a world-class job search experience!   While, I’m happy to give anyone a quick resume review, the platform and community I created is connected to TA and HM’s everywhere. This is how the featured talent upgrade unlocks your full potential. To get started: ✅ Contact me ✅ Discovery call to build a strategy ✅ Create a world-class resume that stands out ✅ Showcase and feature you across our channels ✅ Coaching, support and a community for life ✅ Introduced to your top targets Do you need help landing your dream job in 2025? Happy to take inquiries, questions or feedback in the comments section 👇