OutScout

Looking for a ‘unicorn’ candidate? You might be scaring away great talent. 🚩 Red Flag Alert: unrealistic job requirements ⚠️ Signs it's a problem: A ‘junior’ role with 5+ years of experience. A laundry list of skills that one human couldn’t possibly have. Requirements that don’t match the actual day-to-day of the role. Why it hurts your hiring: Top candidates move on—they know when expectations are out of touch. You lose out on people who could grow into the role and deliver big. You slow down hiring because the “perfect” candidate doesn’t exist. The fix: 1️⃣ Identify your MVP—Minimum Viable Profile. What skills and experience are truly essential? 2️⃣ Replace wish lists with real outcomes: “You’ll build X and achieve Y in 6 months.” 3️⃣ Be growth-minded. If someone checks 70% of the boxes, they’re worth talking to. Stop searching for unicorns. Start hiring great talent. ---- #careers #hiring #recruitingredflags

Most hiring teams waste time sifting through irrelevant profiles. Here’s a quick exercise to cut through the noise and focus on the right talent—fast. Introducing the 10/20 Talent Sprint ⏱️ Here’s how it works: Set a timer for 10 minutes. Build a search for candidates using your MVP (Minimum Viable Profile) How fast can you find 10 great fit profiles? How about 20? Track the results. This sprint helps you: ✅ Test if your search criteria are too broad or too narrow. ✅ Identify gaps in your candidate sourcing strategy. ✅ Build momentum to move faster without sacrificing quality. Efficient teams hire better candidates. ---- #recruiting #talentacquisition #techhiring

Rejected after an interview? It stings. But it doesn’t have to be the end. Here’s how to turn that ‘no’ into your next big win. 💡 1️⃣ Ask for feedback (and make it easy for them). “Thanks for the opportunity—do you have any advice for what I could improve for next time?” Even if they don’t respond, you’re showing class and growth. 2️⃣ Debrief What questions threw you off? Where could you communicate results and impact more clearly? Write it down so you can fix it for the next interview. 3️⃣ Refocus your efforts. Was the role really a good fit? If not, it’s a blessing in disguise. Tighten your search to focus on companies and roles that align with your goals. A rejection isn’t the end—it’s a redirection. Keep improving, keep showing up, and your ‘yes’ is coming. ---- #careers #jobsearch #interviewing

Looking to start 2025 with new opportunities? These 3 standout companies are making waves and actively hiring: Loft Orbital (Aerospace & Defense | Scaleup | Hybrid, CA) 💡 What They Do: Delivers turnkey satellite solutions to rapidly deploy space-based systems for businesses and governments. 🛠️ Hiring For: Engineers, Finance, and Sales roles. MagicSchool AI (EdTech | Startup | Remote, CO) 💡 What They Do: Leading the way in AI tools for teachers, helping educators save time and improve learning outcomes. 🛠️ Hiring For: Product Managers, Software Engineers, and Sales roles. Pacaso (PropTech | Scaleup | Remote, CA) 💡 What They Do: Modernizes the co-ownership of second homes, making vacation properties accessible. 🛠️ Hiring For: Engineering, Sales, and Product positions. ---- Note: We’re not affiliated with these companies. These picks help job seekers find opportunities—apply directly. #outscoutoutliers #jobsearch #careers

Recruiters scroll LinkedIn all day. Here’s how to make sure they stop on your profile—in just 10 minutes. 🔍 3 non-obvious LinkedIn hacks you can do in 10 minutes: ✅ Include your name and target job title in your LinkedIn URL Example: linkedin (dot) com/in/janedoe-product-manager Why? It can help improve search visibility when recruiters search for specific job titles and makes your profile easier to remember. ✅ Use the “Featured” section to highlight wins Post a link to: A portfolio project, case study, or GitHub repository. An achievement post (e.g., “Led a team to launch X product, generating Y impact”). Why? Most job seekers ignore this section. Recruiters don’t. ✅ Turn your latest role into a value statement Replace generic role summaries with 1-2 sentences of impact: Instead of: “Product Manager at X Company” Use: “Led a team of 8 to launch [product], increasing revenue by 25% in 6 months.” Why? Value-driven headlines get noticed in recruiter scans. Don’t just tell them what you do—show them why you’re the one they’re looking for. ---- #careers #jobsearch #fasttrackfridays

New year. New roles. New opportunities. Let’s make 2025 the year of intentional hiring and impactful career moves. 🚀 Whether you’re scaling a team or growing your career, January isn’t just the start of a new year—it’s a chance to set the tone. 💼 For Hiring Teams: Define your MVP (Minimum Viable Profile) before kicking off the search. Streamline your hiring process—top candidates won’t wait. Sell the role clearly: the right job description attracts the right talent. ⚡ For Job Seekers: Refresh your resume to focus on results. Make your outreach intentional and tailored—quality > quantity. Look beyond job boards—hidden opportunities are where you stand out. Here’s to faster hires, better matches, and bold moves in 2025. ---- #careers #techhiring #recruiting

Slow hiring costs you the best candidates. 30% of top talent drops off because the process takes too long. 🚨 Hiring teams often lose out on top talent—not because of the candidates, but because of the process. 📊 The Stat: 30% of top candidates disengage when hiring takes too long. Why It Happens: 🧐 Too many interview rounds. 🧐 Delays in feedback or decision-making. 🧐 Lack of communication or next steps. How to Fix It: ✅ Streamline interviews: Keep it to 3 rounds max. ✅ Set timelines: Share clear expectations with candidates. ✅ Move fast with feedback: A delay of even a few days can lose you the best. The best candidates don’t wait. They’re already entertaining offers elsewhere. ---- #metricsthatmatter #recruiting #techhiring

🚩 “Fast-paced environment.” Translation? You’re going to wear ALL the hats. “Fast-paced environment” sounds exciting—until it’s not. Too often, this phrase signals: ❌ Understaffed teams with undefined priorities. ❌ Long hours without proper support. ❌ Chaos disguised as “opportunity.” What hiring teams should say instead: ✅ “We move quickly to ship quality work, and here’s how we set you up for success…” ✅ “You’ll collaborate with cross-functional teams to deliver [specific outcomes].” Why it matters: The right job description attracts the right talent. Ambiguity repels great candidates. ---- #recruitmentredflags #hiringtips #career

From all of us at OutScout, happy holidays! 🎁 Whether you’re reflecting on your career, growing your team, or gearing up for what’s next—take this time to recharge, connect, and celebrate the wins (big and small) of 2024. Here’s to a bright and impactful 2025. - The OutScout Team 💜

Your resume gets just 7 seconds of attention—here’s how to stand out in 6. ⏱️ Most resumes get rejected because they’re too generic. Don’t let yours blend into the pile. Here are 3 quick tweaks to help you stand out and get noticed by hiring teams: ✅ Lead with results, not tasks. Replace “Managed product rollouts” with “Rolled out 3 new products, increasing revenue by 15% in 6 months.” ✅ Make it easy for recruiters to spot your fit. Hiring teams (and sometimes their tools) scan for alignment first. Highlight the 3-5 skills or achievements in the job description that directly match your experience. Example: If the role mentions “scaling teams,” showcase where you’ve led growth. ✅ Make the top third count. Your summary should scream value: “Experienced PM who scaled teams from 10 to 100 and launched $5M+ ARR products.” 💡 Hiring teams look for impact. Make every word earn its spot. What’s one resume tweak that’s worked for YOU? Drop it below, and let’s help more job seekers get noticed. 👇 ---- #career #resumetips #jobsearch