The Soul Factor Talent Search

Kicking off something new: “Hiring Wire” is my quarterly, no-BS analysis of the U.S. job market, designed to arm business leaders with the insights they need to hire smarter and faster. The latest data? Full-time salaries are up 2.5%, hitting a median of $58,656, as companies throw cash to lock down top talent. But don’t get too comfortable—regional pay disparities and sluggish hiring practices are still holding firms back. In today’s environment, if you’re not adapting quickly, you’re handing your competitors the advantage. Expect these insights every quarter, packed with strategies to outmaneuver the market. Want a copy? Comment “Interested,” shoot me a DM, or tag someone here who you think would benefit from this report. Let’s start a conversation! #HiringWire #TalentStrategy #JobMarketTrends

Here's something I've been noticing with increasing concern: resumes are starting to all look the same. Artificial intelligence and the excessive use of keywords have turned recruitment into a numbers game – and it’s hurting companies more than it’s helping. We live in an age where speed is valued above all else. Many selection processes focus on quantity, hoping that the more resumes they filter through, the greater the chances of finding the ideal candidate. But this logic is flawed. When all resumes go through the same automated filter, what you end up with is a pile of generic profiles, all tailored to fit a job description filled with vague terms and industry buzzwords. This might seem efficient, but in practice, it's a massive waste of time and energy. You don't find transformational leaders, people with innovative ideas, or those who have the potential to truly change your business. What you find are “okay” candidates – those who can do the job but won't necessarily bring anything extraordinary to your team. I believe we are losing focus on what really matters. Recruitment shouldn’t be about quantity; it should be about finding the right people. Those who not only have the necessary technical skills but who also share the company's vision and values. Those who bring something unique to the table, something you didn't even know you were looking for until you found it. The real danger of relying too much on AI and keywords is that these tools don’t capture the essence of what truly makes talent stand out. They are great at filtering data but terrible at understanding people. And, at the end of the day, that’s what matters: people. That’s why I’m convinced we need to get back to basics – while at the same time, innovating in the way we search for talent. We need a more human, more personalized, and frankly, a more discerning approach. It's not about how many resumes you can review in a week, but about how many times you can confidently say you’ve found the right candidate for the right role. That’s why, at The Soul Factor Talent Search, we take a radically different approach. But that’s a story for another time. The point is: recruitment needs to change. And that change begins with how we value – or devalue – the process of finding talent. #TalentRecruitment #InnovationInHR #QualityOverQuantity #jobs

Working with the autonomous vehicle industry in the USA was just our kind of challenge. Mapping out the dynamics of this booming market, identifying key players, understanding the ecosystem, and finally finding the ideal candidate was a highly strategic task. And this is exactly what we love to do. Thank you, Sergio Oliveira and Remotics.io, for the incredible partnership. If you have really big challenges here in the USA and need to hire out-of-the-box talent, send me a DM. ;) The Soul Factor Talent Search #executivesearch #autonomousvehicle #usamarket