Xeleri Recruitment

Sometimes you have to get a bit creative with how you source! Mark Howland dropped some heat here for you to steal. FinTech and Web3 founders and leaders, give this a shot!

I’ve screened thousandsssss of technical resumes. And here's an easy, 3-minute-fix resume tip to help FinTech and Web3 tech folks stand out. The tip: include a company or team blurb under your title in each experience section. Before I show you how, let’s answer why it’s important. You want recruiters and hiring managers to spend as much time as possible viewing your resume. You want to give them every reason imaginable to keep reading. The longer you hold their attention, the increased likelihood of snagging an interview. And you do it by including relevant, desired information. Now, two big things to keep in mind: 1. It's typical FinTech/Web3 companies look for industry experience 2. It's typical startups look for other startup experience ---- Enter the good stuff. Ask yourself whether your experience is with lesser known startups or well known organizations. It may be a mix of both. Let’s say you’re at Ramp—a recognized FinTech leader—you could include a quick snapshot of your team’s impact. Under your job title, it might read something like: “Member of Ramp's Applied AI team that builds AI tools, saving customers over $400 million to date.” On the other hand, if you’re at a smaller, up-and-coming Series A startup like Gynger (which is an awesome company btw), a quick snapshot of the company could look like: “Gynger is a Series A FinTech startup simplifying the purchasing process for businesses and helping them finance and manage tech expenses” Simple right? Assuming you’re applying to roles you’re qualified for, this quick update can help tilt the scale in your favor. And again, you can do it in the time it takes your Keurig to fill up your coffee mug this morning. (No, it’s not a silver bullet, but every advantage counts!) PS - if you put this into action, shoot me a note if it helps or not!

FinTech startup leaders can find the talent they need only interviewing 5 people rather than 20 by doing this one thing... And all it takes is a bit more time up front to save an ass load on the back end. Ironing out “must have requirements” before launching a search. Story time. We were working a Senior Data Scientist role for a hot, early stage NYC based FinTech startup client. Had a candidate with insane credentials who made it through all the interviews - passed every step with flying colors. They had top tier technical chops, employed by a MAANG company, well spoken, and had a degree from an Ivy League. The type of candidate that makes you feel like Batman when you present them. But following the last interview, we got hit with the news... They decided they wanted someone with relevant FinTech/Financial service experience. It was never brought up at any point during the job intake or throughout interviews. This hiccup led to an unnecessarily long vacancy and many many many meetings with misaligned candidates. With definitive “must haves”, your recruiting efforts will become much more intentional. Take the time up front, it'll be your (and candidates) savior.

Job seekers, I have exciting news for you and hope this will be a beacon of light for many. Xeleri Recruitment will be partnering with Richard King and his team at ResumeAndProfileFeedback<dot>com along with Sam Struan in the pursuit of helping job seekers get back to work. What does this mean exactly? For every candidate placement Xeleri makes with its clients, we will be donating a portion of each placement fee to Richard and Sam's resume writing and job seeker services. Some people have been out of work for 6 months, 12 months, or more and have lost so much no thanks to the 2023/2024 job markets. And while it may be necessary, spending $30, $50, $100 or whatever the cost of resume writing or other coaching services isn't feasible for a lot of people. So the goal here is to give back and provide as many out-of-work folks as possible completely covered access to resume writing and other job seeker services to help them land their next job. I'm excited to do my part and with the 6 new roles I just started working with my new client, Richard and Sam should be seeing their first donations from Xeleri in the near future. Let's get people back to work. Happy Friday :)

Remember those Account Executive Roles I posted yesterday? They're live 😎 Since LinkedIn doesn't like external links, you'll find Xeleri Recruitment's job board with all the active listings below the comment section. 4 Account Executive roles 2 Senior Account Executive roles

Exciting News! Xeleri Recruitment has been engaged for a sales team build for a high-growth software development company. Enterprise Account Executives, I'm looking at you. Still ironing out details - but wanted to get some preliminary stokes in the fire (some things susceptible to change). As of now, looking at 6 or 7 headcount: The roles will be fully remote but need to be based in one of the following areas for 25% travel to client sites: -Greater Philly Area -NYC Metro Area -Los Angeles Metro Area -San Francisco Metro Area 5+ years experience as there's both Enterprise AE and Senior Enterprise AE roles open. Cloud ERP or No-Code software space experience is a huge plus. Enterprise AEs: $110,000 - $140,000 (OTE: $220,000 - $280,000) Senior Enterprise AEs: $130,000 - $160,000 (OTE: $260,000 - $320,000) If you're interested and qualified or know anyone who is, hit my line!

Unemployed doesn't equal incapable. But some business leaders believe that. Here's the reality... Entire teams have been let go. Companies have gone under. Almost 100,000 people in 2024 laid off. I was representing a Senior Applied Scientist from Twitch few months back who was impacted by layoffs. They had previous startup experience, a PhD from UC Berkeley, and did a ton over the course of their career. I'm talkin' really awesome stuff. A total stud and someone 99.99% of companies would drool over to have on their team. And now? They’re with Amazon Alexa. And last I checked Twitch and Amazon employ top engineers. Oh and they proudly sported the "Open to Work" banner ;) There are plenty of candidates on the market just like this. Seriously talented people. Don’t fall into the rabbit hole of only wanting passive candidates because you saw somewhere they’re simply “the best”. Because you’re likely missing out on real fire power. If you got laid off tomorrow for something outside of your control… Would you default to being a “bad candidate” or somehow be the exception to the rule? Here’s a fun argument - people out of work might be SO good, they left their last jobs just to chill out for a bit and are now ready to get back in action. (Those people do exist btw, I've chatted with many of them) Besides, there’s much less friction hiring folks out of work. Don't make hiring harder for yourself than it needs to be.

Our website is live (again) 😎 Tech & GTM leaders - we're here for you ready to fire on all cylinders. 365 recruitment. Custom client portals. White-glove service. Strategic partnership. Easy hiring. What's that really mean? -No more long job vacancies -No more lost dollars -No more lost time -More business growth -More time back -More killer talent It's all waiting for you.

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Multiple recruiting agencies working the same roles is like having multiple Head Chef's in the kitchen. It's messy and inconsistent. It does WAY more harm than good. And nothing screams "I don't trust you" like using multiple resources 'fighting' to solve the same problem. Want to hire in a way that makes your competition more jealous than you when your middle school crush was taken? → Ditch the vendor "relationships" → Find a hiring partner you trust implicitly