CHOW - Culinary Hospitality Outreach & Wellness’ Post

How do I decide between hiring operational or support staff? Back in September we welcomed Stewart Houston into the team in the newly-created Technical Operations Manager role, and what an impact he’s had! There’s been (and continues to be) a clear improvement in our processes and practices as a result of having a highly skilled person in this role. Now that Stewart’s settled, I’m turning my attention to what our next hire could/should be, and it’s a decision that I always find tricky – technical or support staff? Technical staff are, of course, at the heart of what we do, and each new technical team member brings unique experience and additional technical skills to the service. It’s always very exciting to get a new technical person in, and, of course, they’re a chargeable resource! Support staff, on the other hand, are an expense, but I know that having the right people in roles like Sales, Marketing, and Accounts can free-up my time and/or generate business opportunities. What should Nimbus Blue’s next hire be? It seems to me that, in small business, at least, the revenue is rarely there to hire support staff and it just becomes a “must do” in order to progress the business. Or perhaps I just work better (read as "procrastinate less") when I put myself/payroll under a bit of pressure! #smallbusiness #growingteam #investinpeople

Great Talent Acquisition Opportunity with StoneBridge

Hiring is a two-way street, but it all starts with setting the right expectations from day one. If you’ve been clear about job responsibilities and expectations—like making 80 cold calls a day—you’ve got the framework in place to hold people accountable. When someone falls short, you can address it directly because the groundwork was laid from the start. The lesson? If you’re clear and upfront about what success looks like, it’s easier to steer things back on track when things go wrong. How do you hold your team accountable while maintaining clarity? https://linktw.in/BpHTho https://linktw.in/FRzYBy https://linktw.in/WabQJa

Hiring isn't about filling a seat—it's about finding the right fit to drive your practice forward. That's why we focus on defining your ideal candidate, so you know exactly who you need before they walk in. The right hire means stronger profits, loyal patients, and a team that feels like family. Let's stop guessing and start building a team built to last.

Hiring engineers is tough—especially the right ones. That’s why I loved hearing from Kyle Jepson, CTO of Emerge, about how Arc made a difference for his team. Here’s what Kyle shared: 1. 𝗗𝗶𝗿𝗲𝗰𝘁 𝗮𝗰𝗰𝗲𝘀𝘀 𝘁𝗼 𝗟𝗔𝗧𝗔𝗠 𝘁𝗮𝗹𝗲𝗻𝘁 Kyle was able to source engineers directly in South America, where Emerge needed strong contractors. 2. 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 Arc let him search for talent and receive applications, making it easy to fill core roles. 3. 𝗘𝗮𝘀𝗲 𝗼𝗳 𝘂𝘀𝗲 Kyle called Arc’s platform the best part. Simple, fast, and built for finding the right talent. Stories like Kyle’s are exactly why we built Arc—to make global hiring as easy as hiring next door. Looking for top global talent in dev, design, or marketing? Shoot me a DM...I’d love to help!

Opportunity

One bad hire can disrupt an entire team’s harmony and success. Hiring isn't just about filling a position; it is about building a culture, fostering trust, and aligning values. Choose wisely. 💡

I rarely think you should tailor your resume for a position. This is one exception. If you're overqualified and you still want to be considered, take it down a notch. Think about what the JD asks for and how you can be "just right" for the role. You need to check the boxes. You also need to show that you can grow in the position as-is. Write down what you think their ideal candidate profile looks like. Fit your experience to just that. No more. No less. #jobhunting #resume #jobseekers

Not sure who needs to hear this but opportunity is out there! At Jobot, we are seeing lots of good companies from tech to legal to accounting hiring good people! Candidates seeking work - Stay strong and keep applying! Our average placement takes more time, effort and applies but we are seeing lots of movement in the market. Companies and recruiters hiring - This is an incredible time to get top tier talent. Some of the best candidates in the last 10 years are on the market and ready to make an impact at your company. By hiring now, you strengthening the next generation of your company. Want a boost to your search? Comment here! Candidates Looking - add the looking emoji 👀 in comments and the type of job you are looking for and location and desired commute such as: 👀 Software Engineer - Bay Area - Remote 👀 Construction Superintendent - Philly, PA - Onsite 👀 CFO - LA, CA - Hybrid Recruiters + Companies Hiring - add the 🙋♀️hiring hands up emoji in the comments and the top job title, location and commute that you are hiring for currently such as: 🙋🏻♀️ Controller - Detroit, Michigan - Onsite 🙋🏽♂️Attorney - Tampa, Florida - Remote 🙋🏼♂️ CTO - San Jose, California - Hybrid We have about 3 Million Followers here on LinkedIn! Working together - we can help each other hire and be hired! We got this! Let’s go! 💙🤖 Heidi + Jobot Find a good job at: Jobot.com #jobs #jobot #recruiting #staffing #recruiters #hiring #consulting