Prateek Agrawal’s Post

#Hiring for a Strategic Projects Associate to work with me and our amazing CS team. What is needed:  ➡ Enthusiastic folks who can (and want to) drive great outcomes for clients and the overall business with new initiatives, experiments, and heads-down execution ➡ Some experience of project/ program management is preferred ➡ Good communication skills, and the knack of getting work done  ➡ Prefer someone with 1-3 years of experience Location:  In office (Bangalore) What to expect:  You’ll be working with a smart and really committed bunch of folks, in a growing startup in its most exciting phase till now, and customer success will be the backbone in this journey. Along with expecting a competitive salary, you will have the opportunity to work with every team that can contribute to the success of our customers. So if you get a kick in learning various functions and being able to directly contribute to your company’s growth, this is the role for you! Interested folks - Apply here: https://lnkd.in/g8zb33c3. DM if you have any questions. —- P.S: EasySource is a gen-AI talent sourcing tool that helps you find, reach out to and hire the most relevant talent. Our entire client base is out of the US and our customer retention figures are surprisingly amazing 🙂 What gives us a kick: ➡ A client telling us they have closed our role using EasySource (which was open from 3+ months). And they didn’t need to pay hefty amounts to headhunters for that, we just enabled them to be end-to-end executioners 🙂 ➡ A client telling us they love our team, or more so - they feel we are an extension to their team ➡ A client going “Woahh” after seeing the magic our AI on presenting them the best profiles Smarth Sidana Sai Shreya Meduri HireQuotient

🌟 The world is missing out on some serious talent, and I’m ready to change that. 🌟 With a heart for helping others and a drive for creating positive change, I’ve spent my career turning challenges into opportunities. Whether it’s managing high-volume client interactions, aligning tech solutions with customer success, or creating seamless workflows that keep businesses moving forward—I’ve done it, and I’ve done it with passion. From database processing and project consulting to leading customer success initiatives, I know what it takes to make an impact. I’ve collaborated with teams, revamped processes under tight deadlines, and even reworked entire projects over a weekend to save a client’s campaign—while multitasking my kids’ birthday celebration! That’s the level of dedication and problem-solving I bring. What do I offer? 💡 An expert ability to manage complex projects and client needs. 💬 A passion for building genuine connections and improving experiences. 🎯 A knack for working across departments, bridging the gap between customer needs and technical teams. I’m ready to put these talents to use in a meaningful way. Let’s connect and see how I can bring that drive and dedication to your team. #hiringmanagers #hiring #recruiters

Candidates: if I mentioned a role that is more junior to the one you've applied for, it's not because I am downplaying your experience or what you bring to the table. It's a genuine desire to set you up for success in the role. When you take a Sr.-level role (director, C-suite, etc) there is a certain expectation that comes with that. It's not that you won't be trained or onboarded, but it does mean that there is an expectation for you to be able to add value quickly. Coming into a more junior role gives you the opportunity to ease into the role and learn as you go with less expectation to deliver immediate value. If you have 2-3 years of experience, you might be ready for a Sr. role, but why rush it if there's an opportunity to grow? I'd rather hire you as an Associate and promote you to a Sr. in 6 months than hire you as a Sr. and have to part ways during your probationary period. It might be an unpopular opinion or seem that we're just trying to get away with paying a Sr. for associate-level work. I get the optics. But out of all the people I've hired, the Junior -> Associate -> Sr. -> Director pathway has produced the most success and longevity amongst the teams I've worked on. #hiring

Agree with this, if you are about progression often the way is to take a step down so you can go up. I took a step backwards from management positions to join ForHousing at a 'lower' level. I did this because the copious opportunities for progression at ForHousing were more appealing to me than the limited and saturated ones within my previous organisation. The one thing I do think needs to start happening within all organisations is if a potential candidate is coming to an interview and is clearly passionate about progression and cites that as a reason for joining the company, when that person is hired the first thing a manager should be doing is sitting down with them and mapping out that progression plan. And that has to be a solid plan that can be done, with a certain amount of promises and caviats, that is clear. What do they want? What do they have? What do they need? How can we get them there. Again, this is when a manager is also a true leader, when they are invested in creating leaders of the future. #recruitment #management #leadership

Are you a tech whiz with a knack for people? 🤔 70% of hiring managers say soft skills are just as important as technical ones. Let Datum help you find your perfect match. #hiring #hiringmanager

🔍 The Lens Shift: Your Career's Accountability Playbook Remember when photos captured everyone else? In the selfie era, the lens turns inward. This isn't just photography—it's your professional transformation. 📸 THEN vs NOW: • THEN: Blame game | External focus | Reactive • NOW: Ownership | Internal accountability | Proactive 3 ACCOUNTABILITY ACCELERATORS: 1️⃣ OWNERSHIP EQUATION • Problem Received = 3x Solutions Delivered • Zero complaints, maximum solutions • Solve before being asked 2️⃣ 24-HOUR ACCOUNTABILITY SPRINT When challenges hit: • 1st Hour: Diagnose • Next 12 Hours: Design • Final 11 Hours: Execute 3️⃣ PERSONAL BRAND FIREWALL Your reputation = Your response to chaos • Miss deadline? Communicate early • Project derails? Rebuild in motion • Mistake happens? Fix before it escalates 🏆 LEADERSHIP ACCOUNTABILITY BLUEPRINT: • 100% Team Outcome Ownership • Transform Challenges into Growth • Build Leaders, Not Followers 💥 CRITICAL TRUTH:  Accountability bridges your current self to your ultimate potential KEY SHIFT: 👤 Individual: Own Your Work 👔 Leader: Own The Entire Ecosystem Are you ready to turn the lens on yourself? Pro Tip : Professional masterminds don't just capture moments—they engineer value ecosystems that transform careers. Bonus : If you resonate with taking accountability and owning your actions , we would love to hear from you, #hiring for growth mindset at Maltar Services Pvt. Ltd.Let's connect on 97701091016 or drop an email on hr@maltarservices.com !!! Open Positions : Sales & Organic Lead Generation - Associate to Manager Core Roles - Sr. Research Analyst - 1 - Social Media Associate - 1 - Sr. HR Associate - 1 - HR Manager - 1 Repost if you're committing to radical accountability! #careers #growth #accountability #leadership #peopledevelopment #mindset #actions #ownership #hiring #vacancies #jobs #recruitingnow #applynow

Rethink Hiring: Are We Asking for Unicorns? Here's a wake-up call! The 2024 hiring trends are...interesting. - Project Manager needing Digital Marketing expertise? - Operations Manager (Corporate) with Education sector experience? - Strategy Manager requiring Financial Modeling skills? - Relationship Manager with specialization in Marketing? These are just a few examples of job descriptions asking for a single person to be a master of everything. Are job requirements really in sync with the realistic talent pool lately? Are current expectations feasible, or are they setting the stage for missed opportunities in hiring? Now here's the PROBLEM: - Unrealistic expectations discourage great candidates. - It wastes everyone's time: yours, recruiters', and the company's. - When you can't find this mythical unicorn, you settle for a less qualified candidate. The solution? Focus on what matters! Hire people who excel in their specific domain. You can always develop additional skills later. Dear Corporate, Let's please move towards smarter hiring practices that benefit both companies and candidates. I encourage us to share perspectives on how companies, from startups to large-scale operations, can recalibrate their hiring strategies to focus on the core skills and potential for growth. How can we ensure that we're not only attracting but also nurturing the right talent for the right roles? How can we better align our expectations with the market to foster a more inclusive, realistic, and productive hiring environment? #stoptheunicornhunt #hireforskills #recruitment #hiring #talentacquisition #jobsearch #careeropportunities #jobhunt

I feel like LinkedIn should allow users to create alerts for posts. A lot of openings are posted by hr & hiring managers which require folks to email/DM them directly. Now, this creates a unique opportunity to truly personalize your message/email to showcase your strengths & intent for the position & tbh, I've seen better conversion rates as opposed to direct applications. How often have we missed such opportunities due to- 1. the user being a 2nd or 3rd degree connection 2. the timeline was closed earlier due to the sheer volume of applications Imagine getting a notification: "your keyword search of 'hiring APM' has 6 new posts. click to view them" You click & voila, all the latest posts with your search keyword are being presented to you & you find a great opportunity that you can apply earlier than others. Drawbacks: 1. mix of irrelevant posts in terms of location(US based roles for indians)/role(project management role) 2. frequent notifications due to a larger set of irrelevant roles but containing similar keywords 3. contrary to having an edge, multiple people with the same post alert getting notification at once & applying at the same time What do you think? reward>>risk? #productmanagement #interview #linkedin #alerts #notifications #opportunities

Customer Success Managers are going to give us their insights! A free call to help jobseekers get insights and perspectives into the job market and hiring practices of those who have been there. We're still looking for 1 more panelist, if you like to join and have experience hiring post-sale tech professionals send me a DM. Register in the comments! #tech #saas #customersuccess #hiringmanager

Executives, if your company is hiring, 𝗵𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝘆𝗼𝘂 𝗰𝗮𝗻 𝗮𝘁𝘁𝗿𝗮𝗰𝘁 𝘁𝗼𝗽-𝘁𝗶𝗲𝗿 𝘁𝗮𝗹𝗲𝗻𝘁 𝗮𝗻𝗱 𝗲𝗹𝗲𝘃𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽. If you're not hiring right now, save this—you’ll want to refer back to it when the time comes. Reposting a job opening to your network? You might be missing a chance to capture the best candidates. Elevate your messaging and see better results. 𝗔𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰 𝗜𝗻𝘀𝗶𝗴𝗵𝘁. Don’t just repost a job. Tell the story of why this role matters, how it aligns with the company’s growth, and the impact the right candidate will have. 𝗧𝗮𝗸𝗲 𝗮 𝗯𝗹𝗮𝗻𝗱 𝗿𝗲𝗽𝗼𝘀𝘁 𝗹𝗶𝗸𝗲 𝘁𝗵𝗶𝘀. "Hiring at Company A! Here we grow again! We need a candidate with strong data analysis skills and a passion for improvement." Now, let’s flip the script. Show why this role matters: 𝗟𝗲𝗮𝗱 𝗠𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹 𝗣𝗿𝗼𝗷𝗲𝗰𝘁𝘀 𝗮𝘁 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗔. At Company A, we don’t just hire Project Managers—we hire leaders. We’re in a phase of rapid expansion and need someone who’s ready to take ownership of high-stakes projects. No more waiting for promotions or approval—this is a role where you make an immediate impact. 𝗪𝗵𝘆 𝗬𝗼𝘂 𝗦𝗵𝗼𝘂𝗹𝗱 𝗖𝗮𝗿𝗲. Shape the future: Lead projects that directly contribute to our growth and success. Your leadership will accelerate our progress in new markets. 𝗪𝗲 𝗴𝗿𝗼𝘄 𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿. Enjoy ownership over your work and rapid career advancement in a fast-moving company. 𝗙𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗮𝗻𝗱 𝗮𝘂𝘁𝗼𝗻𝗼𝗺𝘆. We believe in work-life balance and empowering our team to make decisions and drive results. 𝗪𝗵𝘆 𝗧𝗵𝗶𝘀 𝗥𝗼𝗹𝗲 𝗠𝗮𝘁𝘁𝗲𝗿𝘀. This is your chance to join a company in rapid growth, where your contributions are crucial to our success. If you’re driven by impact and growth, we want you. 𝗔𝘀 𝘁𝗵𝗲 𝗛𝗶𝗿𝗶𝗻𝗴 𝗠𝗮𝗻𝗮𝗴𝗲𝗿, 𝗜’𝗺 𝗰𝗼𝗺𝗺𝗶𝘁𝘁𝗲𝗱 𝘁𝗼 𝗲𝗺𝗽𝗼𝘄𝗲𝗿𝗶𝗻𝗴 𝗺𝘆 𝘁𝗲𝗮𝗺. I trust my people to make decisions, solve problems, and deliver results. Together, we’ll execute and scale to new heights—no micromanaging, just growth and impact. 𝗪𝗵𝗮𝘁 𝗱𝗼 𝘆𝗼𝘂 𝗹𝗶𝗸𝗲 𝗯𝗲𝘀𝘁 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝗺𝗲𝘀𝘀𝗮𝗴𝗶𝗻𝗴 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗵𝗲𝗿𝗲? If you’re an executive hiring for a role and not getting the applicants you want, 𝘀𝗲𝗻𝗱 𝗺𝗲 𝗮 𝗺𝗲𝘀𝘀𝗮𝗴𝗲. 𝗜’𝗹𝗹 𝗵𝗲𝗹𝗽 𝘆𝗼𝘂 𝗰𝗿𝗮𝗳𝘁 𝗮 𝗺𝗲𝘀𝘀𝗮𝗴𝗲 𝗹𝗶𝗸𝗲 𝘁𝗵𝗶𝘀—𝗼𝗻𝗲 𝘁𝗵𝗮𝘁 𝗿𝗲𝘀𝗼𝗻𝗮𝘁𝗲𝘀 𝘄𝗶𝘁𝗵 𝘁𝗼𝗽-𝘁𝗶𝗲𝗿 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗮𝗻𝗱 𝗺𝗮𝗸𝗲𝘀 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯 𝗿𝗲𝗽𝗼𝘀𝘁 𝗺𝗼𝗿𝗲 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲.