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[SPEAKER_01]: You all do not have as many job opportunities as I have candidates.
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[SPEAKER_01]: Like that's just, there's no way possible.
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[SPEAKER_02]: If you have a proof of HQ another episode and today we are with someone who is also part of the event we are doing, make wine.
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[SPEAKER_02]: I said that last name correct, right?
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[SPEAKER_02]: Yeah, that worked.
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[SPEAKER_02]: Okay.
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[SPEAKER_02]: I'm going to let you introduce yourself so we can just pick your pregnancy with us.
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[SPEAKER_01]: So my name is Nate Wiley, founder, owner, operator of Infinite Talent.
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[SPEAKER_01]: So what we do is work with different founders and startups and really some missiles companies as well, but help them find like niche talent.
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[SPEAKER_01]: So people use the company when they've exhausted their efforts of trying to source their network, networks, and stuff like that.
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[SPEAKER_01]: And so I go out and find some specialized skill sets for their startups usually.
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[SPEAKER_02]: And I think they get into that.
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[SPEAKER_01]: I've been recruiting now for, should I start in like 2011?
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[SPEAKER_01]: So I've been doing it for quite a while, just in different companies, different size, organizations in different industries as well.
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[SPEAKER_01]: And then a couple of years ago, I went out on my own now started consulting.
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[SPEAKER_02]: Okay, and consulting for tele-acquisition, how's that different from working in the organization?
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[SPEAKER_02]: Like, I know when you work with an organization you get a pool of candidates and you have to maybe pass it to the higher your manager, but when you're doing it as a consulting, how does that work?
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[SPEAKER_01]: It's really the only difference is I'm not on one particular company's payroll, but even in-house recruiters do source in as well, so they would, it depends on the difficulty level of the job and also as far as kind of how that company is doing, so I've worked for some organizations where
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[SPEAKER_01]: We would get great talent in battle, so we wouldn't have to do a ton of sources and then I work for some organizations where no one knew who we were So we would have to reach out and be proactive But what I do as a consultant and the reason I kind of went on in my home I kind of get to Car about just a recruiting part and I have to do like all the
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[SPEAKER_01]: special projects and you know play the politics game yeah like you know all the little sometimes fluffy stuff and we're gonna roll out this so we don't do that and who wants to volunteer for this and so I kind of got burnt out with all that kind of stuff and just wanted to focus on the recruiting and it pays well the win first started and to way or no
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[SPEAKER_02]: was there any kind of like setbacks or do you have like feelings that okay this will work because again doing someone going out working for organization doing your W2 making your W2 money and going out to the field yourself and saying okay I want to be an entrepreneur I want to do myself on a make as much my responsibility as possible
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[SPEAKER_01]: It's a, it's a, it's a every day crash like for a like you every day is I'm not going to say every day because I have some great love too.
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[SPEAKER_00]: Yeah, I have some good days, but a lot of days because you can, you can let a whole week go by and really don't feel like.
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[SPEAKER_00]: you move the needle.
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[SPEAKER_01]: You know, and so you just have to kind of reset and refocus and kind of, you know, wake up the next day and it could be Saturday.
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[SPEAKER_01]: Like I woke up on some Saturday mornings like, hey, I'm disappointed in myself with what I got accomplished.
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[SPEAKER_01]: Like I need to do something to fill the accomplished.
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[SPEAKER_01]: But setbacks, especially recruiting.
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[SPEAKER_01]: So the thing about recruiting out-tale folks is I'm dealing with people on every side, right?
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[SPEAKER_01]: And so I don't,
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[SPEAKER_01]: have a ton of control of what anyone person does in the process, like I'm kind of, you know, a project manager in the sense.
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[SPEAKER_01]: So I may find a great candidate for a role and then the higher manager be like, yeah, they're good, but they're missing this.
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[SPEAKER_01]: And so like, go find me somebody else and so I'm all right, cool.
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[SPEAKER_01]: I go find somebody that they like and then the person's like,
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[SPEAKER_01]: I don't think I like the founder.
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[SPEAKER_00]: You know what I'm saying?
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[SPEAKER_01]: It's just like, damn, like what do I do, right?
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[SPEAKER_01]: And so like, I'm just constantly being the go between.
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[SPEAKER_01]: And so those setbacks usually come from when I've put in, like weeks or weeks of a search, we get to an offer, and then the person declined to offer.
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[SPEAKER_01]: That's a pleasure.
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[SPEAKER_00]: You mentioned something very important, the search, right?
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[SPEAKER_00]: What platform are you using to search for talents?
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[SPEAKER_00]: Cavebeats.
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[SPEAKER_00]: Can't be tough.
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[SPEAKER_01]: Right.
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[SPEAKER_01]: So I'm still very heavy and like then LinkedIn is kind of the go to,
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[SPEAKER_01]: Even when I have like two other sourcing tools that I use, they're kind of like more A-Base.
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[SPEAKER_02]: I'm the same plug, because this kind of do a good one of the two tools.
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[SPEAKER_01]: So I'm using a meta-view, they're sourcing tools, and then I'm also using a tool called pin.
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[SPEAKER_01]: So they're actually pretty good at
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[SPEAKER_01]: sort of digesting all the information that I feed it as far as like how to how to kind of tailor the candidate profile.
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[SPEAKER_01]: And so it goes a lot deeper for those two tools versus what LinkedIn Recruiter can do, which is really just like a lot of keywords and a lot of filters.
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[SPEAKER_01]: Metributes specifically, I'm able to, it thinks almost the same with clodders.
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[SPEAKER_01]: And so like, I'm able to update my search as I go, and it's as simple as like dropping in, you know, copy and paste an information from like a Slack channel with the higher manager saying like, hey, Nate, I like this person.
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[SPEAKER_01]: But,
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[SPEAKER_01]: I spoke with them, they didn't have this business, or I didn't like the way they No presented this information whatever.
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[SPEAKER_01]: Maybe I can copy and paste it and drop that in the matter of you And matter of you will like synthesize that and rerun the search based on the feedback from the hiring man What is the matter of you getting those people full up?
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[SPEAKER_02]: You were signed up in the platform?
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[SPEAKER_01]: So that's the point.
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[SPEAKER_01]: So even when I use matter of you, I'm still like clicking the like LinkedIn icon and going to LinkedIn.
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[SPEAKER_01]: So they give you the option if they have like a public email address you can send them email, but I'm usually still sending like LinkedIn messages to a lot of these folks.
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[SPEAKER_01]: So that's all I say.
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[SPEAKER_01]: LinkedIn is kind of, and LinkedIn has done a great job of like cornering the market.
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[SPEAKER_01]: Like there's nothing
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[SPEAKER_01]: Right, yeah, overnight I said he gonna come out with something.
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[SPEAKER_01]: I want to see it, you know, like I'm sure it'll be great given the word technology is now, but LinkedIn, I kind of have like a love and hate relationship with them because because I love the platform for what it does, right?
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[SPEAKER_01]: It's like, I can't remember, but it's like hundreds of millions of people globally on the platform.
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[SPEAKER_01]: So like where else can you go to sort of be able to kind of
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[SPEAKER_01]: You know, fine customers, fine candidates, fine companies, like everything is on there, by the same time, but they be taxing them to back in for LinkedIn recruiter, like what I use, because I'm able to search like at a deeper level than somebody who's just using a platform, you know, on this face.
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[SPEAKER_01]: And then also, I don't like, I don't feel like they've invested enough in the platform for the money they make off of it.
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[SPEAKER_01]: Like it could be a lot more user-friendly.
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[SPEAKER_02]: So, I think a lot of people have candidates have their experience from their appliance side, but what is your experience like what happened on your side of the hiring table that can't it in order to get to see?
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[SPEAKER_02]: Because again, usually when the candidate apply, you know, they're waiting for feedback from either the hiring manager or the time acquisition specialist like you or the leader like you, like what is happening on your end once you get those applications, I know you're getting tons of applications from candidate.
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[SPEAKER_02]: how you're sourcing the applications, what is happening your end to?
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[SPEAKER_01]: Yeah, it's really simple honestly, like I think, and to kind of take a step back.
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[SPEAKER_01]: So that's what got me into recruiting.
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[SPEAKER_01]: I wanted to know that very question.
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[SPEAKER_01]: I graduated college and I'm submitting all these applications because we were
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[SPEAKER_01]: We were so old on you get your degree My people can't wait to tell you money.
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[SPEAKER_01]: That shit was yeah, and so on like any pre-cultures like that This was this is back in the day like I'm almost so this is back in the day like this was when before
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[SPEAKER_01]: Nobody, this was way before COVID and all that kind of stuff became a thing.
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[SPEAKER_01]: We just got a degree meant, you know, like you at least begin interviews and stuff like that.
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[SPEAKER_01]: And so I really was curious about what's happening on the other side.
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[SPEAKER_01]: And so even now, what happens is you submit your application into an ATS system, which is,
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[SPEAKER_01]: Yeah, it's basically just a database for us to kind of post our jobs and then organize the inbound talent as well like we just schedule interviews, score, keep score cards, make notes, we're in there usually like tagging, other recruiters tagging, hiring team members, like hey, look at this, look at that, whatever, and so it's kind of just like a centralized place for us to communicate about all things hiring.
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[SPEAKER_01]: The actual, what matters to a candidate is really just us kind of scanning those resumes to see, you know, is this person a potential fit for the role?
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[SPEAKER_01]: Now, a lot of applicant tracking systems right now, especially some of the more newer ones, are, are a very A-A-Base.
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[SPEAKER_01]: So, and it's one of those things where I feel like Canada is like, I don't think you need to add to my supply, I'll, that's what it's like, we are just screaming.
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[SPEAKER_01]: Yeah, I'm just hoping you, you got to use, you got to use AI in your job today anyway.
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[SPEAKER_01]: Every every role I'm looking at right now, or I'm looking to feel right now, there's some aspect of AI, like even if they're not looking for AI engineers, you're per se, but they want to know that you use AI in a way to like automate your own personal work, right?
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[SPEAKER_01]: Like they, because they know that's the future.
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[SPEAKER_01]: right.
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[SPEAKER_01]: They don't want someone coming in that's doing, you know, kind of a more traditional old school way of doing things.
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[SPEAKER_01]: So it is one of those things where, of course, all specialist system like that.
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[SPEAKER_01]: That's that's actually a very easy task for you how to do.
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[SPEAKER_01]: Even though I, um,
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[SPEAKER_01]: My shop is kind of a little bit non-traditional, but I can use AI now to wear it.
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[SPEAKER_01]: Like, I can dump a bunch of resumes in my closet, and it'll rank them for me.
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[SPEAKER_01]: It tells me, like, why don't you see that?
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[SPEAKER_02]: That leads me to my next question.
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[SPEAKER_02]: You think AI can position the AI and recruit it as an AI for screening?
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[SPEAKER_02]: How's going to job market?
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[SPEAKER_01]: No, I don't think so.
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[SPEAKER_01]: I think,
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[SPEAKER_01]: on one side of it, on the recruiter's side of it, and I am biased, like, I'm able to move faster, right?
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[SPEAKER_01]: Like, I'm able to kind of get through a lot more candidates because so let's just say for example.
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[SPEAKER_01]: high level.
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[SPEAKER_01]: So let's just like, I got 50 candidates that apply for a role.
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[SPEAKER_01]: And I'm able to plug my, my claw into whatever database, it could be a good cheat, whatever, whatever is using to read that information.
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[SPEAKER_01]: And so it reads all these documents and it gives me, like, hey, Nate, here's your top 10 candidates based on, you know, the criteria before you should manually, right?
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[SPEAKER_00]: Before I even, you do it manually.
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[SPEAKER_00]: Right.
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[SPEAKER_02]: Because, and then,
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[SPEAKER_02]: On your end is helping, but I'm still on the canvas side because all resumes not to look good.
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[SPEAKER_01]: Right, but what I'm saying is, the AI plot is kind of telling me like, hey, I read all 50, these are the top 10.
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[SPEAKER_01]: So let's just say, number six out of that top 10, apply, let's say, number 34, something like that.
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[SPEAKER_00]: I'm tired.
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[SPEAKER_00]: So I'm ready at the first 25.
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[SPEAKER_00]: You know what I'm saying?
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[SPEAKER_01]: I'm ready at the first 25.
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[SPEAKER_01]: And I took the strongest out of those first 25.
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[SPEAKER_01]: I sent out invites to screens of those individuals.
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[SPEAKER_01]: And let's just say, of that first 25, I sent out screening invites for seven or eight of them.
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[SPEAKER_01]: I though seven or eight, I felt like three were strong.
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[SPEAKER_01]: I sent those three onto the team and then let's say one of those people get hired.
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[SPEAKER_01]: So somebody who was in the top 10,
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[SPEAKER_01]: didn't even get reviewed because I found somebody out of the first 25 you know what I'm saying yeah so you might be number one but you don't get reviewed right okay and that's what happens on top of the swallow right and that's what happens a lot of times when can it's like oh like I know I was a perfect fit for the job I didn't even get a call I didn't get an interview
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[SPEAKER_01]: You might have been candidate number 160, you know, saying, like, I didn't get that for it.
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[SPEAKER_01]: And so that's why I think Canada's needs to kind of change your mindset.
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[SPEAKER_01]: And AI is actually helping us figure out who is the best, you know, who apply for this role.
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[SPEAKER_01]: So now I can hit a button and it may take a while, but AI can actually go through all 200 candidates.
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[SPEAKER_01]: And, you know, bubble up the actual people
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[SPEAKER_01]: whether they apply first or they apply last.
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[SPEAKER_02]: Okay, so in that process where it might be a good fit, but you're not selected.
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[SPEAKER_02]: How can candidates do more to get this ability?
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[SPEAKER_02]: It's really just a volume game.
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[SPEAKER_01]: So what they could just... Yeah, I see that again.
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[SPEAKER_01]: So if it's a volume game, it's a volume game.
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[SPEAKER_01]: It's a volume game because the example I just gave in addition to the competition, and also just kind of like the job market that we're in right now.
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[SPEAKER_01]: It's one of those things where I know how frustrating it can be, but it's almost like you can't take a couple of shots and then think like, okay, like, one of these got a land, and then when I hear people say, like, oh, I applied to 100, I applied to 200.
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[SPEAKER_00]: If you ain't got the job yet, then you need to apply to another 100.
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[SPEAKER_01]: Like, there's no...
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[SPEAKER_01]: there is no kind of like finish line until you get the road you know what I'm saying and so I think again like I hate it I'm not trying to say this as like trying to be cold about it I am numb to it because I've been recruiting for so long but at the same time
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[SPEAKER_01]: You're the one that needs the job, like you need the paycheck, right?
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[SPEAKER_01]: And our keep saying is forever like, companies were not created to employ people.
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[SPEAKER_01]: Like that wasn't the goal, right?
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[SPEAKER_01]: I think you might hear a certain talking point around that where, especially when you think about manufacturing, there's like, oh, we're going to build this plan.
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[SPEAKER_01]: It's going to bring 2000 jobs.
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[SPEAKER_01]: That's only because it takes $2,000 for that plant to operate.
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[SPEAKER_00]: They could do it with $500,000.
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[SPEAKER_00]: They could do it with $500.
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[SPEAKER_00]: You know what I'm saying?
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[SPEAKER_01]: They don't want to just pay people just to be paying people.
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[SPEAKER_01]: If they open the jobs, it's because we have a need and we need some work done.
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[SPEAKER_01]: And so I think, again, I understand people get frustrated with the concept of it.
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[SPEAKER_01]: And it's the first life with layoffs and all that kind of stuff.
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[SPEAKER_01]: But a company is there to make money.
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[SPEAKER_01]: And one of the easiest ways where to make money is to get costs and that's the biggest cost is payroll So that's just that's just the simple formula to it, and that's just you know while companies operate the way they do with the new higher system a lot of people feel that entry level jobs are no longer an assistant How do you feel about that?
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[SPEAKER_01]: They're definitely the creasing and shrinking end and it's hidden them from two different ways and so
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[SPEAKER_01]: You can have like a new grad or someone at your level talent.
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[SPEAKER_01]: When those jobs are being automated in a way, whether it's AI itself or whether there's like more of a, like a sweet product that's able to kind of lump in, whatever that work was and be able to kind of get rid of the need for a person actually doing that manually.
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[SPEAKER_01]: Or the other way is,
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[SPEAKER_01]: Now that there are so many layoffs in the job market is so tough, people that may have been, meet level manager or an associate level are having to accept more entry level roles, at that pay rate.
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[SPEAKER_01]: And so again, from a company standpoint,
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[SPEAKER_01]: You know, I really only need somebody who, you know, two to three years, experience doing this job.
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[SPEAKER_01]: But I got this person who's been out of work for six, seven months, who has seven years of experience, who will take this pay, well, she'll come home.
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[SPEAKER_02]: You know, they're like, so the whole much, much harder.
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[SPEAKER_02]: The market is screwed.
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[SPEAKER_02]: So.
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[SPEAKER_02]: What does Colin's pride and your professional who are trying to break into tech?
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[SPEAKER_02]: Are you a tech recruiter, right?
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[SPEAKER_01]: Also, I'm a generalist across startups.
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[SPEAKER_01]: So I, you know, whether it's go to market, engineering, proud of sales.
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[SPEAKER_02]: What is it with this thick pat, not for someone who's an entry lever, trying to get into corporate work?
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[SPEAKER_01]: I mean, they're still in the pathway.
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[SPEAKER_01]: The, those opportunities are definitely going to go to the more so like the, the cream of the crop.
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[SPEAKER_01]: I mean, we've all known people who seem to excel.
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[SPEAKER_01]: And so those are the individuals who are going to still get the good looks.
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[SPEAKER_01]: And then those are usually the people who they did the internships, they've been doing the network.
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[SPEAKER_01]: Yep.
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[SPEAKER_00]: They just want to see the kids.
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[SPEAKER_01]: Since they got on campus, right, right, they kind of knew what they were there for.
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[SPEAKER_01]: And what what we hear.
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[SPEAKER_01]: what we hear most right now and the chatter that we hear and I'm just being honest are from the people who like how it was all I got to agree like where my job you don't say I didn't do that way internship I didn't even think about a plan for job that's like right you know so so those are the people who are pissed off right it's like damn like
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[SPEAKER_01]: I ain't got nothing going for myself.
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[SPEAKER_01]: I ain't got no motion.
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[SPEAKER_01]: And then, even the more senior career professionals, those are also the people kind of screaming aloud as the ones who didn't network the ones who kind of, I just want to keep my head down and be my job.
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[SPEAKER_01]: You know what I'm saying?
18:06.692 --> 18:09.953
[SPEAKER_01]: And so now those people are kind of being pushed to the side.
18:10.473 --> 18:17.876
[SPEAKER_01]: And then the people who have been very intentional about their career and networking and upscaling all that kind of stuff, they not.
18:18.376 --> 18:37.841
[SPEAKER_01]: Crying this hard because because they was like, you know, I know I have that You I know you know, I've always taken the call from the recruiter I've always gone to the happy hours of the networking events and I know people moving in different spaces And so you're just seeing like a like that gap being created between the people Just kind of been taken seriously the got this going fast.
18:38.121 --> 18:38.381
[SPEAKER_02]: Oh, yeah
18:38.821 --> 18:44.306
[SPEAKER_02]: every day with AI in the green, new things are coming out of AI every day that is everything that is coming in the streets.
18:44.566 --> 18:45.567
[SPEAKER_01]: That's shit overwhelming.
18:45.987 --> 18:48.309
[SPEAKER_02]: Like, I mean, it's a lot, like, I love it.
18:48.349 --> 18:54.934
[SPEAKER_01]: I don't know if it's, I love it a lot because, because it's, it's like an equalizer, right?
18:54.954 --> 19:00.579
[SPEAKER_01]: Like, when I started my business was like, just when chat, GPT, kind of, got more popular, yeah.
19:02.020 --> 19:08.827
[SPEAKER_01]: I got on there and then I remember I just started with this start-up as they were head of talent.
19:09.227 --> 19:10.328
[SPEAKER_01]: And so they didn't have nothing.
19:10.528 --> 19:22.299
[SPEAKER_01]: It was like blank space and so I, you know, created processes and playbooks and JD's and all that, like, I mean, that's your whole day and I'm looking like a stupid style.
19:22.539 --> 19:25.642
[SPEAKER_01]: Yeah, like I didn't put together interview kids and I was just kind of stuff and so.
19:26.543 --> 19:30.765
[SPEAKER_01]: I had a whole before I went out on my own, like there was a whole team that created that kind of stuff.
19:30.785 --> 19:35.728
[SPEAKER_01]: And so for me to be able to do that on my own, it was like, you know, I love this.
19:35.908 --> 19:42.772
[SPEAKER_01]: And I just think people kind of need to lean more into and figure out how they can leverage it, versus being so resistant to it and saying like I hate it.
19:42.812 --> 19:48.275
[SPEAKER_02]: Yeah, I think that's, I think it's two set of people, people that use EAT to do that job, and people that think EAT is going to take their job.
19:48.495 --> 19:50.937
[SPEAKER_02]: And then people that think EAT is going to take their job,
19:51.557 --> 19:54.638
[SPEAKER_02]: They are scared to try AI and they're kind of like falling back in the career.
19:54.678 --> 19:56.459
[SPEAKER_02]: People are using the AI to do their job.
19:56.479 --> 20:00.981
[SPEAKER_02]: They're using different skills, creative skills, and they think AI is other people watching the exam.
20:01.441 --> 20:01.761
[SPEAKER_02]: Thanks.
20:02.842 --> 20:05.143
[SPEAKER_02]: I got another question about, I don't know why I need to talk about that.
20:05.223 --> 20:06.903
[SPEAKER_02]: I just need to talk about this.
20:07.123 --> 20:11.345
[SPEAKER_00]: So, you know, I do deal in the training space as well.
20:11.745 --> 20:17.848
[SPEAKER_00]: So for people, like you mentioned, right, you know, using AI and like massive application,
20:21.249 --> 20:25.118
[SPEAKER_00]: Advice, you want to give people, as well, how do you master?
20:25.138 --> 20:26.601
[SPEAKER_00]: Do you do many applications?
20:26.781 --> 20:29.127
[SPEAKER_00]: Is there different tools like we're using master products, stuff like that?
20:30.748 --> 20:35.572
[SPEAKER_01]: So there are some tools out there that you can do like mass applications.
20:36.373 --> 20:40.196
[SPEAKER_01]: I want to be honest, I haven't applied for a job in years.
20:40.436 --> 20:41.897
[SPEAKER_01]: So I honestly don't know.
20:42.398 --> 20:44.259
[SPEAKER_01]: I haven't played around with that.
20:44.940 --> 20:49.764
[SPEAKER_01]: I've seen them, I've saved some of the things I've seen on LinkedIn.
20:50.164 --> 20:56.249
[SPEAKER_01]: But I think it's just kind of as simple as being able to upload
20:57.490 --> 21:05.872
[SPEAKER_01]: your resume and it's finding those positions and then being able to kind of just hit buttons to send your resume over.
21:06.432 --> 21:24.696
[SPEAKER_01]: Now certain companies I know have like certain certain kind of like security features set up because there is a growing issue of like just fake candidates all together especially especially abroad and so like they're trying to weed out like somebody as
21:28.818 --> 21:34.721
[SPEAKER_01]: back when I was reviewing resumes with this one fractional opportunity I had like a year or so ago.
21:35.121 --> 21:40.583
[SPEAKER_01]: And I was going through resumes and literally it was like six or seven resumes and then to look exactly the same like a year.
21:40.723 --> 21:42.704
[SPEAKER_01]: And you could tell, all right, like, hey, no way.
21:42.864 --> 21:45.806
[SPEAKER_01]: And I mean, like, literally like, they don't have like that on my head.
21:45.846 --> 21:54.630
[SPEAKER_01]: So it's just go to show you, you know, how, you know, both sides are trying to kind of outsmart the other in that kind of way.
21:56.691 --> 22:09.057
[SPEAKER_01]: My thing with the whole massive apply issue is and I get it, you want to find the least path of resistance to get to where you're trying to go.
22:09.777 --> 22:22.643
[SPEAKER_01]: But I do think there is value in just, and not just necessarily spending a ton of time on one application, but as you're reading these job descriptions,
22:23.263 --> 22:30.609
[SPEAKER_01]: You're learning something as well, like you're kind of, you know, like you're you're you're figuring out ways to reposition yourself.
22:31.650 --> 22:37.275
[SPEAKER_01]: I love going down to get right with all right, like I may see a position I think aligns with what I want to do.
22:37.815 --> 22:42.419
[SPEAKER_01]: I click on the position and then okay, like I like what this is saying then I click on the company.
22:43.160 --> 22:45.302
[SPEAKER_01]: I look into the company and then I click on the people.
22:45.742 --> 22:50.066
[SPEAKER_01]: I'm looking at who I'll work there and then I go into this person and then I'll see they work this.
22:50.186 --> 22:50.747
[SPEAKER_01]: You know what I'm saying?
22:50.767 --> 22:52.689
[SPEAKER_01]: I was like, I've got to be touched and go about the push-up.
22:52.749 --> 22:52.969
[SPEAKER_01]: Right.
22:53.029 --> 22:57.133
[SPEAKER_01]: And so now like, I've gained so much more knowledge about this stuff.
22:57.194 --> 22:59.856
[SPEAKER_01]: And I think that's something that a lot of job seekers can do is.
23:01.732 --> 23:03.272
[SPEAKER_01]: do that, like go down in the rabbit hole.
23:03.292 --> 23:14.814
[SPEAKER_01]: And the hiring manager, by the hiring manager, then also find people who may have a similar role as yours and kind of see where they've worked.
23:14.854 --> 23:17.655
[SPEAKER_01]: And so like your job might be the one they love.
23:17.715 --> 23:23.876
[SPEAKER_01]: And so like go to that company and then see like okay like I kind of like this company to it.
23:24.236 --> 23:29.077
[SPEAKER_01]: And then that way you start to find kind of those correlations
23:31.677 --> 23:46.709
[SPEAKER_02]: That's a question, it will get closer to, you know, that 30 minute mark, but once the most column mistake you see that costs someone to job from your time of experience, what have you seen that costs someone to job after, like, almost getting to the off on the end of it?
23:46.889 --> 23:57.958
[SPEAKER_01]: One of the biggest issues that costs people to job, when they're nearing an offer, so when you're nearing an offer, usually we're convinced that you can do this job from a technical standpoint.
23:58.927 --> 24:05.273
[SPEAKER_01]: At that point, we're kind of evaluating your mindset, your personality, and I'll be weird.
24:05.774 --> 24:07.255
[SPEAKER_01]: I mean, I'm gonna be honest.
24:08.276 --> 24:10.499
[SPEAKER_01]: Being weird can get you rejected.
24:10.579 --> 24:22.050
[SPEAKER_01]: Like when you're just the way you communicate and the way you kind of are navigating the whole situation, like if you come off real abrasive, like I don't have some candidates sometime,
24:23.828 --> 24:51.284
[SPEAKER_01]: just get so assertive like when are y'all gonna make a decision but it's like like it's like you know and another part of that is you have to realize sometimes like who asked the leverage in the situation and so walking into any sort of hiring process there are candidates who I know from jump okay like this person has a leverage they're not
24:52.725 --> 25:02.533
[SPEAKER_01]: They know they can do the job, they've already done it, they're successful, they've been at like two or three starters, they probably got equity, you know, built up all of that.
25:02.593 --> 25:09.898
[SPEAKER_01]: So they countering that mindset, hey, like I know what I can do, like y'all need to do more of the selling, like why should I bring my talents to you?
25:10.398 --> 25:16.923
[SPEAKER_01]: And then there are, you know, the more common way of a hiring process goes is the company has to leverage.
25:16.963 --> 25:21.527
[SPEAKER_01]: You know, you're looking for a job, you need to, you know, a step up, you're looking for a boost and all that kind of stuff.
25:21.907 --> 25:29.052
[SPEAKER_01]: And usually that's when, you know, a company has the ability to make candidates jump through hoops and stuff like that, right?
25:29.372 --> 25:34.655
[SPEAKER_01]: All the extra assignments, and we want to meet with this person, this person, this person's got the company know they have the leverage.
25:35.516 --> 25:38.438
[SPEAKER_01]: As a recruiter, it's my place to try to...
25:39.317 --> 25:46.764
[SPEAKER_01]: Make sure I'm, I'm sort of putting my hand on the process, but like, okay, you know, we've done enough for this person.
25:46.784 --> 25:48.585
[SPEAKER_00]: You think you like them or you don't, you know what I'm saying?
25:48.605 --> 25:52.869
[SPEAKER_01]: Like at this point, you kind of are just kind of been asked.
25:52.909 --> 25:53.289
[SPEAKER_01]: So, right?
25:53.309 --> 26:02.357
[SPEAKER_01]: Like you just making them do all this extra stuff because you feel like you can, and then it's also, you know, I can do it the other way and be like, hey,
26:03.428 --> 26:10.593
[SPEAKER_01]: I don't think we're going to find another person at this level any time soon, and so it's up to you now, Mr. and Ms.
26:10.613 --> 26:23.642
[SPEAKER_01]: Hire and Manager, do we want to lose this person because we're taking too long, we're doing too much, all that kind of stuff, because I can tell you now, like, I don't think I'm able to find a smite of this caliber within another week or two.
26:23.722 --> 26:26.785
[SPEAKER_01]: It's probably going to take us another month or two, can you wait that long?
26:26.825 --> 26:29.867
[SPEAKER_01]: And so that's kind of where recruiter steps in and try to make sure.
26:30.567 --> 26:43.721
[SPEAKER_02]: I'm bringing some sort of logic to this to this madness that may be going on on I got this one Kennedy's people who are playing for jobs and gang goes to it like this one Why do recruit us close candidates?
26:45.583 --> 27:01.168
[SPEAKER_02]: I've been gossipy for a while, it goes to you, you ever McKenna did do a similar stuff, you started recruiting, we talked to you, I like it from outside to high you, you know, you have gone through everything, they were like, come in and keep every round, they're now inside for us, where's the job, and they're just ghosting you.
27:01.728 --> 27:02.808
[SPEAKER_01]: Now, what the heck is saying?
27:02.968 --> 27:07.050
[SPEAKER_01]: And as a recruit like us, I've been recruiting for a long time, so I have ghosted.
27:08.760 --> 27:11.122
[SPEAKER_00]: I ain't gonna lie, I don't do that.
27:11.142 --> 27:12.344
[SPEAKER_01]: You're burning here first.
27:12.524 --> 27:16.748
[SPEAKER_01]: And that's when I'm on these panels and that question I always get out of.
27:16.828 --> 27:19.470
[SPEAKER_01]: I get quiet out of it.
27:19.490 --> 27:20.591
[SPEAKER_01]: But it's not intentional.
27:20.852 --> 27:21.452
[SPEAKER_01]: I can't say that.
27:21.492 --> 27:23.314
[SPEAKER_01]: It's not intentional nor is it personal.
27:23.474 --> 27:24.335
[SPEAKER_01]: Yeah.
27:24.635 --> 27:26.837
[SPEAKER_01]: I don't think it most sound like we just forget.
27:27.398 --> 27:28.659
[SPEAKER_01]: Like we only just forget.
27:28.719 --> 27:29.580
[SPEAKER_01]: Like you got to think.
27:31.438 --> 27:36.019
[SPEAKER_01]: Again, it's the difference of angles and what size of the table you're sitting on, right?
27:36.039 --> 27:41.480
[SPEAKER_01]: Like, you all do not have as many job opportunities that I have candidates.
27:41.880 --> 27:44.621
[SPEAKER_01]: Like, there's no way possible, right?
27:44.981 --> 27:56.904
[SPEAKER_01]: So if I'm juggling easily, you know, 50 to 75 candidates, like, somebody, and then what I do is like, my effort and energy are probably going towards the ones that
27:57.844 --> 28:14.386
[SPEAKER_01]: or show a petition or show a potential doing better in the process the higher manager likes them everything is kind of lining up and I've said it before it's like if you got ghosted like just take that as the nose like you did like don't get mad about it that was just you know
28:14.726 --> 28:17.068
[SPEAKER_02]: I was like a girl touching you back and keep touching the girl.
28:17.449 --> 28:19.110
[SPEAKER_02]: Yeah, like she, she telling you.
28:19.350 --> 28:20.832
[SPEAKER_00]: But it's a no-dog.
28:20.892 --> 28:24.916
[SPEAKER_01]: But one thing I can't say the candidates don't do either, candidates don't follow up either.
28:25.076 --> 28:31.302
[SPEAKER_01]: And then one thing I won't do, if you send me an email saying, like, hey, Nate, we spoke last week or whatever.
28:31.702 --> 28:34.063
[SPEAKER_01]: just wanting to know if there's a status up there or whatever.
28:34.203 --> 28:37.103
[SPEAKER_01]: I'm gonna let you know, because now it's like, okay, you can communicate back.
28:37.423 --> 28:42.525
[SPEAKER_01]: It's when sometimes we get out the call, I may send your profile over to the team.
28:43.225 --> 28:45.305
[SPEAKER_01]: They sit on it, they don't say anything.
28:46.746 --> 28:50.126
[SPEAKER_01]: And then like a week and a half goes by and they come back like, yeah, not a fit.
28:50.527 --> 28:52.267
[SPEAKER_00]: And then I've just moved on to something.
28:53.307 --> 29:04.351
[SPEAKER_01]: That's usually what happens is it's just kind of like just oversight and then what I try to do is I'll go back and kind of, you know, reconcile my candidates And it may be late, but I'll send something out.
29:04.371 --> 29:14.095
[SPEAKER_01]: Hey, unfortunately whatever stuff, but it's really down there if you do down there if you don't like I'm doing this people that got mad at me because like, oh, just a generic no, it's like
29:14.875 --> 29:38.020
[SPEAKER_01]: Bro, we had one call like, you know, like go down, go down and so, you know, and then they want specific feedback and all that kind of stuff and what I do want to avoid is like I can't I can't get into like a whole back and forth Which you know, because because I'm already again like I'm talking like 50 to 75 people at a time across all these different roles and so like I'm trying to you know
29:45.102 --> 29:58.472
[SPEAKER_01]: So, yeah, so being active only then is something that our recruiter will take notice of, specifically, like if they are a niche recruiter, so they hire for one specific type of role, right?
29:58.752 --> 29:59.773
[SPEAKER_01]: And so they're usually...
30:00.393 --> 30:12.181
[SPEAKER_01]: Your LinkedIn feed should almost be like your IG algorithm, like the things you engage with interact with, like that's the stuff that keeps coming up.
30:12.201 --> 30:24.409
[SPEAKER_01]: So mine is full of talent acquisition stuff, like all the assets for different systems, all the recruiter networks, people who's hiring, all that kind of stuff because that's what I'm always engaging in and interacting with.
30:25.530 --> 30:30.855
[SPEAKER_01]: And so that's how somebody else is, you know, if you're an engineer, it should be a bunch of engineering stuff.
30:30.895 --> 30:37.442
[SPEAKER_01]: If you're in product, it should be a bunch of product entrepreneurs, you know, leadership, all that kind of stuff should be popping up on your LinkedIn feed.
30:38.483 --> 30:39.344
[SPEAKER_01]: And what happens is...
30:40.265 --> 30:48.112
[SPEAKER_01]: the people, the recruiters are usually also, you know, tracking or keeping up with a very similar type of algorithm.
30:48.252 --> 30:59.261
[SPEAKER_01]: And so they're constantly seeing while anything is pop up with, you know, you're giving your hot take on this thing or you posted about a new project that you're a part of and all that kind of stuff.
30:59.642 --> 31:01.023
[SPEAKER_01]: Like, I can, you know,
31:01.423 --> 31:02.824
[SPEAKER_01]: I can start to follow you.
31:02.924 --> 31:06.105
[SPEAKER_01]: And I can make sure that I'm liking your stuff.
31:06.425 --> 31:10.027
[SPEAKER_01]: And the more I engage with your stuff, the more you shouldn't show up on my algorithm.
31:10.107 --> 31:18.711
[SPEAKER_01]: And so that's why people should be active on LinkedIn because you will be surface more if you're active on it, like it rewards you for that.
31:19.092 --> 31:21.133
[SPEAKER_01]: If you're just on there peeping and you're not doing nothing,
31:21.971 --> 31:45.627
[SPEAKER_01]: You're hit right like you're not going to be popping up like that and you may not have your LinkedIn profile optimized in a way to where I would even see you if I was searching for what you do to see if and what happens is usually the people who are good at what they do have like the weakest LinkedIn profile is because they're not looking like me right
31:49.450 --> 32:08.131
[SPEAKER_01]: you may be on there actively talking and engaging and you know by your post by your engagement by your comments I can tell you know what you're talking about or stuff like this like you being reposted saying that you was on this podcast and you speak it on this panel okay like clearly this person has
32:09.853 --> 32:11.954
[SPEAKER_01]: A skill set in is knowledgeable about it.
32:12.154 --> 32:19.758
[SPEAKER_01]: So that person is going to stand out more to me than, you know, the person who's kind of ducked off in a corner and really talking about anything.
32:19.878 --> 32:20.638
[SPEAKER_02]: I got one thing.
32:20.898 --> 32:22.859
[SPEAKER_02]: This is out of topic, if we get closer to the end.
32:22.999 --> 32:24.820
[SPEAKER_02]: Are you going to buy your recruiting friends tomorrow?
32:26.127 --> 32:26.988
[SPEAKER_02]: Like the ones in Charlotte?
32:27.008 --> 32:27.128
[SPEAKER_02]: Yeah.
32:27.148 --> 32:27.268
[SPEAKER_02]: Yeah.
32:27.288 --> 32:27.829
[SPEAKER_02]: They can pull it up.
32:27.849 --> 32:27.989
[SPEAKER_02]: Yeah.
32:28.009 --> 32:28.569
[SPEAKER_02]: They can pull it up.
32:28.589 --> 32:29.030
[SPEAKER_02]: They can pull it up.
32:29.050 --> 32:29.510
[SPEAKER_01]: They can pull it up.
32:29.530 --> 32:29.931
[SPEAKER_02]: They can pull it up.
32:29.951 --> 32:30.371
[SPEAKER_01]: They can pull it up.
32:30.391 --> 32:31.012
[SPEAKER_01]: They can pull it up.
32:31.072 --> 32:31.512
[SPEAKER_01]: They can pull it up.
32:31.532 --> 32:32.153
[SPEAKER_01]: They can pull it up.
32:32.173 --> 32:32.693
[SPEAKER_01]: They can pull it up.
32:32.713 --> 32:33.114
[SPEAKER_01]: They can pull it up.
32:33.134 --> 32:33.554
[SPEAKER_01]: They can pull it up.
32:33.574 --> 32:34.054
[SPEAKER_01]: They can pull it up.
32:34.074 --> 32:34.515
[SPEAKER_01]: They can pull it up.
32:34.535 --> 32:35.095
[SPEAKER_01]: They can pull it up.
32:35.155 --> 32:35.656
[SPEAKER_01]: They can pull it up.
32:35.676 --> 32:36.156
[SPEAKER_01]: They can pull it up.
32:36.176 --> 32:36.717
[SPEAKER_01]: They can pull it up.
32:36.737 --> 32:37.438
[SPEAKER_01]: They can pull it up.
32:37.458 --> 32:37.898
[SPEAKER_01]: They can pull it up.
32:37.918 --> 32:38.338
[SPEAKER_01]: They can pull it up.
32:38.358 --> 32:38.759
[SPEAKER_01]: They can pull it up.
32:38.779 --> 32:39.239
[SPEAKER_01]: They can pull it up.
32:39.259 --> 32:39.700
[SPEAKER_01]: They can pull it up.
32:39.720 --> 32:40.420
[SPEAKER_01]: They can pull it up.
32:40.581 --> 32:40.961
[SPEAKER_01]: They can pull
32:41.300 --> 32:44.881
[SPEAKER_01]: I think a common misconception is like, it's first to people walk up to me.
32:44.901 --> 32:50.422
[SPEAKER_01]: I mean, I mean, I'm like, you know, I'm like, I'm gonna pull out a dick of you, you know?
32:50.462 --> 32:52.263
[SPEAKER_00]: You know what you do, you know what you do, you know?
32:52.283 --> 32:56.664
[SPEAKER_00]: Like, what you do, like, what you do, like I do, like I do, like, how much you look for it?
32:56.684 --> 32:58.584
[SPEAKER_01]: So a lot of recruiters don't go out like that.
32:58.664 --> 33:06.086
[SPEAKER_01]: Unless it's something like a specific event where they feel like, like if it's like a sales happy, I don't remember.
33:06.106 --> 33:10.867
[SPEAKER_01]: And I hire for, you know, sales for eighties and stuff, like, okay, like, this makes sense, right?
33:11.327 --> 33:22.621
[SPEAKER_01]: to be, but if it's just like a general gathering of people, sometimes like that stuff because usually they just, you know, let's connect only Dan, and we're staying in touch and so that's it.
33:22.641 --> 33:25.685
[SPEAKER_02]: I think that usually when people go to the events, they're really
33:26.386 --> 33:31.309
[SPEAKER_02]: They don't go with the mindset of just getting to know the person and just seeing how can I support what you're doing.
33:31.329 --> 33:34.531
[SPEAKER_02]: People usually go to the event asking, how can I get a job?
33:34.731 --> 33:35.552
[SPEAKER_00]: Like a job?
33:35.892 --> 33:38.914
[SPEAKER_02]: I think you didn't have a different mindset of going there just on the stand-in-hood you're talking to.
33:39.334 --> 33:40.575
[SPEAKER_02]: And just seeing how can I support you?
33:40.595 --> 33:42.015
[SPEAKER_02]: People who want willing to even help you.
33:42.636 --> 33:48.800
[SPEAKER_01]: So people, the best thing someone can do when they're in that work and is, I honestly pretend like you don't need a job.
33:50.160 --> 33:51.681
[SPEAKER_01]: I'm being that serious.
33:51.701 --> 33:52.682
[SPEAKER_01]: Like, I'm telling you like, it's...
33:54.048 --> 34:20.594
[SPEAKER_01]: or critical to you like that's usually a first indicator to me if a person is kind of at that caliber of talent like if you walk up and you kind of seeing like you lost in your own career you don't really know where you're going or how to move or what to do and you've got a ton of questions if I got the information to help you I'm a share it but also know with what I do like you're probably not a good fit for what I'm hired for right like
34:21.854 --> 34:27.276
[SPEAKER_01]: Like I said, I recruit for startups, usually bookstrap, pre-seed, series A, series B.
34:27.696 --> 34:31.937
[SPEAKER_01]: And so every higher is very critical in intentional, like they need an operator.
34:31.957 --> 34:33.657
[SPEAKER_01]: Like any somebody to come in and get it going.
34:33.717 --> 34:39.399
[SPEAKER_01]: And so it's not like a lot of room that I have for people who are still like, I need some experience.
34:39.419 --> 34:41.439
[SPEAKER_01]: So I need to, you know, get my foot in the door.
34:41.940 --> 34:43.140
[SPEAKER_01]: Like this, this ain't the door.
34:44.040 --> 34:45.401
[SPEAKER_01]: Like that ain't going to work here.
34:45.421 --> 34:45.481
[SPEAKER_01]: And
34:46.961 --> 34:51.943
[SPEAKER_01]: the way you carry yourself really, you know, shines through and in the type of candidate that you are.
34:51.963 --> 35:04.167
[SPEAKER_01]: And so when people are networked and they should definitely, I hate when people come up and they be like, oh, I just do this, so I just do that or I, you know, try to go one or two levels deeper into what it is they actually do.
35:04.207 --> 35:06.847
[SPEAKER_01]: And it seems like they don't really know their own function.
35:07.308 --> 35:08.268
[SPEAKER_00]: It's just like, okay.
35:09.378 --> 35:17.446
[SPEAKER_01]: That's, that's, you know, my first piece of advice like, you, you should know your, your ecosystem in a way to where like, you can,
35:18.508 --> 35:27.695
[SPEAKER_01]: you can go deep in conversation with someone who operates in your space and you should be able to break it down to me in simple terms as far as it is as well.
35:27.735 --> 35:31.858
[SPEAKER_01]: And so when you meet people who kind of, you can tell like, oh, you know, I do a Joe job.
35:31.878 --> 35:33.439
[SPEAKER_00]: Like, I only think, you know, it's your company.
35:33.479 --> 35:34.160
[SPEAKER_00]: You know what I'm saying?
35:34.200 --> 35:37.322
[SPEAKER_00]: And like, oh, you know, it's Joe job, specifically, your day to day.
35:37.963 --> 35:39.464
[SPEAKER_01]: And I think that's something people need.
35:39.484 --> 35:40.925
[SPEAKER_01]: They need to be able to kind of... Fuck you.
35:41.645 --> 35:51.410
[SPEAKER_01]: look up and know like who are the adjacent teams and you know who they partner with who the stakeholders are because your next position might not be
35:52.990 --> 35:56.552
[SPEAKER_01]: on a specific team where you sit now.
35:56.813 --> 36:04.657
[SPEAKER_01]: And there are some companies who get large enough to be like, let's just say in one company, you might sit on an analytics team, right?
36:04.697 --> 36:10.561
[SPEAKER_01]: That's all y'all do is y'all kind of like a shared service, but y'all just support different departments and stuff like that.
36:11.161 --> 36:13.203
[SPEAKER_01]: Your next opportunity may be with
36:14.163 --> 36:20.648
[SPEAKER_01]: a much smaller organization and they want you to, you know, be the analyst for the entire company, right?
36:20.968 --> 36:30.576
[SPEAKER_01]: And so they need you to understand how a company operates, like they need to know that you've touched some finance and you've touched some marketing and you've touched some sale.
36:30.596 --> 36:31.096
[SPEAKER_01]: You know what I'm saying?
36:31.116 --> 36:33.058
[SPEAKER_01]: Like you kind of know what all this data looks like.
36:33.438 --> 36:44.523
[SPEAKER_01]: And so it's important to understand like it's your company and kind of hide your role is scoped in and so out of how far you can go as far as like who you're actually interacting with And what they'll stay called just do as well.
36:44.683 --> 36:46.624
[SPEAKER_02]: Okay, I know we can't close to the end.
36:46.644 --> 36:59.610
[SPEAKER_02]: I want to leave it Reassible questions on maybe actually first and first maybe share with the public where you're working on how they can support you and just think that you want to bring out to the light that you have really talked about in the wild talk about in the podcast
37:00.345 --> 37:03.209
[SPEAKER_01]: Yeah, man, just connect with me on LinkedIn first of all.
37:03.269 --> 37:11.440
[SPEAKER_01]: Nate Wiley, you could follow me on Instagram, correct, and Nate, I need to start doing more content on recruiting.
37:11.901 --> 37:13.323
[SPEAKER_01]: I've been more in the event space.
37:13.743 --> 37:15.866
[SPEAKER_01]: If you're in Charlotte, definitely support.
37:17.208 --> 37:41.781
[SPEAKER_01]: Work is social room is every other Friday at Indigo T and Coffee 644 North Church Street and then we also do a monthly networking mixer there as well but if you follow me on career hack or Nate you'll see all the flyers in the content and the video is on account good stuff so definitely to take the events you'll be doing on the events or the social media stuff you posted.
37:41.841 --> 37:47.305
[SPEAKER_01]: Yeah, man, I got a good video guy, man, he keeps me loaded up with photos and videos, that's so cool.
37:47.546 --> 37:53.190
[SPEAKER_02]: Let him come tomorrow, we need a video guy, he knows what we love about video guy, I can't get good.
37:53.370 --> 38:07.822
[SPEAKER_02]: Last thing, also, you know, any question you have for Haka Proof on what we do, you know, how we've got yes or for Haka Proof, we all started from nowhere, and now we are doing events in Charlotte, and thank you also for the one to be part of the panel, but any questions we have for our organization?
38:09.558 --> 38:11.820
[SPEAKER_02]: Uh, one question, this one question.
38:11.900 --> 38:28.694
[SPEAKER_01]: So, both of y'all, one question each for, uh, it's the same question by one, no, like, I, I love what y'all doing, like, um, like I say, this is the, the type of spaces I like to operate in, but so personally, since we all come from corporate sort of, what, what was the most pivotal moment in your career?
38:29.374 --> 38:36.240
[SPEAKER_01]: When it was something that, uh, a horror lesson learned, or something that kind of moved you to that next level of understanding.
38:37.061 --> 38:37.241
[SPEAKER_02]: Uh, uh,
38:39.236 --> 38:42.198
[SPEAKER_02]: When that work, you want to go for the toilet?
38:42.218 --> 38:44.219
[SPEAKER_00]: You go for the toilet?
38:44.319 --> 38:46.401
[SPEAKER_00]: No, no, no, it's interesting, right?
38:46.741 --> 38:48.282
[SPEAKER_00]: Okay, I have a finance degree.
38:49.023 --> 38:51.445
[SPEAKER_00]: After college, I wanted to work on Wall Street.
38:51.765 --> 38:52.005
[SPEAKER_01]: Okay.
38:52.425 --> 38:55.528
[SPEAKER_00]: But I graduated during the economy downturn in 2010.
38:56.567 --> 39:00.969
[SPEAKER_00]: There's not a lot of jobs, all the way to say, you get a degree, you think you're gonna get a job.
39:00.989 --> 39:02.789
[SPEAKER_00]: So a harsh reality set it, right?
39:03.530 --> 39:04.550
[SPEAKER_00]: I did all kinds of jobs.
39:05.330 --> 39:07.451
[SPEAKER_00]: I worked as a cashier at Walgreens, right?
39:07.991 --> 39:09.132
[SPEAKER_00]: I did door to door salesman.
39:10.112 --> 39:14.694
[SPEAKER_00]: So, and luckily I ended up working in the financial aid institution, right?
39:14.934 --> 39:18.915
[SPEAKER_00]: Like doing helping people get financial aid for online university, right?
39:19.756 --> 39:23.317
[SPEAKER_00]: So I had a friend that got a job in IT.
39:25.993 --> 39:36.897
[SPEAKER_00]: He said, well, you help me when I first got to this country, and I was able to land this job, and I kind of self study, and these are things that I self study.
39:37.137 --> 39:43.899
[SPEAKER_00]: So from there, he gave me all the materials that he did, and that changed my whole life.
39:44.259 --> 39:46.700
[SPEAKER_00]: Now I'm here sitting in the podcast with Nate.
39:47.925 --> 39:49.689
[SPEAKER_00]: And Daniel talked to my side with security.
39:49.709 --> 39:50.851
[SPEAKER_02]: I'm not going to talk to my security.
39:51.232 --> 39:53.496
[SPEAKER_00]: I mean, I'm not going to talk to my side with security.
39:53.897 --> 39:56.482
[SPEAKER_00]: But I'm not working for one of the top companies.
39:57.229 --> 39:58.230
[SPEAKER_00]: in the world.
39:58.270 --> 40:02.633
[SPEAKER_00]: Since you keep saying, don't talk about that.
40:03.534 --> 40:09.099
[SPEAKER_00]: I'm in a position where I know three people, we're not trained people to get his IT.
40:09.459 --> 40:10.420
[SPEAKER_00]: I have a boot camp.
40:10.440 --> 40:14.783
[SPEAKER_00]: We have to help over 250 people, 200 for the team, to get it into the tech space.
40:15.124 --> 40:19.627
[SPEAKER_00]: And if you add all the salaries that somebody's getting, it's supposed to like 10 million dollars.
40:20.768 --> 40:27.560
[SPEAKER_00]: So that's a little story of what could happen, what happened when a friend kind of picks you up and kind of show you the ropes.
40:29.187 --> 40:35.533
[SPEAKER_02]: I think for me is making a pivot for an engineer to a manager and consulting too.
40:35.573 --> 40:38.936
[SPEAKER_02]: I was doing engineering, senior engineer, basketball engineer.
40:39.516 --> 40:45.381
[SPEAKER_02]: Doing good, making a good living then I took that step to something else.
40:45.542 --> 40:46.562
[SPEAKER_02]: I've never been a manager.
40:46.602 --> 40:49.425
[SPEAKER_02]: I don't really know how being a manager is.
40:49.945 --> 40:53.889
[SPEAKER_02]: But I had the opportunity to interview one of the big flaws in consulting
40:55.230 --> 40:56.792
[SPEAKER_02]: similar field but just a manager level.
40:57.412 --> 40:58.373
[SPEAKER_02]: I did it and I got it.
40:58.813 --> 41:09.083
[SPEAKER_02]: I just been brave, being curious, I was able to, you know, being that position for over three years, just doing my thing, going my knowledge and kind of helped me, stop my own thing, which was Hackerproof.
41:09.443 --> 41:10.304
[SPEAKER_02]: Let's be in able to.
41:11.245 --> 41:30.812
[SPEAKER_02]: Learn from what it takes to be a manager at the consulting agency and grew from there and now I'm doing my own thing speaking in speaking with late and while late Let's see the lesson cause when you take take the risk take chances sure and I think just that moment of just being able to Job hop to something that I don't really have a clue on how to do yeah and being able to learn how to do it.
41:31.232 --> 41:32.693
[SPEAKER_02]: Just give me the confidence to do whatever
41:33.942 --> 41:35.583
[SPEAKER_01]: That makes sense.
41:35.883 --> 41:36.424
[SPEAKER_01]: That makes sense.
41:36.504 --> 41:38.185
[SPEAKER_01]: Once you show yourself, you can do something this easy.
41:38.685 --> 41:39.085
[SPEAKER_01]: It's easy.
41:39.105 --> 41:39.785
[SPEAKER_01]: It's tough.
41:39.845 --> 41:41.006
[SPEAKER_02]: I'll have a little bit.
41:41.026 --> 41:42.427
[SPEAKER_02]: Just get tested.
41:42.447 --> 41:42.647
[SPEAKER_02]: Yeah.
41:42.847 --> 41:43.868
[SPEAKER_02]: You can't do basic.
41:44.168 --> 41:45.209
[SPEAKER_00]: No, for sure.
41:45.229 --> 41:48.691
[SPEAKER_02]: But in that being said, we need to appreciate you made to be a great conversation.
41:48.731 --> 41:49.751
[SPEAKER_02]: A great conversation.
41:49.811 --> 41:50.812
[SPEAKER_00]: I learned that was to drop.
41:51.272 --> 41:51.652
[SPEAKER_00]: I learned a lot.
41:51.672 --> 41:52.153
[SPEAKER_00]: I learned a lot.
41:52.233 --> 41:52.953
[SPEAKER_02]: I learned a lot too.
41:52.973 --> 41:53.834
[SPEAKER_02]: I learned a lot too.
41:54.054 --> 41:55.515
[SPEAKER_02]: And I can't wait for tomorrow.
41:55.555 --> 41:56.856
[SPEAKER_02]: So, looking forward to seeing you speak.
41:57.316 --> 41:58.297
[SPEAKER_02]: There will be a great event.
41:58.317 --> 42:00.258
[SPEAKER_02]: This is not going to be out by tomorrow.
42:00.298 --> 42:02.160
[SPEAKER_02]: So, I can't really say it.
42:02.640 --> 42:05.502
[SPEAKER_02]: But make sure you subscribe for a new level of life from this available.
42:05.942 --> 42:06.783
[SPEAKER_02]: Follow my link.
42:07.203 --> 42:07.844
[SPEAKER_02]: And I'll peace.
42:07.924 --> 42:08.684
[SPEAKER_02]: I can prove his cue.
00:00.051 --> 00:04.700
[SPEAKER_01]: You all do not have as many job opportunities as I have candidates.
00:05.100 --> 00:07.405
[SPEAKER_01]: Like that's just, there's no way possible.
00:27.479 --> 00:34.644
[SPEAKER_02]: If you have a proof of HQ another episode and today we are with someone who is also part of the event we are doing, make wine.
00:35.084 --> 00:36.345
[SPEAKER_02]: I said that last name correct, right?
00:36.905 --> 00:37.606
[SPEAKER_02]: Yeah, that worked.
00:37.706 --> 00:38.086
[SPEAKER_02]: Okay.
00:38.186 --> 00:41.949
[SPEAKER_02]: I'm going to let you introduce yourself so we can just pick your pregnancy with us.
00:42.734 --> 00:47.557
[SPEAKER_01]: So my name is Nate Wiley, founder, owner, operator of Infinite Talent.
00:47.657 --> 00:56.123
[SPEAKER_01]: So what we do is work with different founders and startups and really some missiles companies as well, but help them find like niche talent.
00:56.703 --> 01:02.767
[SPEAKER_01]: So people use the company when they've exhausted their efforts of trying to source their network, networks, and stuff like that.
01:03.207 --> 01:08.371
[SPEAKER_01]: And so I go out and find some specialized skill sets for their startups usually.
01:08.811 --> 01:09.992
[SPEAKER_02]: And I think they get into that.
01:10.679 --> 01:15.265
[SPEAKER_01]: I've been recruiting now for, should I start in like 2011?
01:16.046 --> 01:24.316
[SPEAKER_01]: So I've been doing it for quite a while, just in different companies, different size, organizations in different industries as well.
01:24.796 --> 01:27.900
[SPEAKER_01]: And then a couple of years ago, I went out on my own now started consulting.
01:28.060 --> 01:33.425
[SPEAKER_02]: Okay, and consulting for tele-acquisition, how's that different from working in the organization?
01:33.906 --> 01:41.834
[SPEAKER_02]: Like, I know when you work with an organization you get a pool of candidates and you have to maybe pass it to the higher your manager, but when you're doing it as a consulting, how does that work?
01:43.311 --> 02:02.812
[SPEAKER_01]: It's really the only difference is I'm not on one particular company's payroll, but even in-house recruiters do source in as well, so they would, it depends on the difficulty level of the job and also as far as kind of how that company is doing, so I've worked for some organizations where
02:03.592 --> 02:24.067
[SPEAKER_01]: We would get great talent in battle, so we wouldn't have to do a ton of sources and then I work for some organizations where no one knew who we were So we would have to reach out and be proactive But what I do as a consultant and the reason I kind of went on in my home I kind of get to Car about just a recruiting part and I have to do like all the
02:24.948 --> 02:45.860
[SPEAKER_01]: special projects and you know play the politics game yeah like you know all the little sometimes fluffy stuff and we're gonna roll out this so we don't do that and who wants to volunteer for this and so I kind of got burnt out with all that kind of stuff and just wanted to focus on the recruiting and it pays well the win first started and to way or no
02:46.580 --> 03:01.465
[SPEAKER_02]: was there any kind of like setbacks or do you have like feelings that okay this will work because again doing someone going out working for organization doing your W2 making your W2 money and going out to the field yourself and saying okay I want to be an entrepreneur I want to do myself on a make as much my responsibility as possible
03:06.107 --> 03:13.994
[SPEAKER_01]: It's a, it's a, it's a every day crash like for a like you every day is I'm not going to say every day because I have some great love too.
03:14.074 --> 03:20.460
[SPEAKER_00]: Yeah, I have some good days, but a lot of days because you can, you can let a whole week go by and really don't feel like.
03:20.960 --> 03:22.741
[SPEAKER_00]: you move the needle.
03:22.941 --> 03:30.326
[SPEAKER_01]: You know, and so you just have to kind of reset and refocus and kind of, you know, wake up the next day and it could be Saturday.
03:30.346 --> 03:35.810
[SPEAKER_01]: Like I woke up on some Saturday mornings like, hey, I'm disappointed in myself with what I got accomplished.
03:35.830 --> 03:39.212
[SPEAKER_01]: Like I need to do something to fill the accomplished.
03:39.652 --> 03:41.713
[SPEAKER_01]: But setbacks, especially recruiting.
03:42.294 --> 03:46.697
[SPEAKER_01]: So the thing about recruiting out-tale folks is I'm dealing with people on every side, right?
03:46.797 --> 03:47.857
[SPEAKER_01]: And so I don't,
03:48.958 --> 03:57.146
[SPEAKER_01]: have a ton of control of what anyone person does in the process, like I'm kind of, you know, a project manager in the sense.
03:57.186 --> 04:06.355
[SPEAKER_01]: So I may find a great candidate for a role and then the higher manager be like, yeah, they're good, but they're missing this.
04:06.555 --> 04:09.117
[SPEAKER_01]: And so like, go find me somebody else and so I'm all right, cool.
04:09.558 --> 04:12.440
[SPEAKER_01]: I go find somebody that they like and then the person's like,
04:13.301 --> 04:14.642
[SPEAKER_01]: I don't think I like the founder.
04:14.682 --> 04:15.543
[SPEAKER_00]: You know what I'm saying?
04:15.603 --> 04:17.384
[SPEAKER_01]: It's just like, damn, like what do I do, right?
04:17.424 --> 04:20.046
[SPEAKER_01]: And so like, I'm just constantly being the go between.
04:20.086 --> 04:28.732
[SPEAKER_01]: And so those setbacks usually come from when I've put in, like weeks or weeks of a search, we get to an offer, and then the person declined to offer.
04:28.892 --> 04:29.592
[SPEAKER_01]: That's a pleasure.
04:29.632 --> 04:31.674
[SPEAKER_00]: You mentioned something very important, the search, right?
04:31.974 --> 04:34.095
[SPEAKER_00]: What platform are you using to search for talents?
04:34.335 --> 04:34.876
[SPEAKER_00]: Cavebeats.
04:35.056 --> 04:35.676
[SPEAKER_00]: Can't be tough.
04:35.776 --> 04:36.036
[SPEAKER_01]: Right.
04:36.097 --> 04:41.480
[SPEAKER_01]: So I'm still very heavy and like then LinkedIn is kind of the go to,
04:42.901 --> 04:49.426
[SPEAKER_01]: Even when I have like two other sourcing tools that I use, they're kind of like more A-Base.
04:49.726 --> 04:52.288
[SPEAKER_02]: I'm the same plug, because this kind of do a good one of the two tools.
04:52.849 --> 04:58.373
[SPEAKER_01]: So I'm using a meta-view, they're sourcing tools, and then I'm also using a tool called pin.
05:00.034 --> 05:03.277
[SPEAKER_01]: So they're actually pretty good at
05:04.401 --> 05:11.587
[SPEAKER_01]: sort of digesting all the information that I feed it as far as like how to how to kind of tailor the candidate profile.
05:12.007 --> 05:22.096
[SPEAKER_01]: And so it goes a lot deeper for those two tools versus what LinkedIn Recruiter can do, which is really just like a lot of keywords and a lot of filters.
05:23.697 --> 05:29.264
[SPEAKER_01]: Metributes specifically, I'm able to, it thinks almost the same with clodders.
05:29.304 --> 05:42.059
[SPEAKER_01]: And so like, I'm able to update my search as I go, and it's as simple as like dropping in, you know, copy and paste an information from like a Slack channel with the higher manager saying like, hey, Nate, I like this person.
05:42.099 --> 05:42.300
[SPEAKER_01]: But,
05:43.201 --> 05:50.608
[SPEAKER_01]: I spoke with them, they didn't have this business, or I didn't like the way they No presented this information whatever.
05:50.668 --> 06:00.978
[SPEAKER_01]: Maybe I can copy and paste it and drop that in the matter of you And matter of you will like synthesize that and rerun the search based on the feedback from the hiring man What is the matter of you getting those people full up?
06:00.998 --> 06:02.099
[SPEAKER_02]: You were signed up in the platform?
06:02.339 --> 06:04.260
[SPEAKER_01]: So that's the point.
06:04.320 --> 06:10.902
[SPEAKER_01]: So even when I use matter of you, I'm still like clicking the like LinkedIn icon and going to LinkedIn.
06:10.942 --> 06:21.367
[SPEAKER_01]: So they give you the option if they have like a public email address you can send them email, but I'm usually still sending like LinkedIn messages to a lot of these folks.
06:21.807 --> 06:22.707
[SPEAKER_01]: So that's all I say.
06:22.767 --> 06:28.469
[SPEAKER_01]: LinkedIn is kind of, and LinkedIn has done a great job of like cornering the market.
06:28.629 --> 06:29.770
[SPEAKER_01]: Like there's nothing
06:30.870 --> 06:33.472
[SPEAKER_01]: Right, yeah, overnight I said he gonna come out with something.
06:34.452 --> 06:46.778
[SPEAKER_01]: I want to see it, you know, like I'm sure it'll be great given the word technology is now, but LinkedIn, I kind of have like a love and hate relationship with them because because I love the platform for what it does, right?
06:46.798 --> 06:52.080
[SPEAKER_01]: It's like, I can't remember, but it's like hundreds of millions of people globally on the platform.
06:52.120 --> 06:57.063
[SPEAKER_01]: So like where else can you go to sort of be able to kind of
06:57.703 --> 07:14.408
[SPEAKER_01]: You know, fine customers, fine candidates, fine companies, like everything is on there, by the same time, but they be taxing them to back in for LinkedIn recruiter, like what I use, because I'm able to search like at a deeper level than somebody who's just using a platform, you know, on this face.
07:16.029 --> 07:22.711
[SPEAKER_01]: And then also, I don't like, I don't feel like they've invested enough in the platform for the money they make off of it.
07:22.791 --> 07:25.652
[SPEAKER_01]: Like it could be a lot more user-friendly.
07:26.312 --> 07:38.138
[SPEAKER_02]: So, I think a lot of people have candidates have their experience from their appliance side, but what is your experience like what happened on your side of the hiring table that can't it in order to get to see?
07:38.158 --> 07:52.545
[SPEAKER_02]: Because again, usually when the candidate apply, you know, they're waiting for feedback from either the hiring manager or the time acquisition specialist like you or the leader like you, like what is happening on your end once you get those applications, I know you're getting tons of applications from candidate.
07:53.245 --> 07:56.087
[SPEAKER_02]: how you're sourcing the applications, what is happening your end to?
07:57.308 --> 08:04.893
[SPEAKER_01]: Yeah, it's really simple honestly, like I think, and to kind of take a step back.
08:04.913 --> 08:07.095
[SPEAKER_01]: So that's what got me into recruiting.
08:07.195 --> 08:09.396
[SPEAKER_01]: I wanted to know that very question.
08:09.956 --> 08:14.680
[SPEAKER_01]: I graduated college and I'm submitting all these applications because we were
08:15.300 --> 08:21.103
[SPEAKER_01]: We were so old on you get your degree My people can't wait to tell you money.
08:21.203 --> 08:29.768
[SPEAKER_01]: That shit was yeah, and so on like any pre-cultures like that This was this is back in the day like I'm almost so this is back in the day like this was when before
08:34.852 --> 08:38.055
[SPEAKER_01]: Nobody, this was way before COVID and all that kind of stuff became a thing.
08:38.075 --> 08:44.041
[SPEAKER_01]: We just got a degree meant, you know, like you at least begin interviews and stuff like that.
08:44.061 --> 08:47.024
[SPEAKER_01]: And so I really was curious about what's happening on the other side.
08:47.244 --> 08:53.950
[SPEAKER_01]: And so even now, what happens is you submit your application into an ATS system, which is,
08:55.932 --> 09:20.384
[SPEAKER_01]: Yeah, it's basically just a database for us to kind of post our jobs and then organize the inbound talent as well like we just schedule interviews, score, keep score cards, make notes, we're in there usually like tagging, other recruiters tagging, hiring team members, like hey, look at this, look at that, whatever, and so it's kind of just like a centralized place for us to communicate about all things hiring.
09:21.745 --> 09:32.290
[SPEAKER_01]: The actual, what matters to a candidate is really just us kind of scanning those resumes to see, you know, is this person a potential fit for the role?
09:32.770 --> 09:40.193
[SPEAKER_01]: Now, a lot of applicant tracking systems right now, especially some of the more newer ones, are, are a very A-A-Base.
09:40.934 --> 09:49.844
[SPEAKER_01]: So, and it's one of those things where I feel like Canada is like, I don't think you need to add to my supply, I'll, that's what it's like, we are just screaming.
09:50.725 --> 09:56.371
[SPEAKER_01]: Yeah, I'm just hoping you, you got to use, you got to use AI in your job today anyway.
09:58.213 --> 10:13.953
[SPEAKER_01]: Every every role I'm looking at right now, or I'm looking to feel right now, there's some aspect of AI, like even if they're not looking for AI engineers, you're per se, but they want to know that you use AI in a way to like automate your own personal work, right?
10:13.993 --> 10:15.175
[SPEAKER_01]: Like they, because they know that's the future.
10:15.175 --> 10:15.375
[SPEAKER_01]: right.
10:15.395 --> 10:20.259
[SPEAKER_01]: They don't want someone coming in that's doing, you know, kind of a more traditional old school way of doing things.
10:20.299 --> 10:24.902
[SPEAKER_01]: So it is one of those things where, of course, all specialist system like that.
10:24.942 --> 10:27.724
[SPEAKER_01]: That's that's actually a very easy task for you how to do.
10:28.264 --> 10:30.226
[SPEAKER_01]: Even though I, um,
10:31.006 --> 10:36.748
[SPEAKER_01]: My shop is kind of a little bit non-traditional, but I can use AI now to wear it.
10:36.768 --> 10:41.369
[SPEAKER_01]: Like, I can dump a bunch of resumes in my closet, and it'll rank them for me.
10:41.509 --> 10:43.409
[SPEAKER_01]: It tells me, like, why don't you see that?
10:43.509 --> 10:44.970
[SPEAKER_02]: That leads me to my next question.
10:45.090 --> 10:49.691
[SPEAKER_02]: You think AI can position the AI and recruit it as an AI for screening?
10:49.731 --> 10:50.771
[SPEAKER_02]: How's going to job market?
10:51.411 --> 10:52.532
[SPEAKER_01]: No, I don't think so.
10:52.932 --> 10:53.392
[SPEAKER_01]: I think,
10:55.433 --> 11:01.343
[SPEAKER_01]: on one side of it, on the recruiter's side of it, and I am biased, like, I'm able to move faster, right?
11:01.364 --> 11:07.154
[SPEAKER_01]: Like, I'm able to kind of get through a lot more candidates because so let's just say for example.
11:08.682 --> 11:09.102
[SPEAKER_01]: high level.
11:09.142 --> 11:12.583
[SPEAKER_01]: So let's just like, I got 50 candidates that apply for a role.
11:13.483 --> 11:23.005
[SPEAKER_01]: And I'm able to plug my, my claw into whatever database, it could be a good cheat, whatever, whatever is using to read that information.
11:23.365 --> 11:31.567
[SPEAKER_01]: And so it reads all these documents and it gives me, like, hey, Nate, here's your top 10 candidates based on, you know, the criteria before you should manually, right?
11:31.647 --> 11:32.907
[SPEAKER_00]: Before I even, you do it manually.
11:32.927 --> 11:33.128
[SPEAKER_00]: Right.
11:33.528 --> 11:34.748
[SPEAKER_02]: Because, and then,
11:35.508 --> 11:39.730
[SPEAKER_02]: On your end is helping, but I'm still on the canvas side because all resumes not to look good.
11:40.410 --> 11:48.874
[SPEAKER_01]: Right, but what I'm saying is, the AI plot is kind of telling me like, hey, I read all 50, these are the top 10.
11:49.555 --> 12:00.520
[SPEAKER_01]: So let's just say, number six out of that top 10, apply, let's say, number 34, something like that.
12:01.882 --> 12:02.422
[SPEAKER_00]: I'm tired.
12:02.623 --> 12:04.524
[SPEAKER_00]: So I'm ready at the first 25.
12:04.704 --> 12:05.364
[SPEAKER_00]: You know what I'm saying?
12:05.404 --> 12:06.465
[SPEAKER_01]: I'm ready at the first 25.
12:06.505 --> 12:08.527
[SPEAKER_01]: And I took the strongest out of those first 25.
12:09.207 --> 12:12.309
[SPEAKER_01]: I sent out invites to screens of those individuals.
12:12.950 --> 12:19.354
[SPEAKER_01]: And let's just say, of that first 25, I sent out screening invites for seven or eight of them.
12:19.794 --> 12:22.176
[SPEAKER_01]: I though seven or eight, I felt like three were strong.
12:22.576 --> 12:26.839
[SPEAKER_01]: I sent those three onto the team and then let's say one of those people get hired.
12:27.340 --> 12:29.921
[SPEAKER_01]: So somebody who was in the top 10,
12:30.742 --> 12:48.315
[SPEAKER_01]: didn't even get reviewed because I found somebody out of the first 25 you know what I'm saying yeah so you might be number one but you don't get reviewed right okay and that's what happens on top of the swallow right and that's what happens a lot of times when can it's like oh like I know I was a perfect fit for the job I didn't even get a call I didn't get an interview
12:48.815 --> 12:53.338
[SPEAKER_01]: You might have been candidate number 160, you know, saying, like, I didn't get that for it.
12:53.519 --> 12:57.782
[SPEAKER_01]: And so that's why I think Canada's needs to kind of change your mindset.
12:57.802 --> 13:03.827
[SPEAKER_01]: And AI is actually helping us figure out who is the best, you know, who apply for this role.
13:04.227 --> 13:12.613
[SPEAKER_01]: So now I can hit a button and it may take a while, but AI can actually go through all 200 candidates.
13:13.214 --> 13:15.936
[SPEAKER_01]: And, you know, bubble up the actual people
13:17.877 --> 13:20.119
[SPEAKER_01]: whether they apply first or they apply last.
13:20.219 --> 13:24.202
[SPEAKER_02]: Okay, so in that process where it might be a good fit, but you're not selected.
13:24.262 --> 13:27.023
[SPEAKER_02]: How can candidates do more to get this ability?
13:27.504 --> 13:29.245
[SPEAKER_02]: It's really just a volume game.
13:29.325 --> 13:32.427
[SPEAKER_01]: So what they could just... Yeah, I see that again.
13:32.447 --> 13:34.068
[SPEAKER_01]: So if it's a volume game, it's a volume game.
13:34.168 --> 13:45.136
[SPEAKER_01]: It's a volume game because the example I just gave in addition to the competition, and also just kind of like the job market that we're in right now.
13:46.817 --> 14:01.204
[SPEAKER_01]: It's one of those things where I know how frustrating it can be, but it's almost like you can't take a couple of shots and then think like, okay, like, one of these got a land, and then when I hear people say, like, oh, I applied to 100, I applied to 200.
14:01.804 --> 14:04.246
[SPEAKER_00]: If you ain't got the job yet, then you need to apply to another 100.
14:04.306 --> 14:05.186
[SPEAKER_01]: Like, there's no...
14:08.229 --> 14:23.583
[SPEAKER_01]: there is no kind of like finish line until you get the road you know what I'm saying and so I think again like I hate it I'm not trying to say this as like trying to be cold about it I am numb to it because I've been recruiting for so long but at the same time
14:24.384 --> 14:27.506
[SPEAKER_01]: You're the one that needs the job, like you need the paycheck, right?
14:28.147 --> 14:33.171
[SPEAKER_01]: And our keep saying is forever like, companies were not created to employ people.
14:33.631 --> 14:35.973
[SPEAKER_01]: Like that wasn't the goal, right?
14:36.073 --> 14:43.219
[SPEAKER_01]: I think you might hear a certain talking point around that where, especially when you think about manufacturing, there's like, oh, we're going to build this plan.
14:43.259 --> 14:44.159
[SPEAKER_01]: It's going to bring 2000 jobs.
14:46.481 --> 14:51.143
[SPEAKER_01]: That's only because it takes $2,000 for that plant to operate.
14:51.183 --> 14:52.184
[SPEAKER_00]: They could do it with $500,000.
14:52.204 --> 14:53.364
[SPEAKER_00]: They could do it with $500.
14:53.424 --> 14:54.345
[SPEAKER_00]: You know what I'm saying?
14:54.405 --> 14:57.006
[SPEAKER_01]: They don't want to just pay people just to be paying people.
14:57.566 --> 15:02.108
[SPEAKER_01]: If they open the jobs, it's because we have a need and we need some work done.
15:02.128 --> 15:07.471
[SPEAKER_01]: And so I think, again, I understand people get frustrated with the concept of it.
15:07.531 --> 15:09.772
[SPEAKER_01]: And it's the first life with layoffs and all that kind of stuff.
15:09.792 --> 15:12.333
[SPEAKER_01]: But a company is there to make money.
15:13.133 --> 15:31.000
[SPEAKER_01]: And one of the easiest ways where to make money is to get costs and that's the biggest cost is payroll So that's just that's just the simple formula to it, and that's just you know while companies operate the way they do with the new higher system a lot of people feel that entry level jobs are no longer an assistant How do you feel about that?
15:31.980 --> 15:37.683
[SPEAKER_01]: They're definitely the creasing and shrinking end and it's hidden them from two different ways and so
15:39.010 --> 15:41.792
[SPEAKER_01]: You can have like a new grad or someone at your level talent.
15:42.053 --> 16:02.910
[SPEAKER_01]: When those jobs are being automated in a way, whether it's AI itself or whether there's like more of a, like a sweet product that's able to kind of lump in, whatever that work was and be able to kind of get rid of the need for a person actually doing that manually.
16:03.610 --> 16:05.332
[SPEAKER_01]: Or the other way is,
16:06.373 --> 16:18.324
[SPEAKER_01]: Now that there are so many layoffs in the job market is so tough, people that may have been, meet level manager or an associate level are having to accept more entry level roles, at that pay rate.
16:18.704 --> 16:21.187
[SPEAKER_01]: And so again, from a company standpoint,
16:22.227 --> 16:27.773
[SPEAKER_01]: You know, I really only need somebody who, you know, two to three years, experience doing this job.
16:27.893 --> 16:35.282
[SPEAKER_01]: But I got this person who's been out of work for six, seven months, who has seven years of experience, who will take this pay, well, she'll come home.
16:35.502 --> 16:37.625
[SPEAKER_02]: You know, they're like, so the whole much, much harder.
16:37.645 --> 16:38.886
[SPEAKER_02]: The market is screwed.
16:39.026 --> 16:39.266
[SPEAKER_02]: So.
16:40.027 --> 16:44.049
[SPEAKER_02]: What does Colin's pride and your professional who are trying to break into tech?
16:44.109 --> 16:45.049
[SPEAKER_02]: Are you a tech recruiter, right?
16:45.129 --> 16:48.051
[SPEAKER_01]: Also, I'm a generalist across startups.
16:48.071 --> 16:52.693
[SPEAKER_01]: So I, you know, whether it's go to market, engineering, proud of sales.
16:52.713 --> 16:57.655
[SPEAKER_02]: What is it with this thick pat, not for someone who's an entry lever, trying to get into corporate work?
16:58.975 --> 17:00.416
[SPEAKER_01]: I mean, they're still in the pathway.
17:01.477 --> 17:06.859
[SPEAKER_01]: The, those opportunities are definitely going to go to the more so like the, the cream of the crop.
17:10.438 --> 17:13.541
[SPEAKER_01]: I mean, we've all known people who seem to excel.
17:14.122 --> 17:18.826
[SPEAKER_01]: And so those are the individuals who are going to still get the good looks.
17:19.046 --> 17:23.030
[SPEAKER_01]: And then those are usually the people who they did the internships, they've been doing the network.
17:23.050 --> 17:23.191
[SPEAKER_01]: Yep.
17:23.531 --> 17:24.812
[SPEAKER_00]: They just want to see the kids.
17:24.852 --> 17:29.056
[SPEAKER_01]: Since they got on campus, right, right, they kind of knew what they were there for.
17:29.277 --> 17:30.978
[SPEAKER_01]: And what what we hear.
17:32.348 --> 17:51.887
[SPEAKER_01]: what we hear most right now and the chatter that we hear and I'm just being honest are from the people who like how it was all I got to agree like where my job you don't say I didn't do that way internship I didn't even think about a plan for job that's like right you know so so those are the people who are pissed off right it's like damn like
17:52.527 --> 17:53.948
[SPEAKER_01]: I ain't got nothing going for myself.
17:53.968 --> 17:54.748
[SPEAKER_01]: I ain't got no motion.
17:55.208 --> 18:05.932
[SPEAKER_01]: And then, even the more senior career professionals, those are also the people kind of screaming aloud as the ones who didn't network the ones who kind of, I just want to keep my head down and be my job.
18:05.952 --> 18:06.592
[SPEAKER_01]: You know what I'm saying?
18:06.692 --> 18:09.953
[SPEAKER_01]: And so now those people are kind of being pushed to the side.
18:10.473 --> 18:17.876
[SPEAKER_01]: And then the people who have been very intentional about their career and networking and upscaling all that kind of stuff, they not.
18:18.376 --> 18:37.841
[SPEAKER_01]: Crying this hard because because they was like, you know, I know I have that You I know you know, I've always taken the call from the recruiter I've always gone to the happy hours of the networking events and I know people moving in different spaces And so you're just seeing like a like that gap being created between the people Just kind of been taken seriously the got this going fast.
18:38.121 --> 18:38.381
[SPEAKER_02]: Oh, yeah
18:38.821 --> 18:44.306
[SPEAKER_02]: every day with AI in the green, new things are coming out of AI every day that is everything that is coming in the streets.
18:44.566 --> 18:45.567
[SPEAKER_01]: That's shit overwhelming.
18:45.987 --> 18:48.309
[SPEAKER_02]: Like, I mean, it's a lot, like, I love it.
18:48.349 --> 18:54.934
[SPEAKER_01]: I don't know if it's, I love it a lot because, because it's, it's like an equalizer, right?
18:54.954 --> 19:00.579
[SPEAKER_01]: Like, when I started my business was like, just when chat, GPT, kind of, got more popular, yeah.
19:02.020 --> 19:08.827
[SPEAKER_01]: I got on there and then I remember I just started with this start-up as they were head of talent.
19:09.227 --> 19:10.328
[SPEAKER_01]: And so they didn't have nothing.
19:10.528 --> 19:22.299
[SPEAKER_01]: It was like blank space and so I, you know, created processes and playbooks and JD's and all that, like, I mean, that's your whole day and I'm looking like a stupid style.
19:22.539 --> 19:25.642
[SPEAKER_01]: Yeah, like I didn't put together interview kids and I was just kind of stuff and so.
19:26.543 --> 19:30.765
[SPEAKER_01]: I had a whole before I went out on my own, like there was a whole team that created that kind of stuff.
19:30.785 --> 19:35.728
[SPEAKER_01]: And so for me to be able to do that on my own, it was like, you know, I love this.
19:35.908 --> 19:42.772
[SPEAKER_01]: And I just think people kind of need to lean more into and figure out how they can leverage it, versus being so resistant to it and saying like I hate it.
19:42.812 --> 19:48.275
[SPEAKER_02]: Yeah, I think that's, I think it's two set of people, people that use EAT to do that job, and people that think EAT is going to take their job.
19:48.495 --> 19:50.937
[SPEAKER_02]: And then people that think EAT is going to take their job,
19:51.557 --> 19:54.638
[SPEAKER_02]: They are scared to try AI and they're kind of like falling back in the career.
19:54.678 --> 19:56.459
[SPEAKER_02]: People are using the AI to do their job.
19:56.479 --> 20:00.981
[SPEAKER_02]: They're using different skills, creative skills, and they think AI is other people watching the exam.
20:01.441 --> 20:01.761
[SPEAKER_02]: Thanks.
20:02.842 --> 20:05.143
[SPEAKER_02]: I got another question about, I don't know why I need to talk about that.
20:05.223 --> 20:06.903
[SPEAKER_02]: I just need to talk about this.
20:07.123 --> 20:11.345
[SPEAKER_00]: So, you know, I do deal in the training space as well.
20:11.745 --> 20:17.848
[SPEAKER_00]: So for people, like you mentioned, right, you know, using AI and like massive application,
20:21.249 --> 20:25.118
[SPEAKER_00]: Advice, you want to give people, as well, how do you master?
20:25.138 --> 20:26.601
[SPEAKER_00]: Do you do many applications?
20:26.781 --> 20:29.127
[SPEAKER_00]: Is there different tools like we're using master products, stuff like that?
20:30.748 --> 20:35.572
[SPEAKER_01]: So there are some tools out there that you can do like mass applications.
20:36.373 --> 20:40.196
[SPEAKER_01]: I want to be honest, I haven't applied for a job in years.
20:40.436 --> 20:41.897
[SPEAKER_01]: So I honestly don't know.
20:42.398 --> 20:44.259
[SPEAKER_01]: I haven't played around with that.
20:44.940 --> 20:49.764
[SPEAKER_01]: I've seen them, I've saved some of the things I've seen on LinkedIn.
20:50.164 --> 20:56.249
[SPEAKER_01]: But I think it's just kind of as simple as being able to upload
20:57.490 --> 21:05.872
[SPEAKER_01]: your resume and it's finding those positions and then being able to kind of just hit buttons to send your resume over.
21:06.432 --> 21:24.696
[SPEAKER_01]: Now certain companies I know have like certain certain kind of like security features set up because there is a growing issue of like just fake candidates all together especially especially abroad and so like they're trying to weed out like somebody as
21:28.818 --> 21:34.721
[SPEAKER_01]: back when I was reviewing resumes with this one fractional opportunity I had like a year or so ago.
21:35.121 --> 21:40.583
[SPEAKER_01]: And I was going through resumes and literally it was like six or seven resumes and then to look exactly the same like a year.
21:40.723 --> 21:42.704
[SPEAKER_01]: And you could tell, all right, like, hey, no way.
21:42.864 --> 21:45.806
[SPEAKER_01]: And I mean, like, literally like, they don't have like that on my head.
21:45.846 --> 21:54.630
[SPEAKER_01]: So it's just go to show you, you know, how, you know, both sides are trying to kind of outsmart the other in that kind of way.
21:56.691 --> 22:09.057
[SPEAKER_01]: My thing with the whole massive apply issue is and I get it, you want to find the least path of resistance to get to where you're trying to go.
22:09.777 --> 22:22.643
[SPEAKER_01]: But I do think there is value in just, and not just necessarily spending a ton of time on one application, but as you're reading these job descriptions,
22:23.263 --> 22:30.609
[SPEAKER_01]: You're learning something as well, like you're kind of, you know, like you're you're you're figuring out ways to reposition yourself.
22:31.650 --> 22:37.275
[SPEAKER_01]: I love going down to get right with all right, like I may see a position I think aligns with what I want to do.
22:37.815 --> 22:42.419
[SPEAKER_01]: I click on the position and then okay, like I like what this is saying then I click on the company.
22:43.160 --> 22:45.302
[SPEAKER_01]: I look into the company and then I click on the people.
22:45.742 --> 22:50.066
[SPEAKER_01]: I'm looking at who I'll work there and then I go into this person and then I'll see they work this.
22:50.186 --> 22:50.747
[SPEAKER_01]: You know what I'm saying?
22:50.767 --> 22:52.689
[SPEAKER_01]: I was like, I've got to be touched and go about the push-up.
22:52.749 --> 22:52.969
[SPEAKER_01]: Right.
22:53.029 --> 22:57.133
[SPEAKER_01]: And so now like, I've gained so much more knowledge about this stuff.
22:57.194 --> 22:59.856
[SPEAKER_01]: And I think that's something that a lot of job seekers can do is.
23:01.732 --> 23:03.272
[SPEAKER_01]: do that, like go down in the rabbit hole.
23:03.292 --> 23:14.814
[SPEAKER_01]: And the hiring manager, by the hiring manager, then also find people who may have a similar role as yours and kind of see where they've worked.
23:14.854 --> 23:17.655
[SPEAKER_01]: And so like your job might be the one they love.
23:17.715 --> 23:23.876
[SPEAKER_01]: And so like go to that company and then see like okay like I kind of like this company to it.
23:24.236 --> 23:29.077
[SPEAKER_01]: And then that way you start to find kind of those correlations
23:31.677 --> 23:46.709
[SPEAKER_02]: That's a question, it will get closer to, you know, that 30 minute mark, but once the most column mistake you see that costs someone to job from your time of experience, what have you seen that costs someone to job after, like, almost getting to the off on the end of it?
23:46.889 --> 23:57.958
[SPEAKER_01]: One of the biggest issues that costs people to job, when they're nearing an offer, so when you're nearing an offer, usually we're convinced that you can do this job from a technical standpoint.
23:58.927 --> 24:05.273
[SPEAKER_01]: At that point, we're kind of evaluating your mindset, your personality, and I'll be weird.
24:05.774 --> 24:07.255
[SPEAKER_01]: I mean, I'm gonna be honest.
24:08.276 --> 24:10.499
[SPEAKER_01]: Being weird can get you rejected.
24:10.579 --> 24:22.050
[SPEAKER_01]: Like when you're just the way you communicate and the way you kind of are navigating the whole situation, like if you come off real abrasive, like I don't have some candidates sometime,
24:23.828 --> 24:51.284
[SPEAKER_01]: just get so assertive like when are y'all gonna make a decision but it's like like it's like you know and another part of that is you have to realize sometimes like who asked the leverage in the situation and so walking into any sort of hiring process there are candidates who I know from jump okay like this person has a leverage they're not
24:52.725 --> 25:02.533
[SPEAKER_01]: They know they can do the job, they've already done it, they're successful, they've been at like two or three starters, they probably got equity, you know, built up all of that.
25:02.593 --> 25:09.898
[SPEAKER_01]: So they countering that mindset, hey, like I know what I can do, like y'all need to do more of the selling, like why should I bring my talents to you?
25:10.398 --> 25:16.923
[SPEAKER_01]: And then there are, you know, the more common way of a hiring process goes is the company has to leverage.
25:16.963 --> 25:21.527
[SPEAKER_01]: You know, you're looking for a job, you need to, you know, a step up, you're looking for a boost and all that kind of stuff.
25:21.907 --> 25:29.052
[SPEAKER_01]: And usually that's when, you know, a company has the ability to make candidates jump through hoops and stuff like that, right?
25:29.372 --> 25:34.655
[SPEAKER_01]: All the extra assignments, and we want to meet with this person, this person, this person's got the company know they have the leverage.
25:35.516 --> 25:38.438
[SPEAKER_01]: As a recruiter, it's my place to try to...
25:39.317 --> 25:46.764
[SPEAKER_01]: Make sure I'm, I'm sort of putting my hand on the process, but like, okay, you know, we've done enough for this person.
25:46.784 --> 25:48.585
[SPEAKER_00]: You think you like them or you don't, you know what I'm saying?
25:48.605 --> 25:52.869
[SPEAKER_01]: Like at this point, you kind of are just kind of been asked.
25:52.909 --> 25:53.289
[SPEAKER_01]: So, right?
25:53.309 --> 26:02.357
[SPEAKER_01]: Like you just making them do all this extra stuff because you feel like you can, and then it's also, you know, I can do it the other way and be like, hey,
26:03.428 --> 26:10.593
[SPEAKER_01]: I don't think we're going to find another person at this level any time soon, and so it's up to you now, Mr. and Ms.
26:10.613 --> 26:23.642
[SPEAKER_01]: Hire and Manager, do we want to lose this person because we're taking too long, we're doing too much, all that kind of stuff, because I can tell you now, like, I don't think I'm able to find a smite of this caliber within another week or two.
26:23.722 --> 26:26.785
[SPEAKER_01]: It's probably going to take us another month or two, can you wait that long?
26:26.825 --> 26:29.867
[SPEAKER_01]: And so that's kind of where recruiter steps in and try to make sure.
26:30.567 --> 26:43.721
[SPEAKER_02]: I'm bringing some sort of logic to this to this madness that may be going on on I got this one Kennedy's people who are playing for jobs and gang goes to it like this one Why do recruit us close candidates?
26:45.583 --> 27:01.168
[SPEAKER_02]: I've been gossipy for a while, it goes to you, you ever McKenna did do a similar stuff, you started recruiting, we talked to you, I like it from outside to high you, you know, you have gone through everything, they were like, come in and keep every round, they're now inside for us, where's the job, and they're just ghosting you.
27:01.728 --> 27:02.808
[SPEAKER_01]: Now, what the heck is saying?
27:02.968 --> 27:07.050
[SPEAKER_01]: And as a recruit like us, I've been recruiting for a long time, so I have ghosted.
27:08.760 --> 27:11.122
[SPEAKER_00]: I ain't gonna lie, I don't do that.
27:11.142 --> 27:12.344
[SPEAKER_01]: You're burning here first.
27:12.524 --> 27:16.748
[SPEAKER_01]: And that's when I'm on these panels and that question I always get out of.
27:16.828 --> 27:19.470
[SPEAKER_01]: I get quiet out of it.
27:19.490 --> 27:20.591
[SPEAKER_01]: But it's not intentional.
27:20.852 --> 27:21.452
[SPEAKER_01]: I can't say that.
27:21.492 --> 27:23.314
[SPEAKER_01]: It's not intentional nor is it personal.
27:23.474 --> 27:24.335
[SPEAKER_01]: Yeah.
27:24.635 --> 27:26.837
[SPEAKER_01]: I don't think it most sound like we just forget.
27:27.398 --> 27:28.659
[SPEAKER_01]: Like we only just forget.
27:28.719 --> 27:29.580
[SPEAKER_01]: Like you got to think.
27:31.438 --> 27:36.019
[SPEAKER_01]: Again, it's the difference of angles and what size of the table you're sitting on, right?
27:36.039 --> 27:41.480
[SPEAKER_01]: Like, you all do not have as many job opportunities that I have candidates.
27:41.880 --> 27:44.621
[SPEAKER_01]: Like, there's no way possible, right?
27:44.981 --> 27:56.904
[SPEAKER_01]: So if I'm juggling easily, you know, 50 to 75 candidates, like, somebody, and then what I do is like, my effort and energy are probably going towards the ones that
27:57.844 --> 28:14.386
[SPEAKER_01]: or show a petition or show a potential doing better in the process the higher manager likes them everything is kind of lining up and I've said it before it's like if you got ghosted like just take that as the nose like you did like don't get mad about it that was just you know
28:14.726 --> 28:17.068
[SPEAKER_02]: I was like a girl touching you back and keep touching the girl.
28:17.449 --> 28:19.110
[SPEAKER_02]: Yeah, like she, she telling you.
28:19.350 --> 28:20.832
[SPEAKER_00]: But it's a no-dog.
28:20.892 --> 28:24.916
[SPEAKER_01]: But one thing I can't say the candidates don't do either, candidates don't follow up either.
28:25.076 --> 28:31.302
[SPEAKER_01]: And then one thing I won't do, if you send me an email saying, like, hey, Nate, we spoke last week or whatever.
28:31.702 --> 28:34.063
[SPEAKER_01]: just wanting to know if there's a status up there or whatever.
28:34.203 --> 28:37.103
[SPEAKER_01]: I'm gonna let you know, because now it's like, okay, you can communicate back.
28:37.423 --> 28:42.525
[SPEAKER_01]: It's when sometimes we get out the call, I may send your profile over to the team.
28:43.225 --> 28:45.305
[SPEAKER_01]: They sit on it, they don't say anything.
28:46.746 --> 28:50.126
[SPEAKER_01]: And then like a week and a half goes by and they come back like, yeah, not a fit.
28:50.527 --> 28:52.267
[SPEAKER_00]: And then I've just moved on to something.
28:53.307 --> 29:04.351
[SPEAKER_01]: That's usually what happens is it's just kind of like just oversight and then what I try to do is I'll go back and kind of, you know, reconcile my candidates And it may be late, but I'll send something out.
29:04.371 --> 29:14.095
[SPEAKER_01]: Hey, unfortunately whatever stuff, but it's really down there if you do down there if you don't like I'm doing this people that got mad at me because like, oh, just a generic no, it's like
29:14.875 --> 29:38.020
[SPEAKER_01]: Bro, we had one call like, you know, like go down, go down and so, you know, and then they want specific feedback and all that kind of stuff and what I do want to avoid is like I can't I can't get into like a whole back and forth Which you know, because because I'm already again like I'm talking like 50 to 75 people at a time across all these different roles and so like I'm trying to you know
29:45.102 --> 29:58.472
[SPEAKER_01]: So, yeah, so being active only then is something that our recruiter will take notice of, specifically, like if they are a niche recruiter, so they hire for one specific type of role, right?
29:58.752 --> 29:59.773
[SPEAKER_01]: And so they're usually...
30:00.393 --> 30:12.181
[SPEAKER_01]: Your LinkedIn feed should almost be like your IG algorithm, like the things you engage with interact with, like that's the stuff that keeps coming up.
30:12.201 --> 30:24.409
[SPEAKER_01]: So mine is full of talent acquisition stuff, like all the assets for different systems, all the recruiter networks, people who's hiring, all that kind of stuff because that's what I'm always engaging in and interacting with.
30:25.530 --> 30:30.855
[SPEAKER_01]: And so that's how somebody else is, you know, if you're an engineer, it should be a bunch of engineering stuff.
30:30.895 --> 30:37.442
[SPEAKER_01]: If you're in product, it should be a bunch of product entrepreneurs, you know, leadership, all that kind of stuff should be popping up on your LinkedIn feed.
30:38.483 --> 30:39.344
[SPEAKER_01]: And what happens is...
30:40.265 --> 30:48.112
[SPEAKER_01]: the people, the recruiters are usually also, you know, tracking or keeping up with a very similar type of algorithm.
30:48.252 --> 30:59.261
[SPEAKER_01]: And so they're constantly seeing while anything is pop up with, you know, you're giving your hot take on this thing or you posted about a new project that you're a part of and all that kind of stuff.
30:59.642 --> 31:01.023
[SPEAKER_01]: Like, I can, you know,
31:01.423 --> 31:02.824
[SPEAKER_01]: I can start to follow you.
31:02.924 --> 31:06.105
[SPEAKER_01]: And I can make sure that I'm liking your stuff.
31:06.425 --> 31:10.027
[SPEAKER_01]: And the more I engage with your stuff, the more you shouldn't show up on my algorithm.
31:10.107 --> 31:18.711
[SPEAKER_01]: And so that's why people should be active on LinkedIn because you will be surface more if you're active on it, like it rewards you for that.
31:19.092 --> 31:21.133
[SPEAKER_01]: If you're just on there peeping and you're not doing nothing,
31:21.971 --> 31:45.627
[SPEAKER_01]: You're hit right like you're not going to be popping up like that and you may not have your LinkedIn profile optimized in a way to where I would even see you if I was searching for what you do to see if and what happens is usually the people who are good at what they do have like the weakest LinkedIn profile is because they're not looking like me right
31:49.450 --> 32:08.131
[SPEAKER_01]: you may be on there actively talking and engaging and you know by your post by your engagement by your comments I can tell you know what you're talking about or stuff like this like you being reposted saying that you was on this podcast and you speak it on this panel okay like clearly this person has
32:09.853 --> 32:11.954
[SPEAKER_01]: A skill set in is knowledgeable about it.
32:12.154 --> 32:19.758
[SPEAKER_01]: So that person is going to stand out more to me than, you know, the person who's kind of ducked off in a corner and really talking about anything.
32:19.878 --> 32:20.638
[SPEAKER_02]: I got one thing.
32:20.898 --> 32:22.859
[SPEAKER_02]: This is out of topic, if we get closer to the end.
32:22.999 --> 32:24.820
[SPEAKER_02]: Are you going to buy your recruiting friends tomorrow?
32:26.127 --> 32:26.988
[SPEAKER_02]: Like the ones in Charlotte?
32:27.008 --> 32:27.128
[SPEAKER_02]: Yeah.
32:27.148 --> 32:27.268
[SPEAKER_02]: Yeah.
32:27.288 --> 32:27.829
[SPEAKER_02]: They can pull it up.
32:27.849 --> 32:27.989
[SPEAKER_02]: Yeah.
32:28.009 --> 32:28.569
[SPEAKER_02]: They can pull it up.
32:28.589 --> 32:29.030
[SPEAKER_02]: They can pull it up.
32:29.050 --> 32:29.510
[SPEAKER_01]: They can pull it up.
32:29.530 --> 32:29.931
[SPEAKER_02]: They can pull it up.
32:29.951 --> 32:30.371
[SPEAKER_01]: They can pull it up.
32:30.391 --> 32:31.012
[SPEAKER_01]: They can pull it up.
32:31.072 --> 32:31.512
[SPEAKER_01]: They can pull it up.
32:31.532 --> 32:32.153
[SPEAKER_01]: They can pull it up.
32:32.173 --> 32:32.693
[SPEAKER_01]: They can pull it up.
32:32.713 --> 32:33.114
[SPEAKER_01]: They can pull it up.
32:33.134 --> 32:33.554
[SPEAKER_01]: They can pull it up.
32:33.574 --> 32:34.054
[SPEAKER_01]: They can pull it up.
32:34.074 --> 32:34.515
[SPEAKER_01]: They can pull it up.
32:34.535 --> 32:35.095
[SPEAKER_01]: They can pull it up.
32:35.155 --> 32:35.656
[SPEAKER_01]: They can pull it up.
32:35.676 --> 32:36.156
[SPEAKER_01]: They can pull it up.
32:36.176 --> 32:36.717
[SPEAKER_01]: They can pull it up.
32:36.737 --> 32:37.438
[SPEAKER_01]: They can pull it up.
32:37.458 --> 32:37.898
[SPEAKER_01]: They can pull it up.
32:37.918 --> 32:38.338
[SPEAKER_01]: They can pull it up.
32:38.358 --> 32:38.759
[SPEAKER_01]: They can pull it up.
32:38.779 --> 32:39.239
[SPEAKER_01]: They can pull it up.
32:39.259 --> 32:39.700
[SPEAKER_01]: They can pull it up.
32:39.720 --> 32:40.420
[SPEAKER_01]: They can pull it up.
32:40.581 --> 32:40.961
[SPEAKER_01]: They can pull
32:41.300 --> 32:44.881
[SPEAKER_01]: I think a common misconception is like, it's first to people walk up to me.
32:44.901 --> 32:50.422
[SPEAKER_01]: I mean, I mean, I'm like, you know, I'm like, I'm gonna pull out a dick of you, you know?
32:50.462 --> 32:52.263
[SPEAKER_00]: You know what you do, you know what you do, you know?
32:52.283 --> 32:56.664
[SPEAKER_00]: Like, what you do, like, what you do, like I do, like I do, like, how much you look for it?
32:56.684 --> 32:58.584
[SPEAKER_01]: So a lot of recruiters don't go out like that.
32:58.664 --> 33:06.086
[SPEAKER_01]: Unless it's something like a specific event where they feel like, like if it's like a sales happy, I don't remember.
33:06.106 --> 33:10.867
[SPEAKER_01]: And I hire for, you know, sales for eighties and stuff, like, okay, like, this makes sense, right?
33:11.327 --> 33:22.621
[SPEAKER_01]: to be, but if it's just like a general gathering of people, sometimes like that stuff because usually they just, you know, let's connect only Dan, and we're staying in touch and so that's it.
33:22.641 --> 33:25.685
[SPEAKER_02]: I think that usually when people go to the events, they're really
33:26.386 --> 33:31.309
[SPEAKER_02]: They don't go with the mindset of just getting to know the person and just seeing how can I support what you're doing.
33:31.329 --> 33:34.531
[SPEAKER_02]: People usually go to the event asking, how can I get a job?
33:34.731 --> 33:35.552
[SPEAKER_00]: Like a job?
33:35.892 --> 33:38.914
[SPEAKER_02]: I think you didn't have a different mindset of going there just on the stand-in-hood you're talking to.
33:39.334 --> 33:40.575
[SPEAKER_02]: And just seeing how can I support you?
33:40.595 --> 33:42.015
[SPEAKER_02]: People who want willing to even help you.
33:42.636 --> 33:48.800
[SPEAKER_01]: So people, the best thing someone can do when they're in that work and is, I honestly pretend like you don't need a job.
33:50.160 --> 33:51.681
[SPEAKER_01]: I'm being that serious.
33:51.701 --> 33:52.682
[SPEAKER_01]: Like, I'm telling you like, it's...
33:54.048 --> 34:20.594
[SPEAKER_01]: or critical to you like that's usually a first indicator to me if a person is kind of at that caliber of talent like if you walk up and you kind of seeing like you lost in your own career you don't really know where you're going or how to move or what to do and you've got a ton of questions if I got the information to help you I'm a share it but also know with what I do like you're probably not a good fit for what I'm hired for right like
34:21.854 --> 34:27.276
[SPEAKER_01]: Like I said, I recruit for startups, usually bookstrap, pre-seed, series A, series B.
34:27.696 --> 34:31.937
[SPEAKER_01]: And so every higher is very critical in intentional, like they need an operator.
34:31.957 --> 34:33.657
[SPEAKER_01]: Like any somebody to come in and get it going.
34:33.717 --> 34:39.399
[SPEAKER_01]: And so it's not like a lot of room that I have for people who are still like, I need some experience.
34:39.419 --> 34:41.439
[SPEAKER_01]: So I need to, you know, get my foot in the door.
34:41.940 --> 34:43.140
[SPEAKER_01]: Like this, this ain't the door.
34:44.040 --> 34:45.401
[SPEAKER_01]: Like that ain't going to work here.
34:45.421 --> 34:45.481
[SPEAKER_01]: And
34:46.961 --> 34:51.943
[SPEAKER_01]: the way you carry yourself really, you know, shines through and in the type of candidate that you are.
34:51.963 --> 35:04.167
[SPEAKER_01]: And so when people are networked and they should definitely, I hate when people come up and they be like, oh, I just do this, so I just do that or I, you know, try to go one or two levels deeper into what it is they actually do.
35:04.207 --> 35:06.847
[SPEAKER_01]: And it seems like they don't really know their own function.
35:07.308 --> 35:08.268
[SPEAKER_00]: It's just like, okay.
35:09.378 --> 35:17.446
[SPEAKER_01]: That's, that's, you know, my first piece of advice like, you, you should know your, your ecosystem in a way to where like, you can,
35:18.508 --> 35:27.695
[SPEAKER_01]: you can go deep in conversation with someone who operates in your space and you should be able to break it down to me in simple terms as far as it is as well.
35:27.735 --> 35:31.858
[SPEAKER_01]: And so when you meet people who kind of, you can tell like, oh, you know, I do a Joe job.
35:31.878 --> 35:33.439
[SPEAKER_00]: Like, I only think, you know, it's your company.
35:33.479 --> 35:34.160
[SPEAKER_00]: You know what I'm saying?
35:34.200 --> 35:37.322
[SPEAKER_00]: And like, oh, you know, it's Joe job, specifically, your day to day.
35:37.963 --> 35:39.464
[SPEAKER_01]: And I think that's something people need.
35:39.484 --> 35:40.925
[SPEAKER_01]: They need to be able to kind of... Fuck you.
35:41.645 --> 35:51.410
[SPEAKER_01]: look up and know like who are the adjacent teams and you know who they partner with who the stakeholders are because your next position might not be
35:52.990 --> 35:56.552
[SPEAKER_01]: on a specific team where you sit now.
35:56.813 --> 36:04.657
[SPEAKER_01]: And there are some companies who get large enough to be like, let's just say in one company, you might sit on an analytics team, right?
36:04.697 --> 36:10.561
[SPEAKER_01]: That's all y'all do is y'all kind of like a shared service, but y'all just support different departments and stuff like that.
36:11.161 --> 36:13.203
[SPEAKER_01]: Your next opportunity may be with
36:14.163 --> 36:20.648
[SPEAKER_01]: a much smaller organization and they want you to, you know, be the analyst for the entire company, right?
36:20.968 --> 36:30.576
[SPEAKER_01]: And so they need you to understand how a company operates, like they need to know that you've touched some finance and you've touched some marketing and you've touched some sale.
36:30.596 --> 36:31.096
[SPEAKER_01]: You know what I'm saying?
36:31.116 --> 36:33.058
[SPEAKER_01]: Like you kind of know what all this data looks like.
36:33.438 --> 36:44.523
[SPEAKER_01]: And so it's important to understand like it's your company and kind of hide your role is scoped in and so out of how far you can go as far as like who you're actually interacting with And what they'll stay called just do as well.
36:44.683 --> 36:46.624
[SPEAKER_02]: Okay, I know we can't close to the end.
36:46.644 --> 36:59.610
[SPEAKER_02]: I want to leave it Reassible questions on maybe actually first and first maybe share with the public where you're working on how they can support you and just think that you want to bring out to the light that you have really talked about in the wild talk about in the podcast
37:00.345 --> 37:03.209
[SPEAKER_01]: Yeah, man, just connect with me on LinkedIn first of all.
37:03.269 --> 37:11.440
[SPEAKER_01]: Nate Wiley, you could follow me on Instagram, correct, and Nate, I need to start doing more content on recruiting.
37:11.901 --> 37:13.323
[SPEAKER_01]: I've been more in the event space.
37:13.743 --> 37:15.866
[SPEAKER_01]: If you're in Charlotte, definitely support.
37:17.208 --> 37:41.781
[SPEAKER_01]: Work is social room is every other Friday at Indigo T and Coffee 644 North Church Street and then we also do a monthly networking mixer there as well but if you follow me on career hack or Nate you'll see all the flyers in the content and the video is on account good stuff so definitely to take the events you'll be doing on the events or the social media stuff you posted.
37:41.841 --> 37:47.305
[SPEAKER_01]: Yeah, man, I got a good video guy, man, he keeps me loaded up with photos and videos, that's so cool.
37:47.546 --> 37:53.190
[SPEAKER_02]: Let him come tomorrow, we need a video guy, he knows what we love about video guy, I can't get good.
37:53.370 --> 38:07.822
[SPEAKER_02]: Last thing, also, you know, any question you have for Haka Proof on what we do, you know, how we've got yes or for Haka Proof, we all started from nowhere, and now we are doing events in Charlotte, and thank you also for the one to be part of the panel, but any questions we have for our organization?
38:09.558 --> 38:11.820
[SPEAKER_02]: Uh, one question, this one question.
38:11.900 --> 38:28.694
[SPEAKER_01]: So, both of y'all, one question each for, uh, it's the same question by one, no, like, I, I love what y'all doing, like, um, like I say, this is the, the type of spaces I like to operate in, but so personally, since we all come from corporate sort of, what, what was the most pivotal moment in your career?
38:29.374 --> 38:36.240
[SPEAKER_01]: When it was something that, uh, a horror lesson learned, or something that kind of moved you to that next level of understanding.
38:37.061 --> 38:37.241
[SPEAKER_02]: Uh, uh,
38:39.236 --> 38:42.198
[SPEAKER_02]: When that work, you want to go for the toilet?
38:42.218 --> 38:44.219
[SPEAKER_00]: You go for the toilet?
38:44.319 --> 38:46.401
[SPEAKER_00]: No, no, no, it's interesting, right?
38:46.741 --> 38:48.282
[SPEAKER_00]: Okay, I have a finance degree.
38:49.023 --> 38:51.445
[SPEAKER_00]: After college, I wanted to work on Wall Street.
38:51.765 --> 38:52.005
[SPEAKER_01]: Okay.
38:52.425 --> 38:55.528
[SPEAKER_00]: But I graduated during the economy downturn in 2010.
38:56.567 --> 39:00.969
[SPEAKER_00]: There's not a lot of jobs, all the way to say, you get a degree, you think you're gonna get a job.
39:00.989 --> 39:02.789
[SPEAKER_00]: So a harsh reality set it, right?
39:03.530 --> 39:04.550
[SPEAKER_00]: I did all kinds of jobs.
39:05.330 --> 39:07.451
[SPEAKER_00]: I worked as a cashier at Walgreens, right?
39:07.991 --> 39:09.132
[SPEAKER_00]: I did door to door salesman.
39:10.112 --> 39:14.694
[SPEAKER_00]: So, and luckily I ended up working in the financial aid institution, right?
39:14.934 --> 39:18.915
[SPEAKER_00]: Like doing helping people get financial aid for online university, right?
39:19.756 --> 39:23.317
[SPEAKER_00]: So I had a friend that got a job in IT.
39:25.993 --> 39:36.897
[SPEAKER_00]: He said, well, you help me when I first got to this country, and I was able to land this job, and I kind of self study, and these are things that I self study.
39:37.137 --> 39:43.899
[SPEAKER_00]: So from there, he gave me all the materials that he did, and that changed my whole life.
39:44.259 --> 39:46.700
[SPEAKER_00]: Now I'm here sitting in the podcast with Nate.
39:47.925 --> 39:49.689
[SPEAKER_00]: And Daniel talked to my side with security.
39:49.709 --> 39:50.851
[SPEAKER_02]: I'm not going to talk to my security.
39:51.232 --> 39:53.496
[SPEAKER_00]: I mean, I'm not going to talk to my side with security.
39:53.897 --> 39:56.482
[SPEAKER_00]: But I'm not working for one of the top companies.
39:57.229 --> 39:58.230
[SPEAKER_00]: in the world.
39:58.270 --> 40:02.633
[SPEAKER_00]: Since you keep saying, don't talk about that.
40:03.534 --> 40:09.099
[SPEAKER_00]: I'm in a position where I know three people, we're not trained people to get his IT.
40:09.459 --> 40:10.420
[SPEAKER_00]: I have a boot camp.
40:10.440 --> 40:14.783
[SPEAKER_00]: We have to help over 250 people, 200 for the team, to get it into the tech space.
40:15.124 --> 40:19.627
[SPEAKER_00]: And if you add all the salaries that somebody's getting, it's supposed to like 10 million dollars.
40:20.768 --> 40:27.560
[SPEAKER_00]: So that's a little story of what could happen, what happened when a friend kind of picks you up and kind of show you the ropes.
40:29.187 --> 40:35.533
[SPEAKER_02]: I think for me is making a pivot for an engineer to a manager and consulting too.
40:35.573 --> 40:38.936
[SPEAKER_02]: I was doing engineering, senior engineer, basketball engineer.
40:39.516 --> 40:45.381
[SPEAKER_02]: Doing good, making a good living then I took that step to something else.
40:45.542 --> 40:46.562
[SPEAKER_02]: I've never been a manager.
40:46.602 --> 40:49.425
[SPEAKER_02]: I don't really know how being a manager is.
40:49.945 --> 40:53.889
[SPEAKER_02]: But I had the opportunity to interview one of the big flaws in consulting
40:55.230 --> 40:56.792
[SPEAKER_02]: similar field but just a manager level.
40:57.412 --> 40:58.373
[SPEAKER_02]: I did it and I got it.
40:58.813 --> 41:09.083
[SPEAKER_02]: I just been brave, being curious, I was able to, you know, being that position for over three years, just doing my thing, going my knowledge and kind of helped me, stop my own thing, which was Hackerproof.
41:09.443 --> 41:10.304
[SPEAKER_02]: Let's be in able to.
41:11.245 --> 41:30.812
[SPEAKER_02]: Learn from what it takes to be a manager at the consulting agency and grew from there and now I'm doing my own thing speaking in speaking with late and while late Let's see the lesson cause when you take take the risk take chances sure and I think just that moment of just being able to Job hop to something that I don't really have a clue on how to do yeah and being able to learn how to do it.
41:31.232 --> 41:32.693
[SPEAKER_02]: Just give me the confidence to do whatever
41:33.942 --> 41:35.583
[SPEAKER_01]: That makes sense.
41:35.883 --> 41:36.424
[SPEAKER_01]: That makes sense.
41:36.504 --> 41:38.185
[SPEAKER_01]: Once you show yourself, you can do something this easy.
41:38.685 --> 41:39.085
[SPEAKER_01]: It's easy.
41:39.105 --> 41:39.785
[SPEAKER_01]: It's tough.
41:39.845 --> 41:41.006
[SPEAKER_02]: I'll have a little bit.
41:41.026 --> 41:42.427
[SPEAKER_02]: Just get tested.
41:42.447 --> 41:42.647
[SPEAKER_02]: Yeah.
41:42.847 --> 41:43.868
[SPEAKER_02]: You can't do basic.
41:44.168 --> 41:45.209
[SPEAKER_00]: No, for sure.
41:45.229 --> 41:48.691
[SPEAKER_02]: But in that being said, we need to appreciate you made to be a great conversation.
41:48.731 --> 41:49.751
[SPEAKER_02]: A great conversation.
41:49.811 --> 41:50.812
[SPEAKER_00]: I learned that was to drop.
41:51.272 --> 41:51.652
[SPEAKER_00]: I learned a lot.
41:51.672 --> 41:52.153
[SPEAKER_00]: I learned a lot.
41:52.233 --> 41:52.953
[SPEAKER_02]: I learned a lot too.
41:52.973 --> 41:53.834
[SPEAKER_02]: I learned a lot too.
41:54.054 --> 41:55.515
[SPEAKER_02]: And I can't wait for tomorrow.
41:55.555 --> 41:56.856
[SPEAKER_02]: So, looking forward to seeing you speak.
41:57.316 --> 41:58.297
[SPEAKER_02]: There will be a great event.
41:58.317 --> 42:00.258
[SPEAKER_02]: This is not going to be out by tomorrow.
42:00.298 --> 42:02.160
[SPEAKER_02]: So, I can't really say it.
42:02.640 --> 42:05.502
[SPEAKER_02]: But make sure you subscribe for a new level of life from this available.
42:05.942 --> 42:06.783
[SPEAKER_02]: Follow my link.
42:07.203 --> 42:07.844
[SPEAKER_02]: And I'll peace.
42:07.924 --> 42:08.684
[SPEAKER_02]: I can prove his cue.
