Joe Crawford

LinkedIn Community - there was a recent attempt to use my name and role here at Boom to fraudulently interview candidates for a position that doesn't exist. If you were affected by this impersonator's requests from a fraudulent email address, I am sorry, and we have taken the outlined approach by our Company post to stop this. I thought it would be helpful to outline a few steps if job seekers hope to take extra precautions as they interview. 1. If you didn't apply directly, check the email address this message is coming from. This impersonator used an email address that ended with .online 2. Check if the person listed has a LinkedIn profile and lists the company as their employer. If they don't, walk away.  3. If hesitant, always ask for a virtual interview with the camera on so you can put a face to a name. 4. Absolutely never send money when accepting a new job. An employer should not ask for your social security number or banking information during the recruitment process. Please be careful out there.

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When we talk to candidates who want to relocate, it is the ones who have their ducks in a row who stand out… 🗺 Do they have a SPECIFIC place in mind? So many times, I speak to people who 'just want to get out of California' with no particular goal destination. 🏠 Have they looked at the cost of living – especially the housing and rent costs? Usually, people have an idea of this one, but the average cost of a “house in North Carolina” vs. “a house in Winston-Salem” vs. a “house in Burlington” vs. a “house in Cary” can easily be hundreds of thousands of dollars. 🏙 Do they know (or are they seeking to know) how their experience in a different market will translate to experience in a new market? If they build high rises in NYC, the opportunities and the pay to do something similar in Wilmington will be very different. 🧡 Do they have a compelling reason for making a move? E.g. Do they have family in the area? Are they moving for love? Have they spent a great deal of time in the area? Have they done extensive research and can tell me all the reasons the move makes sense for them personally and professionally? ⏰ Do they have a timeline mapped out? A big yellow flag is: “I can start whenever.” Moving is time intensive: they need to consider selling a house or breaking a lease, the spouse’s job, the kids’ daycare/school, packing and unpacking, providing their current employer a two-week notice, getting the dog across the states, etc. 💲Have they considered what realistic salary expectations are in the new market? This is a delicate conversation when someone is moving from NYC to Greensboro, but c’mon, if you are moving from NYC to a town of less than <500K people, if you haven’t begun to consider how your salary might change, this is a very big flag. 🛫 Do they have a preliminary trip planned where they will spend time exploring different communities where they can settle, put in for daycares, and possibly take in-person interviews? When I have early conversations with candidates just dipping their toe into the water, I have few expectations. And, that is fine. Asking these questions is part of my job. However, if when I speak with someone, they DO have this all thought out: I know they’re serious. My advice: talk to a recruiter as soon as you are considering making a move. You don’t need to have everything figured out. Probably, the recruiter can help you (yes, I’ve shared compensation expectations, recommended towns and neighborhoods, passed on realtors’ names, and sent lists of all the best of restaurants). If you DO happen to be ten steps ahead on all these things, I guarantee you will impress me.

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Resume Tip*** We recently posted three open IT positions in Portland, and it’s been incredibly busy! One trend I’ve noticed is the large number of out-of-state applicants, even though the positions specify onsite/hybrid requirements. This is a common occurrence across many roles we post, and I'm sure we’re not alone in experiencing this. Here’s why I bring this up: If you’re open to relocating, it’s crucial to indicate that on your resume. When we receive hundreds of applications, we often don’t have the capacity to reach out and inquire about your relocation preferences every time. So, a friendly reminder: If you’re applying for an onsite or hybrid role that requires local candidates, make sure your resume clearly states your willingness to relocate. For example, you could include a note saying, “Open to relocating to [City]” or “Can relocate within [X] amount of time after acceptance.” You need a job, and we want to place an awesome candidate—let’s not leave it to assumptions in this competitive market! Hope this helps someone! #ResumeTips #LedgentTechnology #ITStaffing #RothStaffing

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Hi LinkedIn! Like other companies we are #HIRING! How can I help you get the best fit position? I have been seeing/reading quite a few posts where recruiters and candidates are getting frustrated within this job market. As well as candidates asking me for assistance on their resumes in order to fit job requirements. Here are a couple of suggestions for “YOU” the candidate that may help. ✅ Please make sure you read the entire job description thoroughly. The descriptions should show the responsibilities/requirements (qualifications) needed, education/certification needs, years of experience and location (state, remote/hybrid/onsite). ✅ If the position states US Citizen, that’s ONLY what the company is seeking. ✅ If the position states US Person, that means Citizen of the US or Green Card Holder ONLY. ✅ If the position requires any type clearance it will state in the job description. ✅ Please make sure your resumes meet all the requirements, if not at least 90%. Most companies only keyword search and if don’t have the requirements they pass you over. ✅ Proofreading your resume also helps. Check your grammar, spelling, fonts, bullets etc. ✅ If you actually apply to a job requisition and the recruiter reaches out, please respond. Hope this helps! Here are the open positions we have at INNOVIM: www.innovim.com/careers Let me know if you have ANY questions!

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This message is for the #jobseekers out there. 👩‍💻 Over the past two years, I have observed significant trends while posting job listings. 👀 One glaring issue is the disparity between compensation and the years of experience companies demand. 🤔 Offering $20 to $30ish per hour for contract work, or $70k or less for mid-senior level positions that are full-time roles, is simply not commensurate with the experience required. I've encountered this discrepancy more than a dozen times in the past two weeks alone. 🙄 Organizations must do better by aligning their salaries with the level of expertise they expect from candidates. 👉 It is particularly troubling to see roles offering less than $20 per hour. This is not a livable wage. 😞 Organizations need to reassess and ensure their compensation is fair and reflective of the required experience. Recently a client of mine was asked to accept an hourly rate of $40/hr when they had over two decades of experience in #LearningandDevelopment. WHAT?! Thank you for coming to my TED talk. #JobSeekers I'm here and I see you! #TransitioningTeachers #CareerGuidance #PayTransparency #InstructionalDesign

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Hey all... JOB OPPORTUNITY !! mini story included_ 2 weeks ago I posted for this role and we made it through interviews in 1 week. I hate dangling 'speed' in front of people bc I know how frustrated people are (this market sucks!), but this truly was a special, refined process. ⚒ Took the brief > presented a stand-out candidate > interviewed over 5 business days > offer! 🙀 It was wild but in the best way! A dream for a great recruiting partnership. But also a > 🎢. And as things go, it wasn't the right timing for this particular candidate. That's okay! 🥁 That means the role is still open, and I gotta fill it. This client has been interviewing for a couple of months, and by now, knows exactly what they are looking for, and are ready to hire yesterday. So here is what we learned we really need from this most recent interview round: 🌟 🌟 🌟 Have you worked at a startup? Have you worked for a big company? Are you in the Bay Area (able to get to San Mateo 2x/wk for jam sessions)? Can you get down with being an IC for 6-12 months and want to/have experience building a team? Do you want to be a strategic partner and build from 0-1? And hang out in Figma every day? 🌟 🌟 🌟 Please see original post below for all relevant/required info! Hit me up and share with your SF buddies/networks. I appreciate you! This team is cool. Level-headed. Accommodating. Clear-sighted. Passionate. TYSM. 🧡

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As many of you know, it's been a year and a half since I was laid off from my senior technical recruiting position due to the tech industry reductions. Since then I have applied to literally hundreds of positions. With no result. Of course all my resources that I put aside for a rainy day are all used up. I am now relying on gig work to try to keep a roof over my head. But it is not enough. To say that my confidence is at an all time low is not an exaggeration. I have been through hard times before. But not like this. I have applied to many, many positions where I fulfill literally every qualification that they state on the job description. But 99% of the time I don't have any response from the employer at all. What I want to know is why employers are posting jobs but not even speaking with fully qualified candidates. As a recruiter, if I had someone reply to a job posting who had at least 80% of the requirements, I would reach out to them to schedule an interview. Because you never know what you're going to find out when you speak with someone. Usually good things that don't show on their resume. But I'm getting nothing. Am I the only one to whom this is happening? Or is this behavior endemic?

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I just want to work..... I hear a lot of people saying this right now. Especially in the technical recruiting space. During the mass layoffs of 2023 most departments saw a 10% to 20% reduction. Technical recruiting on average saw a 50% reduction!!!! Unfortunately this just means that our time to recovery will just take longer than other departments. It's something I have planned for. Even though I apply to 50 roles a day I have taken the steps to find work outside of my career. I now work a Labor job making 1/4th of what I used to working 3 times as hard. Doing everything I can just to stay a float in these hard times. Sometimes life humbles us and gives us a chance to appreciate what we had before giving it back to us. I feel now is one of those times in my life and I am doing my best to embrace it. I wanted to share this so people know they're not alone. My life has been turned upside down to the point where I am starting to fear loosing my home I worked so hard to get. But I will keep applying and I will not quit until I get myself out of this situation. There is a green pasture somewhere on the horizon and I firmly believe we will get there some day. Keep that head up. Keep applying and keep fighting. My door is always open if you want to talk. #ijustwanttowork #r4r #hiring #technicalrecruiting

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Today's #jobseekertip: If you're going to use AI to help write your cover letter (which I have nothing against in general), you still need to proofread it yourself. AI is not great at accuracy or fact-checking itself. I've seen cover letters submitted with sentences in them that are so ridiculous anyone who has even a bit of knowledge on the topic would immediately know it was complete nonsense. I don't mind candidates using AI - but make sure you're using it in a way that's actually helping you.

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After 17 years in tech recruiting, I've learned one thing: clients don't want to feel like another name on your list. They want to feel like you get them. And when you nail that? That's when the magic happens. When it comes to personalizing your biz dev outreach, tokens (also known as merge fields or variables) are your best friend. If you're not using tokens, you're leaving personalization—and potential clients—on the table. Let me break down how to use them to speed up your process without sacrificing that personal touch. What are tokens? Tokens are placeholders in your email templates that automatically pull in personalized information, like the recipient's first name, company name, or job title. Think of them as a way to insert that little bit of magic without you lifting a finger. You craft the email once, and every time you send it out, those tokens get replaced with the prospect's details—making your email look like it was written just for them. Here's how tokens can transform your outreach: 💡 1. Personalize at Scale Instead of spending hours writing individual emails, tokens let you send hundreds of messages in a fraction of the time—without sounding like a robot. For example, a smart subject line like "[First Name], ready to solve your [Industry] challenges?" will make every recipient feel like you're speaking directly to them. 💡 2. Go Beyond Just Names Don't limit yourself to using just their first name—get creative. Use tokens to reference their company, a recent achievement, or their industry. For example, "I saw [Company] is expanding into [New Market], and I've got some ideas that could help." This adds depth and makes your outreach feel custom-tailored, all while still being automated. Pro Tip: Most CRM systems and email platforms (like HubSpot or Salesforce) allow you to insert tokens easily. Set up templates that include tokens for the basics, and then add in one or two personalized details for that extra "wow" factor. What's a token you're using that works well in your outreach? Let's swap tips—I'd love to hear what's working for you! Register for my October 25th workshop on this topic. https://bit.ly/4g66qJj #BusinessDevelopment #AgencyGrowth #AutomationTips #OutreachStrategies #recruiting

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Crazy idea💡 ... I've decided to start offering recruiting services 100% free. For starters, you just tell me a type of "unicorn" developer or tech talent you've been deeply struggling to find: A type of candidate that seems "impossible" to land with your current setup and TA/HR team. But, you decide to let me TRY. And I do .... without you paying me anything, I spend hours, days, weeks ... months .... I pour my SOUL into finding someone that fits your ever changing goals, iterating with you, selling you to strangers ... I keep a 24/7 pulse on how likely you are to land each candidate. We discuss pros and cons, (often on nights and weekends). I keep them engaged, and you informed. We work together for hours on end thinking through how each person might strategically impact your business over long term. We work hand in hand with you, making sure you get this hire dead on, bullseye 🎯. ... and I do all of that without getting paid a penny. If my candidates only checked 11 of your 10 boxes instead of 12? No money. If you change your mind and don't want to hire? No money. If they don't pass your background check or drug screen? No money. If you don't like one of their references? No money. If sales were down for a week and you changed your mind at the final hour, i.e. decide not to hire? No money. If I bring you incredible people but you don't offer enough to win them? No money. I find the unicorn but they only have been working with Rust for 7 years and you want more? No money. If I bring you amazing candidates but they decide they don't like your WFH policy so they turn you down? No money. If I bring you amazing people but they get a counter offer they can't refuse? No money. If the CEOs third cousins uncles granddaughter gets referred in at the final hour and you decide not to hire my candidate... even though they're better!? No money. ... ... ... ... Welcome to agency recruitment :) Here, we work for free .... Unless ...unless ... unless I somehow beat the insane odds and bring you someone YOU absolutely love and who also loves the idea of working with YOU. Yes, if that .... then you owe me some money. Give it a try. You might be pleasantly surprised ... I'm willing to bet on myself my team. And if we don't meet and exceed your expectations, you didn't pay a damn cent. ¯\_(ツ)_/¯ #devrecruiter

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Hi everyone, TLDR: I want to issue a WARNING to all of you job seekers. IF A RECRUITER ENGAGES WITH YOU ONLY THRU TEXT (linkedin, skype), DO NOT ENGAGE WITH A RECRUITER WITHOUT SEEING / SPEAKING WITH THEM. They are trying to get you to fill out a W-4 by faking a high paying offer for a role. This is how they will get your SSS#. Although I figured it out in time and did NOT follow thru with filling out any W-4, they did end up getting my address and phone number and email, as well as my wifes phone # (asked for emergency contact) While text-based communication can be an initial step in recruiting, be cautious if a recruiter relies solely on texting through platforms like LinkedIn or Skype. Here's why: Scammers may impersonate recruiters and lure you with high-paying offers to steal your Social Security Number (SSN) through fake W-4 forms. Here's how to protect yourself: Verify the recruiter's identity. Ask for their company email address and contact information. Then, try to find their profile on the company's website or LinkedIn. Never share your SSN unless you're confident it's a legitimate job offer. Filling out a W-4 is typically done much later in the hiring process. Schedule a video call or phone interview. Reputable recruiters will be happy to speak with you directly. If something feels off, trust your gut and report the suspicious activity to the platform you're using. By staying vigilant, you can avoid falling victim to these scams. Additional Tips: Research the company and the position before engaging further. Never pay for a job application or interview. info about incident in comments

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Nerd out with me for a sec Our website says we fill jobs in less than 12 parsecs. Fastest recruiting in the galaxy. But what the heck is a parsec? If you're not a Star Wars fan, let me explain... Han Solo made the Kessel Run in the Millennium Falcon ship in 12 parsecs. It typically takes 20. Ok, reaching the finish line in 12 minutes is faster than 20 minutes. I get it. Yes, but a parsec is not a unit of TIME. It's a unit of DISTANCE. So it's not about speed. It's about taking a more efficient route. A parsec is 3.26 light-years (12 parsecs = 39.12 light-years) The Kessel Run typically takes over 65 light-years. Just keep nerding out with me. This is Star Wars. Lets bring this down to Earth since we haven't invented hyperdrives yet, sadly. The fastest spacecraft we have is the New Horizon probe. It'll go 36,373 mph. It would take it about 20,000 years to travel 1 light-year. 780,000 years to travel 12 parsecs. We'd all be dead and gone by the time we filled your job in 12 parsecs. So how is filling jobs in less than 12 parsecs fast? Make it make sense. Chill out. Saying that is just for fun, ok. Let's all try to keep life fun. It's not like we're saying we fill jobs in less than 12 days. We can't actually go any faster than the client can go. Just waiting on you, hiring manager 🧐 So how the heck is Hyperdrive Recruiting claiming the fastest recruiting in the galaxy?  We can fill jobs faster because we take a better route. I don't mean take short cuts. Our process is still thorough. But most companies make hiring way harder than it needs to be. Their process is broken. Too much theoretical nonsense. They're looking for the wrong things. Lengthy interview processes + assessments + projects + presentations Too many stakeholders involved. Expectations are too high. I get it, the job is important. You want to hire great people. But a lengthy process isn't necessary. It doesn't net better results in the long-term when it comes to work performance and average tenure. For example, studies have shown personality assessments are not useful. They seem brilliant in theory, but the correlation between scores, work performance and average tenure is weak at best. I can send you the data, just ask. Stop wasting time on things that don't matter. Take a better route. Fill jobs faster with Hyperdrive Recruiting. If you're curious about our process, just comment the word "PARSEC" and I'll send you our hiring process guide ebook. Kidding. There is no ebook. We don't make ebooks. Ask Grok to do it. The fastest AI in the galaxy. But seriously, there is no one size fits all process or route I put in an ebook. It depends on your company and the skillset you're looking for. But you can comment the word "PARSEC" and I'll send you a link to schedule a free assessment of your hiring process. Don't forget to have fun today!

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If you’re a software engineer today, you might be freaking out—and I don’t blame you! • Constant news of layoffs and looming threats of offshoring your job. • Mandates to return to the office 5 days a week without a clear reason. • Fears of your job being automated or landing on the job market alongside thousands of others just like you. But don’t panic—take action! Here’s how you can safeguard your career: 1. Embrace Gen AI—Yes, I said it. We’re still in the early stages, so it’s time to learn everything you can about it. 2. Train up on high-demand skills—Ask ChatGPT or search job boards to see what skills are most needed right now. 3. Network, network, network—Even if you’re an introvert, get out there! Attend conferences, stay in touch with old colleagues, and engage with thought leaders in your field. 4. Take a deep breath—Anything can happen, but great things can happen to your career too! 5. Identify your “unfair advantage” and double down on it. Remember, even if nothing drastic happens, taking these steps will only help you grow and learn. If you need help figuring this out, DM me! Let’s make sure you’re ready for whatever comes next.

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Flashback to Sept 2023 in Hawaii. I'm walking on stage to accept a Founders Club award at Jobot for billing $1,032,000 in 2022. Sadly, last week was my last week at Jobot. Let me start by saying I'll always be grateful for the EPIC experience I had there. It was an amazing ride with a ton of incredible people. No hard feelings at all. So what happened? Well, my billing numbers fell off a cliff. 2018: $168,000 2019: $480,400 2020: $373,200 2021: $374,200 2022: $1,032,000 2023: $426,100 So far in 2024 I've only billed $28k 📉 Why? Here are all the possible reasons I can think of... - Down tech market? - Layoffs? - Burn out? - Resentment over changes in company policy? - Lost motivation? - Spent too much time posting content? - Regime changes at big customers? - Ineffective email sequences/campaigns? - Not enough cold calls? - Too stubborn to pivot industries? - Req snobbery? - Senioritis? - Negative mindset? - Poisoned by doom scrolling? - Fear of a pending AI takeover? - Self sabotage? I think it was a mix of all the above. TMI? Maybe, but I don't think I'm the only one suffering from these ailments. Thousands of recruiters are experiencing these. Strangely enough, I saw this day coming a year ago. I felt it. I kinda knew it was coming. But is that why it happened? Not sure, but I'm at peace with it and looking forward to a new chapter. A fresh start. A new challenge. So what's next? I'm exploring a number of options. For now, the Imperial Security Bureau Podcast will live on. There are several more interviews lined up. 🤘 Now that I'm a free agent, let me know if I can be of service. Stay tuned for the next adventure! #opentowork

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Resume Lost in Space? Let's bring it back to Earth! Ever wondered if your resume is on a solo space mission, destined for the void? 🤔 Say no more! On "The Millionaire Recruiter," I'm dishing the secrets to a resume that beats the black hole of applicant tracking systems (ATS). 💡 From keyword magic to layout tricks, I've got the insider info that'll have hiring managers spotting your resume in a sea of candidates. Whether you're a job-hunting veteran or new to the hunt, these tips will launch your resume to stardom! 🚀 Ready to claim your career trophy? 🏆 Tap the link for your front-row seat! And hey, share your resume success stories below - our community thrives when we lift each other up! 🤝💬 https://lnkd.in/gDNDyDjy #ResumeTips #JobSearch #CareerAdvice #ATS

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