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Resource Roundup!
I shared some thoughts on reverse recruiting with CNBC. Spoiler alert, most of you don’t need this!
Great post from a recruiter, Chris Lowe, on how he’s using AI, and includes an article on building skills on Claude.
My network is hiring!
Happy to help with intros!
3 remote recruiter roles at Seamless!!
A colleague from my teaching days is now the CEO at Breaking Bounds and is hiring a Sr. Director of Strategy and Delivery (remote!)
And another former colleague is hiring a Sr. Portfolio and Delivery Manager!
Anyone looking for an influencer management role? This one is hybrid in NY so you need to be close enough to go to the office occasionally.
I know lots of Houston-based educators who might be interested in this college access advisor role.
For Houston-based data folks, quite a few openings in the reporting division of HISD.
Chicago-based marketing role here!
And a really cool opportunity for a learning designer role in Austin with another former colleague! (She actually posted a few other roles so scroll her feed!)
Not quite a full-time job but here’s an opportunity for a Salesforce implementation consultant.
And yet another former colleague is hiring a fractional HR Director at a very cool nonprofit.
What might this landmark lawsuit mean for us?
If you want a quick summary of the case, you can see this video.
The biggest takeaway from this is that they were found accountable for the harms of design decisions rather than the content. That unlocks a much bigger can of worms than say harmful content being on the platform.
And one thing I’m wondering is how this might impact other tech products - because social media isn’t the only tech that’s designed to be addictive. For example, ChatGPT ends every response with a question or suggestion for where you go next - an easy way to keep you on and engaging more. I find myself wondering if these tools will evolve to avoid being seen as addictive.
Other questions on my mind:
Experts suggest that this will unlock thousands of lawsuits - what might that mean for our economy and the job market given the outsized impact these companies have on our economy?
Will this give more support to Congresses efforts to pass legislation and put real guardrails on these platforms.
Tech addiction is real, but treatment programs costs hundreds to $1k+ a day. Will these companies be liable for any of these costs? And what are people, or families struggling with addition supposed to do?
Where else do companies have insights knowing their products are causing harm that they may not be sharing?
And finally, I’m reminded of something I heard a few years back - that many tech company CEOs are highly guarded about their own children’s access to technology, in large part because they know the risks. They’re committed to protecting their own children even if they don’t care about yours. So as a parent, I’m keeping this in mind thinking about my own child’s access to technology - especially technology that connects them with others.
I’m really curious to see what else comes from this lawsuit.
🙋Answering Your Questions🙋
Each week, I’ll answer one (or more!) of your questions in this section. You can submit your questions here.
Hi Bonnie - I've been thinking about Zapier's move to automate more in its hiring process, which means it can more effectively handle volume. I'm trying to square this with the guidance we get as job seekers to steer clear of jobs posted that already have 100 applicants. And this could be within hours, not that it's been posted for a long time. What's your take? Is it still worth candidate time and effort to work hard on an application when more than 100 people have already responded? What are those corner cases we should think of?
Personally, I would ignore those numbers for a few reasons!
The numbers are directional; LinkedIn has no way of knowing how many applications a company has unless those apps are submitted on LinkedIn (which at least for my company, they can’t). So it’s possible that number looks high from lots of clicks, but some folks never submitted the apps.
It says nothing about candidate quality. We get a huge volume of apps that are lower quality (they submit a resume, but don’t answer any questions, they aren’t a good match for the role, they are in locations we can’t hire in, etc.) Easily 70-80% of applicants can fall in this camp.
Of course being an early applicant can be helpful - sometimes awesome people are declined simply because they were later in the applicant pool. But I wouldn’t disqualify a role simply due to the number of applicants personally!
My husband was just notified he will be laid off in 2 months. He is the breadwinner (it's just me and him; no kids) and his employer provides our health insurance coverage. He is downloading his portfolio, metrics to add to his resume, and all HR documentation; contacting people he wants to use as references during the upcoming job search; we are scheduling doctor's appointments to get them in before our coverage lapses. He will be offered a severance package. Should he negotiate his severance package, and if so, what's the best way to do that? What else are we overlooking? What other steps do we need to take now to best protect ourselves?
I’m so sorry to hear that, I’m sure this is stressful for you both. But it’s nice you have a two month ramp to prepare and it sounds like you’re thinking of all the right things.
Re: severance, it never hurts to negotiate in my experience, though if lots of people are impacted, they may stay firm
A few other things I’d note:
federal law in the US gives you 21 days to review so don’t feel pressured to sign right away.
ask about extending health insurance coverage - they may be more likely to do that than provide additional money
check if there are any non-compete clauses since this could make his next search hard. I would try to get these removed if so.
does he have unused PTO? if so, I would confirm there’s a payout.
if he has equity, ask about vesting schedules; some companies accelerate vesting as part of the severance negotiations
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