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How to stand out at the final stage
Plus hiring across my network, how the new immigration policies might impact you, and more!
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Career Resources
Community resources can be found here.
For those who are currently job hunting, here’s a short video with some questions you can expect in every hiring process, and here’s one with some resume tips!
More resume guidance here (full disclosure, I created this for a sponsored post for Teal, but the tips
This post gave me a little laugh! 🙂
This post offered an interesting perspective on how we respond to setbacks/failures in the hiring process (or anywhere else!)
Hiring Across my network!
This week, I wanted to share roles that my network is hiring for - all of these are connections of mine, or connected via people I know (so I know they’re legit!) and most were posted TODAY!
Savannah Hill is hiring SMB AEs at Mindbody/Playlist - they are looking for folks who can move fast and start in early November!! The roles are remote and the benefits look great!
Justin Nakano (a former colleague from Zapier!) is hiring a RevOps Manager at AfterShip!
Yvette Pan is another former colleague and she leads FP&A at AirTable - they’re hiring a few roles on their finance team. Yvette’s an amazing leader - I would want to work for her if I worked in finance!
Opportunity for a technical recruiter - must be in Michigan, and on site 4 days a week, but with how tough finding openings in TA are right now, I hope this helps someone!!
For those in education/non-profit, Leading Educators is hiring a Sr. Director of Innovation.
Lots of opportunities with Uncommon Schools - for developers, HR roles, payroll, recruiting, and more. Must be in the northeast!
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In the News
The big news this week has been around changes to the H1B program. Two things strike me about this roll out:
1) How haphazard it seems, with the administration having to constantly clarify confusion. When we’re talking about such a high stakes topic, I wish there were more clarity on these things before the changes were rolled out.
2) The level of misinformation around visa programs.
H1B visas are not “outsourcing” - in fact, one solution companies may use is to outsource work if they can’t hire people locally. Most people on H1B visas are highly trained and skilled - they could be graduates of top universities in the US, physicians, researchers, and many are engineers with niche skills. There are even a small number of recruiters on H1B visas! These might be people who have a deep understanding of the Indian university system as an example - something that’s going to be very hard to find locally.
I hear many people who believe this will create jobs for Americans - and perhaps there will be some places where employers will hire an American. But more than likely, they would have done that already if it was easy to do as there are far fewer hoops to jump through. The niches where companies tend to hire people on H1B visas do not align with the areas where the bulk of layoffs have been - so this is unlikely to help the majority of the workforce.
🙋Answering Your Questions🙋
Each week, I’ll answer one (or more!) of your questions in this section. You can submit your questions here.
I’ve made it as a finalist for 3 roles but haven’t managed to secure an offer. Any tips for how to stand out at this stage?
This is the worst feeling when you’ve invested so much in the process!
In my experience, if you make it to the end, they generally feel confident you could do the job, but someone else may just be edging you out each time.
A few things I’ve seen from people who stand out:
Bringing vision to the role - come into the final stages looking ahead into what you plan to achieve in the role. They’re often looking for what you’ll bring that’s currently missing or how you’ll level up the team. Treat that last conversation as a place to align around what you’ll achieve in the role in the first 90 days.
This can often be a time for them to derisk concerns that came up in the process. You can always ask the recruiter or hiring managers if there are any lingering questions around your candidacy. This can help you come in prepared to speak to those areas.
This can also be a time to test for softskills - handling ambiguity, cross-functional conflict, exec communication, etc. I would bring examples that highlight strengths in those areas if asked.
You might also consider asking if the companies can offer any insights into where other candidates spiked that you didn’t - often for finalists, they are more likely to offer this. This could help illuminate any disconnects.
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