Straight from the Managers!

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Resources of the Week!

1. Tejal Rives is offering free resume reviews in exchange for small donations to support families escaping Gaza - just a $5 donation gets you a free review! Details here!

2. LinkedIn launched this Kickstart Your Career guide with insights for early career professionals, and also shared this LinkedIn Learning course which is FREE until June 31st. Full transparency: I haven’t looked at the course myself, but it’s free and might be helpful!

3. Check out our curated community job board!

4. And for folks looking for remote work at SaaS companies, Zapier continues to post some awesome roles - I know I’ve got a lot of folks who work in social media reading this - we just posted a social media role and the hiring manage specifically noted openness to folks with transferable skills!!! 🙌

5. And sign up for a free networking chat!

Trends Straight from Hiring Teams

Over the last few weeks, I’ve connected with a bunch of people who are hiring for their teams, and wanted to share some insights.

1. Hiring managers are feeling the pressure!
   Many may be operating with leaner teams while expected to achieve even better outcomes following layoffs. They may be worried about their own job security, and scrambling to rethink how work is structured within their organizations.
   This impacts how they lead their teams AND how they approach hiring. Specifically, most told me they are worried about making the wrong hire and long-ramp up times for new hires. This is what’s leading them to be so picky.
   What you can do: tailor that resume, and curate your responses. The more you can show how you’ve done the things they are looking for, the more likely they will be to feel confident in you.
   

2. They don’t have as much flexibility as they had in the past.
   In the past, many noted they could change the level and titles of roles, make multiple hires, compete on salary, etc. The goal was to win talent in a competitive market. Now, many are struggling to get sign-on bonuses approved and may not have as much wiggle room.
   What you can do: If the listed title or compensation is a concern, I would communicate that early with the recruiter, and manage your expectations around potential for change.
   

3. Many have highlighted flexibility and comfort with change as priorities in hiring.
   When a company pivots their strategy or goes through some sort of reorg, the team has to respond quickly. Candidates who can show how they’ve successfully navigated changes or speak positively about their past experiences in high-change or high-growth environments may have an advantage here in showing they can be great team players in times of change.
   What you can do: show a positive attitude. If they bring up that things change a lot, let them know you recognize that’s just part of the reality of the workplace and you see it as an opportunity to learn, build new skills, and have a bigger impact. If they see that this doesn’t stress you out, they are more likely to feel confident in you as part of the team that will navigate these unfamiliar territories.

🙋Answering Your Questions🙋

Each week, I’ll answer a few of your questions in this section. You can submit your questions here.

I’m so sorry this happened, though I wouldn’t take it personally. I know that a lot of companies are limiting promotions.

You have a few options:

1. I would ask for feedback. If there is anything you can do to improve, it’s good to know this now - that could help you for future promotions, AND in a job search.

2. I would consider what you care most about, and why you wanted the promotion. Is it more money? Moving closer to a title you’ve been targeting? An opportunity to take on a different kind of work? This might help you figure out your next move. Maybe it’s time to apply for jobs elsewhere. Maybe there are internal opportunities that you can pursue. Maybe you can now do your job more efficiently and focus on some fun side projects, or side hustles, or upskilling with the extra time.

3. Depending on your relationship with your manager, be honest about how you’re feeling and what steps you want to take. Let them know you’re seeking growth and make sure you’re aligned on your professional goals and ways you can reach them. While they can’t promote you, perhaps they can advocate for projects or learning experiences for you.

It’s a tough job market, but great people are landing jobs every day. If you’re not getting the opportunities for growth in your current workplace, it never hurts to pursue something else. At the same time, having a reliable job that you can do without much effort could open up other interesting paths to explore - so I would get clear on my goals and go from there!

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