We actually DID see a (small) surge in September!

Resources of the Week

1. Over jobs on the job board here!

2. Some great insights into education and healthcare-adjacent opportunities here.

3. Spotted this list of startups that recently got funding - this is a great sign that they’re going to be hiring soon!

4. I just launched a new partnership with Glassdoor as a “Worklife Pro” and will be offering advice in their “Jobs in Tech” bowl! Feel free to join and let me know what topics you’d like to see covered!!

Did we actually get a September Surge after all?!

Last month, I said I thought we’d get a bit of a “September Sprinkle” and I may have been right! Hiring picked up for the first time in 6 months according to this Bloomberg article.

Why?

I’m sure it had something to do with the fact that hiring was down for several months, and perhaps the declining interest rates also helped motivate companies to move forward with hiring.

It’s too soon for optimism, but hopefully we’ll see this upward trend continue!

Speaking of a surge in hiring…here are some recruiters in my network who posted openings - go check them out!

Melanie Melendez is hiring a variety of roles in sales as well as analysts and actuaries for Uber!
Katie Penner is hiring remote BDRs for Sendoso!
Stephanie Lewis is hiring remote CSMs at HackerOne!
Couple of contacts for these remote opportunities with Zeta Global!
Ryan Modica is hiring a remote contract recruiter for TC Transcontinental!
Magnus Hedemark is hiring remote technical project managers at Lark Health!

🙋Answering Your Questions🙋

Each week, I’ll answer one (or more!) of your questions in this section. You can submit your questions here.

This question just felt like a natural pick for this week following last week’s question about how to get into recruiting!

This is definitely tough since both recruiting, and HR more broadly were so heavily impacted by layoffs.

A few things you can try:

1. Try to position your work as being more aligned to the areas you’re targeting. Highlight projects you worked on that are most relevant, perhaps even adjust you title to be a bit broader (so instead of Recruiter, you could use “Talent Specialist” or something along those lines. Include projects and experiences that align with the roles you’re targeting under experience - so instead of talking about how many roles you filled, include things like working on system implementations.

2. If you’re currently employed, look for ways to expand into other areas of HR or even the business. That can all be included in your resume as experience or even additional titles, and could help make you more appealing to those hiring for recruiting-adjacent roles.

3. Look for hybrid roles where perhaps you’d be working on recruiting alongside another area. Often startups or non-profits with leaner teams hire for these broader roles and may be more willing to allow for a learning curve in some areas if you bring expertise in others. In general, I have found non-profits to be more open to training and hiring people based on transferable skills.

4. And as always, lean on networks and referrals to try to get in front of the right person so you can pitch your experience!

   
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