Christa Hathaway’s Post

I've been working with my Product group at OfferZen over the last weeks on our core strategy and what it is that we provide customers (both candidates and companies). We've come closer and closer to what value we truly create in the world and are growing in confidence that it's about creating *real fit* in the matches we create. - That's why we curate talent to sift out the noise of unqualified or not actively looking folks. - That's why we spend an inordinate amount of resources on shirts, content, documentaries, events and community to build trust with the really great developers you won't find here on LinkedIn. - That's why we spend so much time on building candidate profiles, including what developers want next. - That's why each developer gets a Talent Advisor to help them represent their real wants and needs in order to find them a fulfilling role - in this case Jenna Rabie - That's why we spend an enormous amount of effort helping both companies and candidates benchmark what the real market looks like in terms of salaries, technologies, benefits and growth prospects. - That's why each company gets an account manager to help them find and choose the right talent - even when it doesn't seem like an obvious fit. In this case Nicola Osman - And finally, this is the fundamental reason we only do full time employment placements and why we refund you if that match doesn't work out in 3 months. If it's not a fit, we didn't do our job. Nothing makes my heart happier than to see this shared by one of our candidates. (Shared with permission)

I'm two weeks into my job search and I have been extremely fortunate, and grateful, to have already had a few interviews. Some of the positions are for individual contributor roles and some are for leadership roles. I've been asked variations of "what would you do first" or "what would be your 30-60-90 day strategy" in almost every interview. Regardless of the role, the process would almost always be the same - #prosci #changemanagement and #ADKAR for the win, every time. The first thing I would do make sure I really understand the company goals and get crystal clear on what success in the role looks like. How will I know I'm successful in 3 months, 6 months, 12 months? What are the business goals I need to achieve? This helps me clearly define and articulate the future state. Next, I'd meet with my team - peers and direct reports, to fully understand the current state. I will observe, listen, and question. How do we do things now? What's working? What could be improved? What's absolutely not working? I'd identify and meet with other stakeholder groups that are relevant to the job and future state. Internally that may be product, customer success, and sales teams. Externally this may be partners, customers, and prospects. I would also want to get my hands on as much relevant data as possible. I would conduct a needs and gap analysis. I need to really understand the current state and I can only do that by gathering all of this information. Then, it's time to create the plans to achieve the future state. What do I need to ask leadership to do or provide? What do I need to communicate and what do I need to ask my leadership team to communicate? What do I need to learn or teach/coach my team on? Those plans will be reviewed on a regular cadence to reflect, respond, refine, and iterate. Finally, I'll put it all into action and execute. If it's an individual contributor role, it's mostly on me. If it's a leadership role, it's time to activate ADKAR and make sure my team knows where we are going and why, enable them with training and upskilling, and reinforcing the changes that move us in the right direction. I'll celebrate the small wins every time! How do you approach the first few months in a new role? #opentowork #edtech #k12 #edtechjobs #customerexperience #customerengagement #customerenablement #sales #customersuccess

🌟 Why Do Software Companies Host Career Days? 🌟 Think of career days as speed dating for techies! 🚀 It's more than just resumes and handshakes—it's a chance for companies to flaunt their latest tech moves and find who vibes with their groove….!!! #TechCareers #CareerDay #SoftwareJobs #Networking #TechCommunity

Certainly, good pieces of advice that I try to include in my career as a Spanish teacher

Wondering how our virtual events work? It is actually much simpler than you might think. Check out the four easy steps below: 1. Register for the event and enter background information such as your resume, experience, education, and job preferences for employers to review. 2. During the live event browse employers' virtual booths and learn more about their opportunities, culture, benefits, and more. 3. Engage in private, text, audio, or video chats with company recruiters. 4. Rate your chats and leave yourself notes to follow up with employers you had great conversations with. Learn more by watching this QuickStart video! https://lnkd.in/esRjrFB5 #diversity #inclusion #college #network #careerfair #cdn #collegediversitynetwork #connections #careeropportunities #school #career #opportunities #growth #networking #opportunity #careers #students #schools #collegesanduniversities #event #diversitymatters 

Why are tech bootcamps so effective in providing a direct pathway to employment for career changers, plus upward mobility for those already in a tech role? And how are tech bootcamps continuing to change the game for hiring managers? Get answers to these questions and more on our blog. #careerdevelopment #onlinecourse #techbootcamp #GeneralAssembly

Want to thank a veteran for their service? Just hire us. But don't just give us a job. Let us earn it. But we get it. Many of us who apply to your companies are missing 12 of 14 hard skills and may only get a 20% ATS match rate. It's a risk. That checks out. It's clear to me most people want to hire more veterans. I hear it all the time because the reasons are obvious. You want to, and occasionally, find a diamond in the rough and bring on a rockstar vet who has all the hard skills you need. Yet, you can't always. Tracking all. Would you hire more veterans for 3 to 6 months if you didn't have to pay them or cover health insurance? Would you hire more if the only catch was that you COULD pay them back with a job offer at the end of those 3 to 6 months? The DoD-SkillBridge program allows transitioning servicemembers to intern at your company while receiving their pay and benefits from the Department of Defense for up to 6 months. That in of itself makes applying to become a #SkillBridge approved company worth it. But then there's the burden of applying through and reporting to the #DoD. Then there's the real cost of advertising, recruiting, onboarding, and integrating servicemembers into your team. And oh, by the way, you need to work across your org to develop programs, write job descriptions, and educate hiring managers. We get it. It's not so easy to "just hire us." But that's where you're wrong because SkillBridge Navigators is the easy button. We streamline the entire process for you, from the initial DoD application to recruitment, promotion, and more. Our platform connects you with highly motivated, skilled servicemembers ready to bring their military-honed expertise to your organization. By joining SkillBridge Navigators as an early adopter, you gain access to a dedicated team that handles the heavy lifting so you can focus on integrating top-tier talent into your workforce. So when you thank a veteran for their service, it's with a handshake and "welcome to the team." -- If you’re getting out of the military in the next 1-27 months, check out findmyskillbridge.com. If you’re a SkillBridge-approved company and want more candidates for your open internships, send me or Kathy Borkoski a DM.

👉 Are you looking for more than just a job? 👉 Do you want to explore a career where every day is a chance to learn, grow and thrive? Our clients believe in investing in your growth, ensuring your skills are not just current but propelling your career upwards. 📈💼 If you’re looking to upskill, check out our latest job listings here ⬇ https://lnkd.in/g2RQc6jt or contact one of our team members for a confidential chat. #tech5 #careeradvancement #upskillforsuccess

🙏 Incredible, all the positive feedback we are allowed to receive. From the bottom of our hearts: a thousand thanks! 😊 👍 We look forward to supporting you on your application journey too. To learn more about the program, visit our website via the link in comments👇 #cvcheckcareer #swissdreamjob #jobsearch

Turning New Hires into Superheroes 💫 #OnboardingMagic Hey there founders👋 We're back with another exciting topic. Remember your first day at work? The mix of excitement and nervousness, trying to remember names, and figuring out where the coffee machine is? 😅 Well, that's what onboarding is all about - but it's so much more than just day one! Onboarding is like being the cool senior in college who shows the freshers around. It's about making your new team members feel at home, teaching them the secret handshake (😅not literally), and turning them into productive rockstars ASAP. But here's the million-dollar question: How long does this onboarding party last? 🎉 Spoiler alert: It's not just a one-day affair! Want to know more about crafting an onboarding experience that'll make your new hires say "Best. Job. Ever."? Drop a 🙋♀️ in the comments, and let's chat about turning your new hires from meh to marvelous! #StartupLife #HRTips #EmployeeExperience #SmallBusinessGrowth #TalentManagement