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 amazing opportunity in HR

Job interviews are tricky and awkward for everyone, but for neurodiverse people, they’re an active obstacle to gaining employment. I would even say that job interviews expose the innate bias that many neurotypical people are born with against neurodiversity. Think “body language” — one of the many pieces of advice given to people before an interview is to make strong eye contact, a firm handshake, and to sit straight and still. These are all things most autistic people struggle with. One thing autistic people are told time and time again when they reveal their diagnosis is, “Oh, but it’s a superpower! Autism is a superpower!” So why not hire a superhero, then? I would love to bring together a team of neurodiverse individuals to discuss what the solution to this system is.

Emily Lorrimer is looking for Sr. Manager, Specialty Products to join her team! It’s Friday people and that only means one thing. Friday is when positions are posted the most, but also the day nobody is applying even though this is the best time. Hiring managers procrastinate just like you and there is no other time product manager roles are posted on LinkedIn more than late Friday afternoon and a little bit on Saturday mornings. I do this every week and yet people still complain nobody is hiring. Are you noticing the pattern it’s the same types of companies that are hiring product managers over and over again that are looking for the same types of experience. This should be a clue as to where the market is headed and why you may or may not getting any traction on your product manager job hunt. You can see the data on my LinkedIn feed. The majority (not all) of these product manager roles are in the following niches: Digital Payments Healthcare or Health Tech E-commerce Data Privacy  Cybersecurity Growth AI Product Strategy and Roadmap Recently Funded Startup of First PM Hire (💰💰💰) Automotive Product Leader (ie Head or Director of Product Management) I have a resume template for each type of product manager role in Skool! https://lnkd.in/gtQjCfUH See you in Skool.  https://lnkd.in/gtQjCfUH Don’t be late to Skool.  https://lnkd.in/gtQjCfUH PS Are you curious how my team is able to get to these roles as fast as we do? You can find out the hack in Skool! https://lnkd.in/gtQjCfUH Don’t be late to Skool! https://lnkd.in/gtQjCfUH #productmanagement #productmanagementcareers #productmanagementjobs #speedtolead

Opportunity

please 🥺🙏 we are also Human we have things that needs to sustain. well of course I know we don't want to waste our time. and as someone new in the freelance with no as in zero relevant experience in freelance but it doesn't necessarily equivalent to no skills it's very wrong judgement. how can we learn or even be experience ones if you keep closing doors for some like us newbie how can we meet your standards if we can't stand a chance because you prior those who are with relevant experience. it's hard to please to beg for chance when you only require to consider those with experience. it's unfortunate and unfair treatment. I'am opening up your minds and asking for little chance to prove ourselves. because there were no experience ones if there were no at least one that Trust to their skills. we just lack of relevant experience but we don't lack on skills the capability to adapt to learn and our persuasion keep us motivated to strive to show the world of freelance that we are capable we have skills we are confidently beautiful with a heart 💜❤️ I hope for change in the freelance industry that may we be kind enough to consider even those newbie kung wala ako skills Hindi ako maglalakas loob kung Hindi ko alam ang trabaho BAKIT ko naman ca claim na kaya ko kung Hindi. kung wala ako skills anu ginagawa ko dito sa LinkedIn. anu yan pinag lalagay ko sa bio. Hindi tayu Lalo na ako na ke claim na "fake it til you make it. no. no. Hindi ganun Ang serbisyu ko. Lahat ng naka indicate dyan legit yan gumastos pa nga ako para lang sa mga yan. kaya alam ko sa SARILI ko legit yan. Dahl sa huli ako ang mapapa hiya kapah ipi pronta ko SARILI ko sa bagay na Hindi ko kaya dalahin para lanh sa fake it til you make it. reputation ko naka salalay d2. kaya anu dahilan ko para mag lie sa mga naka indicate dyan sa bio. #marketresearch #leadgeneration #calendarmanagement #emailmanagement #digitalnomad #freelance #workfromhome #virtualassistant

In case you are interested

A few years ago, my client was looking for a senior fragrance manager…. - Me: Guess what? We found this amazing talent! We Didn't check all the boxes, but their profile is sensational. - Client: Hmm, not sure. They don't meet 60% of the requirements. - Me: True, but they've got excellent communication, love new ideas, great with people, and a diverse background... - Client: I still have doubts. - Me: Hold on, let's see the bigger picture. Think beyond the resume. 💡 Client: Okay.. End of story… My client #hired the talent after three years; the talent was expatriated, proving that hiring beyond the job description can be a game-changer. 😉 Hiring managers: Take a second look at your job description, consider talents beyond the "fit," and prepare for a positive surprise. 😁

Many in my network with the skills for these jobs. Notably devops and engineering.

Unleash your potential in the heart of Tampa! We're hiring driven individuals ready to make an impact. 🌇 #werehiring #nowhiring #hiring #joinourteam #visitourwebsite #checkusout #learnhow #career #careeropportunities #job #availability #tampaconnections #tampasmallbusiness #marketing

***FMCG sales talent – navigating your next steps***   This is an area where we have been operating for over 12 years, and I've now been personally hiring for over 20 years. The battle for great talent has been constant during that time, and setting up your team/business to attract the best talent is a constant challenge. If I were hiring for an FMCG NAM/SNAM today and wanted to hire the best, I would: - Be clear on my business/brand's mission, where it's going, and how it adds value. - Be clear on our culture – the negotiables and non-negotiables from time in the office to expectations around the values we're looking for. - Be clear about the role, remit, P&L, upcoming NPD, customer challenges, and opportunities for account growth. - Be clear about the development plan for the right candidates – how will they grow/progress in our business if they deliver? Are the options linear, or can they move across to other functions? - Do better than just a job description – bring it to life in either video format or a candidate pack. The more clarity, the better chance of attracting the best – do you agree? What have I missed? #FMCGtalent #CareerGrowth #CompanyCulture