Greg Olsen

The difference between Talent Acquisition vs Staffing Agencies? Reactivity vs Proactivity TA is great if used correctly, but 99% of companies out there don't understand how to utilize them. High quantity positions that can afford to be reactive are phenomenal for TA to work on and fill. High level, niche roles can start to be worked on by TA for a period of time (dependent on urgency level), but those really should be given to a staffing agency that specializes in that sector and ideally has the relationships to identify the ideal candidate quickly and efficiently. In summary- "saving cost" by avoiding agencies can be doable, but don't shoot yourself in the foot by sending your TA team to war with a butter knife as they just flat out don't have the resources or head start that agency recruiters have! #staffing #recruiting

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4 Comments

I'm going to say something that other staffing industry professionals may judge me for: Your entire delivery team does not need their own emails, their own phone numbers, or their own text message tools. I believe the future of high performing staffing organizations is to think more like software companies.  → Create a centralized inbox your team shares → Move to a single phone/SMS number  → A single WhatsApp  → A single email  → A single chat interface And collaborate - back each other up. → If Tommy is sick one day, those messages don't get lost in his inbox. → If a recruiter leaves, their relationships are no longer tied just to the person. → All around customer service is improved when you work together to serve clients and candidates as promptly as possible. And Bonus: You will save you thousands (sometimes tens of thousands) a year to not have all of these additional lines and inboxes. Some tools you can look into to accomplish this: Crisp IM Intercom Front Thoughts on this? I know it goes against common practice, but teamwork makes the dream work! 😁

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15 Comments

Wasted 15 minutes on yet another fake candidate last week — so here are some quick red flags you can spot before you even get on a call. Comment if I’ve missed any 🚩 Red Flags Before the Call: • FAANG or Tier 1 logos on the resume — but fewer than 100 LinkedIn connections • Claims open-source or infra work — but no GitHub, portfolio, or public repos • No LinkedIn overlap or shared connections with their claimed past companies • Multiple short stints at big-name companies — no explanation e.g. “6 months at Google, 5 at Meta, 3 at Stripe” — all IC roles, no context • Title inflation without career progression e.g. “Senior Engineer” after 18 months in the industry • Based in a quiet town — resume stacked with Silicon Valley companies e.g. Lives in suburban Florida but claims Databricks, DeepMind, and Scale AI • Generic email that doesn’t match the resume energy • Zero LinkedIn activity or visible timestamps • Resume reads like a template — overly polished, vague, and keyword-stuffed

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43 Comments

What job search strategy stands out?🧐 Rule #1 . . . Being different!! It may sound ridiculous but if you have a LinkedIn connection that has had an anniversary recently you'll know what I mean. Everyone opts for the LinkedIn suggestion "Congrats on your work anniversary" You end up with hundreds of the exact same message. Recruitment is exactly the same. Thousands of Introductions/CV/LinkedIn profiles that look the same with the exact same message, using the same boring words. Get creative. - Network!!! - Personalise your messages as much as you can. - Use facts and figures to quantify your statements. - Don't rely on job boards to find a job. - Optimise your LinkedIn and post regularly! In a pandemic, you must fight for those positions. If you're doing the same as everyone else you won't stand out. Be unique, be different and be YOU Happy Hunting Linkies AE Recruitment #jobsearch #architecture #jobseeker

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7 Comments

We just signed our third client this month who shared they’re moving off the Paraform platform after disappointing results. It’s not surprising. For those who understand how talent acquisition really works, their model simply doesn’t hold up. As the TA market strengthens, that gap will only widen. Two core issues, on both sides of their marketplace, make it unsustainable: 1. Exploiting desperate TA professionals: Paraform markets itself as a path to million-dollar commissions, but the reality is stark. Nearly every recruiting professional who invests their time walks away with nothing. The ads featuring AI-generated images next to stacks of dollar signs are misleading and, frankly, embarrassing for our profession. This may attract attention in a down market when skilled recruiters are struggling, but as opportunities improve, their supply side will collapse. 2. Delivering noise instead of value to clients: Companies hiring top-tier talent don’t need 30 or 40 recruiters blindly chasing the same requisition. That only creates wasted time and inefficiency on both ends. What actually drives results is a small, focused team with the right tools, deep client knowledge, and real relationships with hiring managers. Overpromising and underdelivering erodes trust quickly, and we’re already seeing clients recognize this. 3 things: 1. There’s room for many players to succeed in this industry. 2. New models and new technology can and will disrupt staffing, especially as AI matures. 3. I never wish failure on anyone. But if you look at the fundamentals, Paraform’s trajectory resembles BountyJobs and the four other platforms that tried this model before. My prediction is that they’ll burn through their funding in the next 18 months and end up in the same place.

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6 Comments