Kreg Boyd

As many of you know, Prelude's shutdown by Calendly caused a lot of movement in the interview scheduling space as many TA teams look for a new solution. Many amazing Prelude customers have migrated to Guide in recent months and we’re working hard to make the transition even easier for anyone looking for a new solution. Here's a few things we're doing: 👉 1. For Prelude organizations, Guide will match or beat your current pricing terms so you don’t have to ask finance for additional budget. 👉 2. The Guide product team will migrate your Prelude data for you (interviewer pools, etc) so you can avoid any repeat work and launch quicker. 👉 3. We’ll also prioritize your launch date on Guide's implementation calendar to meet any contract/switching deadlines you might have, and help you focus on other things :) 💥 And the kicker (or teaser, really): stay tuned for an exciting announcement soon about some familiar faces joining the Guide team. If you’re using Prelude and looking for new scheduling software, DM me. I’ll personally show you around Guide and share why teams like Duolingo, MongoDB, Openly, Strava, Glossier, Inc. and many more are making the switch.

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Exciting news, Leadline fam! ✨ Our latest product release is packed with features to streamline your recruiting workflow and find top talent faster. ✨ Here's a taste of what's new: 💥 More job boards to spread your net wider: Our new integrations for ZipRecruiter, LinkedIn Recruiter, and JobBoardHQ allow you to reach even more qualified candidates. ⏳ Review applications with ease: Quickly download applications into PDFs, undo bulk actions, and make decisions with simple "Progress" or "Reject" buttons. 💡 Organize your workspace like a pro: Archive submissions, track incomplete applications, and keep your hiring pipeline clear. But that's not all, we have exciting new features coming soon. 👀 If you want a sneak peek at what's on our roadmap, be sure to subscribe to our newsletter here: → https://hubs.ly/Q02JDNwF0 Experience the Leadline difference for yourself. Book a free personalized demo to see Leadline's new features in action → https://hubs.ly/Q02JDNzs0 #LeadlineSolutions #RecruitingSoftware #ProductUpdate #HiringTech #FutureofWork #RecruitmentInnovation #AIRecruiting #StreamliningRecruiting #JobBoards

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📢 Recruiting Agencies: Elevate Your Hiring Process with IntelliDelve! 🕵️‍♂️🔍 In today’s competitive job market, ensuring the authenticity of your candidates is crucial. At IntelliDelve, we provide comprehensive and reliable background checks, so you can confidently present top-tier talent. Why Choose IntelliDelve? 🔒 Peace of Mind: Accurate verification of credentials, work history, and personal background. ⚖️ Risk Mitigation: Avoid potential liabilities with our thorough checks. ⏱️ Efficiency: Save time and focus on matching the right talent with the right opportunities. 🌟 Enhanced Reputation: Deliver vetted candidates and strengthen your credibility. 👥 Customized Solutions: Tailored screening packages for your specific needs. Transform your recruitment strategy with IntelliDelve and ensure every candidate is a perfect fit. Partner with us for unparalleled accuracy and reliability. 🔗 Contact us today! 📧 [email protected] 🌐 intellidelve.com #Recruitment #BackgroundCheck #IntelliDelve #HiringSuccess #TalentAcquisition #HR #Pakistan #hiring #HRBP #directors #bcg Let’s ensure your hires are the best with IntelliDelve!

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🚀 Maximize Your Martech Investment with Cella by Randstad Digital! 🚀 Is your martech stack fully optimized? According to our latest findings, 67% of martech capabilities remain underutilized. Are you part of this statistic? Contact us today to discover how we can help you leverage your martech to its fullest potential! #MarketingTechnology #CellaByRandstadDigital Randstad Digital

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How professional virtual recruiters like me can be game-changers for Amazon Delivery Service Providers (DSPs), without breaking the bank? As a DSP owner, finding top talent is crucial, and navigating the hiring process can be time-consuming and costly. That's where virtual recruiters come in. Here's why they're a smart investment: 1️⃣ Cost-Effective Solutions: Virtual recruiters like me and my team offer cost-effective hiring solutions, allowing DSPs to access professional recruitment services without the hefty price tag. With flexible payment models and competitive rates, you can streamline your hiring process while keeping expenses in check. 2️⃣ Specialized Expertise: Virtual recruiters bring specialized expertise in sourcing, screening, and hiring candidates specifically tailored to the needs of DSPs. Their industry knowledge and networks can help you find qualified candidates quickly and efficiently, saving you valuable time and resources. 3️⃣ Scalability: Whether you're ramping up hiring during peak seasons or expanding your delivery operations, virtual recruiters offer scalability to meet your evolving workforce needs. You can scale up or down as required, without the burden of maintaining a full-time recruitment team. 4️⃣ Focus on Core Business: By outsourcing recruitment tasks to virtual recruiters, DSP owners can focus on core business priorities, such as optimizing delivery routes, improving customer satisfaction, and driving business growth. This allows you to allocate resources where they're needed most, enhancing overall operational efficiency. 5️⃣ Quality Candidates, Faster: With a virtual recruiter like me and my team, managing the hiring process, you can attract and onboard quality candidates more efficiently. Their expertise in candidate sourcing, screening, and selection ensures that you find the right talent to drive success for your DSP. Ready to elevate your recruitment strategy and build a high-performing delivery team? Consider partnering with me to unlock these benefits and more! #AmazonDSP #Recruitment #VirtualRecruiters #DeliveryServices #BusinessGrowth

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How many agencies are doing weekly Power Hours to source for their top priority roles?!? What is a 𝐏𝐨𝐰𝐞𝐫 𝐇𝐨𝐮𝐫? It's when your entire team spends 1 hour sourcing for 𝐎𝐍𝐄 of your top contingent roles. 𝐇𝐞𝐫𝐞 𝐚𝐫𝐞 𝐨𝐮𝐫 𝐫𝐞𝐜𝐞𝐧𝐭 𝐏𝐨𝐰𝐞𝐫 𝐇𝐨𝐮𝐫 𝐫𝐞𝐬𝐮𝐥𝐭𝐬: - 3 offers: 1 accepted, 1 lowballed, and 1 will be an early 2025 hire - Multiple Power Hours led to 5 submittals within 48 hours - A client said, "You've quickly found us the best candidates we've seen to date," though no hire yet from that client 😅 More energy and excitement from our recruiters It's amazing how small changes can drive massive ROI. You should try a Power Hour! Excited to start our BD Power Hour :) #recruitment #teamwork #ROI

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Landing a Director level Product role is a different game compared to landing an IC or GPM position. The differences touch every stage of the recruiting cycle: getting the interview, nailing it, and even negotiating the offer. Read on to understand what is different: 👝 1. Leadership Recruiters At this level, you're dealing with specialized recruiters focused solely on filling Director positions. They have their own sourcing and screening criteria. The best way to get on their radar is via referrals. It is not uncommon for these recruiters to only source “known quantities”. When I worked at Google, recruiters asked me for a list of string leaders from my previous company. This is very common and therefore, your brand matters! 🕵️‍♂️ 2. Confidential Searches Many Director roles aren't advertised. In my experience, about 80% of the exec roles aren't public. Why the secrecy? Maybe someone is currently in the role but underperforming, or the company doesn't want competitors to know they're hiring for a key position (like Growth, Gen AI, etc.). To tap into these hidden opportunities, again, networking is key. ☎ 3. Backchannels, Referrals, and Reputation Your professional network and reputation matter more than ever. Companies often do backchannel checks—informal references through mutual connections—to get the real scoop on you. Even before kicking off an interview process. A strong referral or a positive word from the right person can make all the difference. **4. Executive Search Agencies** Firms like Daversa, True Search, and Riviera Partners specialize in finding executives for companies. Building relationships with these agencies can open doors to opportunities you might not find otherwise. At this level, it is also more common for companies to outsource the search to specialized companies who have a strong network of strong leaders. **5. The Interview Process** Forget about just Product Sense and Execution questions. While they're still important, leadership interviews focus more on your ability to influence, collaborate cross-functionally, manage people, and build teams. Expect 5-10 interviews with VP level interviewers who dig into your principles and behaviorals. --- **Bottom Line** Landing a Director role isn't just a step up—it's a leap that requires a different approach. Hope this helps anyone else on the same journey! Follow me for more tips around landing your Director/VP product role at Big Tech or Startups!

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