Also, in the #UK 🇬🇧 via @StatistaCharts N.B. on the left that's thousands (i.e. 6000 = 6 million) also check in the bracket as these include there folks upto 34. statista.com/statistics/285…
"...Zoom has asymmetric communication downside. It probably feels about half as good to get a raise on Zoom; the low-pass filter tamps it down. But it feels 10x worse when someone uses Zoom to terminate your project, or your employment – the negatives get amplified."
A 🧵
"Overall, the experience of remote work is less intense and more independent than the experience of being in-person. This is a good and a bad thing."
"Remote can be set up to be cheaper in terms of labor and office space, of course. But even more critically, remote is a key that allows companies to unlock the strongest talent in the world with less dollars or prestige."
Ok, you need to find talents and sourcing comes up but you really cannot put more resources, even cheap talent sourcers, on it...
Dez is here to help you:
A 🧵
#0 - Focus on talent density...
Talent density refers to the concentration of high-quality talent in a specific area or industry, and it plays a crucial role in finding the right candidates.
#1 - reduce talent attrition
Literally can't think of anything dumber than pushing sourcing and not fixing your leaky bucket of a company culture.
I couldn't find the earlier tweet from @HungLee where he has advocated to: 1. get an LLC (yesterday) 2. figure out the right offer (it's from @AlexHormozi, read his $100M offer 💎) 3. put together a nocode website (@carrd works)
Mini 🧵
4. research split-fee or other recruiting marketplaces (ask for users of the same to see which would work)
At this point you should be in the right lane to do more than just network, apply and pray.
But...
If you keep applying (coz why not). As a recruiter/sourcer, especially with years of experience.
You know how bad the application process can get.
So, I propose.
You find HMs, email addresses and...
Hit.
Them.
Up.
And...
Ok, here's a Friday night proposal for how you should set up a job ad (not a description, but maybe even that) not so loosely based on the Value Equation @AlexHormozi
🧵
You start with the dream outcome... now another name for this is job to be done, if that's easier to grasp for you.
So, you have to know what unmet need the job solves for in an ideal future team member.
And you lead with that in the job ad.
Stuff that comes here:
- great boss, team members, mentoring, (growth, belonging)
- great product (to work on and grow with)
- benefits (health, safety, providing for family)
- salary range (duh)