> Any idea on how to make it better?
LinkedIn’s messenger platform is often less than ideal. Try contacting them direct, email or text.
Also, proactively suggest ways you might serve them. And suggest 1-2 time windows for a brief chat.
2,516 karma · joined May 28, 2013
LinkedIn’s messenger platform is often less than ideal. Try contacting them direct, email or text.
Also, proactively suggest ways you might serve them. And suggest 1-2 time windows for a brief chat.
Rather than looking for employers — avoid the standard HR trap.
Instead, Look for the guy WHO you can best help.
LinkedIn is useful here— sort individual profiles by market/Industry/title etc…
Companies with fewer than 50 people, usually have easier access to true senior decision-makers. Reach out directly for discovery conversation.
Think in terms of industry/vertical/market, etc… The more detailed, the better.
Who is the likely “economic buyer” of your services—- Think about their titles/positions.
Now, jump on LinkedIn — sort for people. Drill in on the individual profiles that stand out as likely prospects.
Create a Top 10 list. That is to say prospective clients that look interesting, people/companies who you can likely help.
Reach out to them directly for a introductory/discovery conversation.
Go Get’em!
* If you feel you want more help on this, feel free to reach out. DM me.
I might add as a prospective new employer— what did you learn from this experience?
Essentially, I’m looking for leadership acumen and decision quality.
FinTech startups would likely find your background of interest.
Look for the guy WHO you can help. Ex: CTO or Head of Engineering.
Reach out to them direct for an initial conversation.
Presumably, individuals who jump through these dehumanizing hoops will be seriously ‘motivated’ and ‘qualified’.
From a talent attraction perspective, it’s a major turn-off.
Imagine if a potential client or investor signaled interest in the company.
Do you think a live human would jump on Zoom with them PDQ?
It’s pretty easy to distinguish a serious player versus a Bozo.
The “retained” headhunters are usually interesting. These are true hired guns.
Essentially, you’ll want to deal with the individuals who have done their 10,000+ hours in this space.
Have the recruiter prove back their interest in you. Ask them to send a detailed position summary, including the compensation package.
The quality of their written response should tell you everything.
> https://www.goodreads.com/en/book/show/1995421.Seeking_Wisdo...
There’s a process of letting go—-
Stop accepting 2/3rds of your current meeting invites immediately.
Of course, available for high-level consultation, on an as-needed basis.
Direct your focus and energy on to projects that interest you.
If you haven’t already done so, start identifying and mentoring individuals who might replace you in the business. Shift your responsibilities/workload to them now.
Think of yourself as a consigliere, whispering advice in their ears.
Assuming you’ve got good people, in 12 months reduce your time commitment to 1-2 days a week.
Then quietly disappear. Good luck!
Question: how’s a small business supposed protect themselves from click fraud?
Incidentally, this was first published a year ago. Ad Tech seems as powerful as ever. Any interesting updates on this subject?
Look up the founder, give him your feedback on the test. Send him your profile link.
Tell him you can probably help him, but instead of waisting time—- a quick Zoom conversation might be vastly more productive.
Essentially, you’re having the founder prove back his interest in you.
That story is missing from your website.
Small business guy here— I like to know WHO exactly I’m dealing with and key members of the team.
Doesn’t matter if you are located halfway around the world. More important that you understand my needs and are responsive.
True. The reality of the talent market—- you’ll often find wide range of skills/expertise/experience in individual job candidates.
Formalizing salary bands creates more bureaucracy, less room for negotiation, and treats professionals like hourly wage minions.
Then I tried it—- now I’m convinced this is a smarter, healthier path. Down 70 pounds, kept off for 3 years now. Even during lockdown.
One might say, the Golden Rule principle still has broad applications—- even today.
Sadly, another intervention pushed by Big Pharma. Selling you a future of unhealthy dependency.
Is it substantially different than what you’ve been told?
A compensation and benefits attorney would love this case, for a ‘modest’ fee.
Ogilvy wrote about the hunt for clients. Essentially, he started with a very selective direct mail campaign.
Assume I’m a competent professional with options—- Why would I want to come work for you?
Might I suggest employers should start investing the same level of thought and creativity on their talent attraction as they do in building/marketing products.
Compensation is important—- but it’s not the only thing.
It’s a talent driven market—- hard to imagine even the most altruistic recruiter essentially sharing his hard earned placement fee.
Who determines hours/project length?
Assuming this project may be considered a ‘work practicum’ potentially for academic credit—- and the kid is undertaking this work to gain hands-on experience, this a good and worthy cause.
The essential question is growth.
Dan Sullivan has a great discussion on this subject > https://10xtalk.com/84/
Bill Burnett has a brilliant book on the subject.
Look for the person you can best help.
WHO else might need this kind of service?
What kind of organizations?
Where do they sit/titles?
(LinkedIn is a great resource for this)
Your mission: Reach out to them, initiate a discovery conversation. See if your circles overlap.