Marien Carbo Pena on LinkedIn: "We've decided to go in a different direction." We went from offers… (2024)

LinkedIn says if,I:<< Contribute to 3+ articles in this skill with your unique perspective to be considered for aTop Software Development Voicebadge. >>The "Top Voice" badge thing is getting wild…. 🤐

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My lunch breaks are synonymous with walking and WhatsApp.Perfect time to chitchat with my aunts in Cuba.With a friend who recently moved from the US to Spain.Interesting to chat about the work culture differences across USA-Canada-Spain.And I have this Canadian friend who also walks at lunchtime.She is a Sr DBA.With 10+ certifications in advanced PostgreSQL.But it seems this wasn’t enough to pass a CV screening.Why?Because of missing keywords.Apparently, "Performance Tuning" only appeared twice.She just laughed, I didn’t.In 2024 companies can't afford to miss out on skilled individuals simply because a resume lacks the right keywords.This leads to longer hiring times, increased costs, and unfilled positions.So, the next time you're recruiting for a superstar (because let's face it, you deserve one!) remember:A strong cup of coffee and a real conversation with a recruiter who gets your company culture might be worth more than a resume filled with buzzwords.Happy Friday!

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I don't know who runs the JavaScript Developer page but they always make me laugh 😂 Relax.. I know this isn't FB...but it is almost time for a 5@7 in Montreal! 🤗

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My 6-year-old got a 1000-piece puzzle as a gift.I managed to bring up excuses for not opening the box for several months.Needless to say I had enough with the 500 tiny pieces of Pokémon he did before.I worried this was too challenging for him. But he kept saying, "I can do it, Mom! I just need to be patient. 😳 And now, I was taking notes. One piece at a time, he was simply following what we've been teaching him:Break down big tasks, set goals that push him further, and face challenges with a positive attitude.This made me think about when we, as adults, lose the curiosity and fearlessness of childhood.I'm a good example in my journey from:Software developer -> Recruiter -> Independent recruiter.Despite my software engineering experience, I was afraid about jumping to Technical recruiting.I'm someone who leans introverted. Meeting new people, interviewing them, and offering career advice was out of my comfort zone.And more recently, as an independent recruiter, I need to reach out to new potential clients.When you’ve never done sales before, it is hard to avoid the impostor syndrome. So I’m going one step at a time.Reaching out for coaching, improving communication, and looking for feedback.This helped me to refine my approach and identify the best clients I can help.And to back off when I don't add any value to a potential client.I’m now excited to see what collaborations are coming next!Kids can be scary sometimes 😅

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Right now, I’m unsure if I’m running a recruitment desk or a detective one. 😅 In the last month, I've been friendly reaching out to a few companies because I found:· A senior role advertised for months with a shockingly low salary. Turns out, it was a LinkedIn mistake! Phew! ·A company listing separate frontend and backend positions... with identical job descriptions.·And today, a job description written in French mentioning French fluency wasn't required. Friendly Tip:Double-check your job postings before publishing. Clarity builds trust, and trust attracts top talent!(Plus, a recruiter reaching out might not always be for a job req 🤗 )Feliz lunes!

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I said NO to new business...Recruiting in IT? You know it's a jungle out there. Especially if you are a small company like me trying to build a name.A friend needed an accountant for his team.I could present candidates, a golden opportunity, right?Wrong. I didn't take it.Why? Because I specialize in IT. Period.Software devs, PM, PO, Scrum Masters, Analyst, DevOps and more – that's my jam. I speak their language.Here's the thing:My expertise lies in IT recruiting. To ensure I can truly support a hiring manager, I don't go outside IT.So, what did I do? Played the team game :)I connected my friend to a recruiter who specializes in accounting. My bet in this tough market? Double down on my niche.Every day, I'm connecting with IT decision-makers, HR, and Operations managers.If you don't need my help to hire today, that's okay.Tomorrow is another day. 😉 Feliz dia!

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You were over-promised and under-delivered... And now you are stuck with a no-external-recruiter policy. But if roles stay open 30, 60, 90+ days... what good is that policy?🤔A previous tenant trashed your apartment.Next time, you do a background check and ask better questions, right? Couldn't we apply the same logic to hiring?Rethink your vetting process. Don't fall for "20 resumes in 5 days".Find a partner who focuses on quality over quantity. A partner who becomes your brand ambassador. And value the one telling you the "hard truths".The ones you might not like, but will improve your hiring process. Policies exist to make sense, not create bottlenecks. Don't let your team wait for months to fill a critical role. Overworked teams are real. Feliz dia!

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Hola LATAM :)Estoy buscando conectar con PMs para trabajar desde Medellín para una compañía en USA.- Fulltime, 40H/week, onsite- 3 años de experiencia - Inglés requerido DM para más detalles. 🙂 Feliz dia!

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Small firms miss out on top talent, not because they’re not great places to work. It’s just that they aren’t telling their story properly. A Web3 Startup with no HR/TA team in-house faced challenges attracting developers. The CTO and co-founders were handling the recruitment by themselves. Their LinkedIn profile painted a picture of a small team with a basic setup. Not exactly a talent magnet!Turns out, the reality was far different!The team was working on a killer blockchain product, with top dev practices. Plus, they offered amazing benefits with a truly remote-first policy.I recommended revamping their online profiles and job descriptions to showcase their company culture.This advice applies to all small companies.Your online presence is your first impression to potential hires. Don't let it hold you back! Make sure you:➜ Review your Glassdoor, Indeed, job postings, LinkedIn company page, and website.➜ Update them to showcase your company culture, work environment, and unique perks.A strong online brand is your first ally in recruiting. Make it one that accurately reflects the amazing company you truly are!

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