Beth Gray

🌴 LA RECRUITERS – TIME TO LEVEL UP 🌴 We’re hiring 360 recruiters, BD pros & billing managers across high-growth agencies in Los Angeles. These are roles for closers, builders & leaders. 🎯 What’s on offer: ✅ Base $120K–$150K 💰 50% commission – no cap, no games 🏠 Hybrid – office + flexibility 🧱 Desks in tech, sales, healthcare, finance, construction, creative, supply chain, engineering & life sciences 🚀 Solid infrastructure, data & delivery support 📈 Clear growth into leadership & equity 🧠 Who we want: ✅ Consistent billers – no excuses ✅ Desk builders, team leaders, market expanders ✅ Recruiters who want more than just a seat 💬 Referral bonus: $2,000 USD for successful recruiter intros. 📩 DM me or tag someone in LA who’s ready to stop plateauing & start growing. Let’s build something bigger. #Recruitment #LosAngelesJobs #360Recruiter #BDManager #Rec2Rec #RecruiterLife #RecruitmentCareers

2

7/7 placements for one client — not luck, repeatable process. Over recent months Fractional Recruiting completed seven permanent P&C placements (avg base ≈ $100K) for a single client. What made it work: referral-first sourcing, deep P&C focus, role clarity + candidate prep, and disciplined process. We’re also introducing targeted AI to cut low-value work and reduce client cost — without losing human judgement. Read the full breakdown → (link in first comment). #PCInsurance #Recruiting #TalentAcquisition #InsuranceCareers

5

1 Comment

Most agencies chase speed or scale.  The smartest ones build leverage.  When candidate experience improves, placements follow.  When systems handle volume, recruiters focus on impact.  That’s how agencies grow without burning out teams or bloating headcount.  Not by replacing people, but by amplifying the ones who actually perform. #RecruitmentInnovation #AIinRecruitment #AgencyGrowth #FutureOfWork #HiringStrategy   

53

16 Comments

Just revisited a great playbook from Whispered on the differences between working at a VC-backed vs. a PE-backed portfolio company. If you’re navigating your next move, understanding this nuance is critical: - VC Portco is typically earlier stage, high growth, high ambiguity, more building from scratch. - PE Portco is more established, focus on operational efficiency, scaling profitably, driving toward exit. Both can be incredible opportunities, but the experience and expectations are very different. This is worth a read if you’re in the market or advising others: https://lnkd.in/gQ-qJGA9 Curious, for those who’ve worked in one (or both), what’s been your experience?

18

5 Comments

𝗣𝗿𝗼𝗱𝘂𝗰𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗶𝘀 𝗮 𝗚𝗧𝗠 𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻. That’s how we see it—both as former operators and through the lens of our recruiting work. It’s not just about scoping features, setting timelines, or gathering user feedback. 𝗚𝗿𝗲𝗮𝘁 𝗣𝗠𝘀 𝗮𝗿𝗲 𝗿𝗲𝘃𝗲𝗻𝘂𝗲-𝗺𝗶𝗻𝗱𝗲𝗱. They understand how the product drives acquisition, retention, and expansion. They’re involved in go-to-market strategy—sales calls, pricing discussions, messaging alignment. And frankly, 𝘁𝗵𝗲𝘆 𝘀𝗵𝗼𝘂𝗹𝗱 𝗵𝗮𝘃𝗲 𝘃𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 (𝗮𝗻𝗱 𝘀𝗼𝗺𝗲 𝗼𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽) 𝗼𝗳 𝘁𝗵𝗲 𝗣&𝗟. So if you’re a PM candidate prepping for interviews, ask yourself: 👉 Can you clearly speak to the impact you’ve had on revenue, margins, or retention? 👉 Do you understand how your product decisions shaped business outcomes? If all you can talk about is how “cool” the features were or how many users “liked” it, you’ll be seen as someone who builds interesting things—not someone who builds products that 𝗴𝗿𝗼𝘄 𝘁𝗵𝗲 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀.

7

Staffing leaders: require these operational standards from any lead provider to cut wasted spend and speed placements. 1) Signal recency — real-time or daily updates so you’re not chasing cold leads. 2) Verification steps — phone or email checks to confirm availability and intent. 3) Intent match — leads mapped to hiring needs, skills, and pay bands. 4) Transparent ROI reporting — clear placement metrics, cost-per-hire, and funnel conversion. These reduce churn and boost fill rates because myScout was built by staffing experts who know where time and money leak. See how we deliver better lead outcomes and measurable ROI: https://wix.to/mFOhhQr #Staffing #Recruiting #TalentAcquisition

1

2024 VC Trends & What They Mean for Law Firm Hiring California rises, Florida falls – and the VC map shifts again. According to Carta’s latest data, 72% of all U.S. venture capital flowed into just four states, with California alone taking nearly 49%—a sharp 10% YoY increase. Meanwhile, states like Florida and Illinois lost significant market share. Key Shifts in VC Geography: California, New York, and Colorado are heating up Florida, Texas, and much of the South are cooling off Washington and Colorado are climbing the leaderboard Midwest and Southeast lose VC momentum Why this matters for law firms: Startup-heavy practices in CA, NY, WA, and CO will continue to expand. Expect midlevel EC/VC and M&A associate demand to stay high. Partners with strong startup or emerging tech ties will be increasingly valuable in those regions. Big Picture – Tariffs & Global Uncertainty: With ongoing tariff tensions and supply chain reshuffling, more startups are rethinking global operations—bringing IP, manufacturing, and logistics questions to U.S. soil. This means: More demand for regulatory, international trade, and compliance expertise Increased legal complexity around cross-border transactions Strategic hiring of lawyers who can advise growth-stage companies navigating new geopolitical realities Firms that align their recruiting and geographic strategy with where capital and complexity are headed will be best positioned for long-term wins. https://lnkd.in/erxjgpvy 

3

Recruiting Top Development Officers Isn’t Easy… Even with AI, sourcing top talent for hard-to-fill, high-impact roles isn’t easy. Here’s a look at how we make it happen as an embedded sourcing partner. Spotlight: Development Officers Development Officers are mission-critical—they drive fundraising, cultivate donor relationships, and advance strategic initiatives. Yet top talent often has deep, established networks, making them hard to reach. Internal recruiters are stretched thin, leaving little time for strategic sourcing. That’s where dedicated sourcers comes in: by embedding sourcers into your TA team, you can build pipelines, engage passive candidates, and target the right people for these high-impact roles. Here’s how we approach sourcing for Development Officers: ➡ Define the role clearly - Understand, in detail, which programs, campaigns, or donor portfolios the officer will manage. - Identify essential skills and experience versus what can be developed on the job. Get specific! ➡ Map the talent market - Research peer universities, hospitals, and nonprofits. - Focus on passive candidates with proven experience in fundraising, campaigns, or alumni engagement. ➡ Craft personalized messages - Highlight achievements and the specific impact the candidate could make. - Show alignment with the organization’s mission and priorities. ➡ Leverage internal networks - Engage board members, faculty, alumni, and leadership. - Use warm introductions to strengthen pipelines and trust. ➡ Build candidate networks - Ask passive candidates who they know in the development field. - Nurture these connections for a long-term pipeline of future talent. Each Development Officer we source becomes a catalyst—building major donor relationships, driving critical campaigns, and making measurable contributions to the organization’s fundraising strategy from day one. Thoughtful, proactive sourcing makes this possible by identifying the right candidates and engaging them before they even consider a move. Dedicated sourcing ensures your team can tackle challenging searches efficiently and effectively. Include your sourcers from the outset for optimal outcomes—and if you don’t have dedicated sourcers, consider an embedded model. Learn more about embedded sourcing: ⬇️ 🔗 https://lnkd.in/eHPeG6ez #DevelopmentOfficer, #Fundraising, #TalentAcquisition, #EmbeddedSourcing, #MajorGifts, #HigherEdRecruiting, #NonprofitLeadership, #Endowment

8

1 Comment

2024/25 job hunting rule: Stop applying to every job. Start applying strategically. Spray-and-pray doesn’t work anymore. To stand out in today’s competitive market, you need a smarter job search framework. At The Recruitment Org, we’ve broken down what works in 2024 & 2025: ✅ How to tailor your approach ✅ Tools to track progress ✅ Strategic networking insights It’s not just about working harder. It’s about working smarter. 👉 https://lnkd.in/gyDSsT3Q #careersearch #jobhunt2024 #recruitmentsolutions

4

Placer.ai is scaling across multiple teams. Customer Success. Sales and SDR. Solutions Engineering. Gen AI Engineering. Finance leadership. Fully remote in the U.S. High-growth tech environment. If you’re applying, signal impact and ownership, not just responsibilities. Free tools to sharpen your edge: 🩺 Validate whether your positioning aligns with growth-stage tech: https://lnkd.in/eTJhy7ig 🔍 Decode what these roles are truly optimizing for: https://bit.ly/moonshot-jd 📝 Translate performance into revenue, retention, or technical impact: https://lnkd.in/eq8Em8J9 🎯 Practice articulating stakeholder influence and measurable outcomes: https://lnkd.in/e7Cix3EU Growth companies hire for momentum and proof. #RemoteJobs #TechCareers #CustomerSuccess #SalesCareers #GenAI #EngineeringJobs #NowHiring #MoonshotConsulting

3

Sales Recruiting Market Update Struggling to level up to Enterprise Sales? Start focusing on your specific vertical. It’ll pay off in the long run. #salesrecruiting 🦘

23

THIS WEEK IN REC TECH ...powered by Dalia & Jobcase, Inc. * HiringBranch launches screening tool * HiBob launches HR community * UKG adds venture funding * ADP buys compensation mgmt tool * VeroSkills lands $5M for blue collar staffing LISTEN: https://lnkd.in/e8VQf8T9 SUBSCRIBE: https://lnkd.in/e5bvD5E8

5

📉 THE REBALANCING: February 2026 Market Update The "Talent Scarcity" era has officially shifted. As of this week, we’ve hit a major turning point: The Ratio Reversal. 🔄 For the first time since the post-pandemic recovery began, there are now more people looking for work than there are open roles. 🔍 What does "Ratio: 0.9" actually mean? In 2022, the ratio was 2.0 (2 jobs for every 1 seeker). It was a "sellers' market" for talent. Today’s 0.9 ratio means for every 10 people looking for work, there are only 9 open roles. The result? The "musical chairs" of the labor market just got much more competitive. We've moved from a talent shortage to a hiring surplus. Whether you’re a CEO, a hiring manager, or a job seeker, here is what this February "vibe shift" means for you: 🚀 The Application Surge Candidate volume is up 31% since January. If you’re hiring, the challenge isn't "finding" people—it’s filtering through the noise to identify the Top 1%. ⏳ Quality > Speed The "hire fast, fix later" mentality is gone. Employers are being surgical, hunting for AI-ready specialists. For candidates, "tailoring your story" is now a requirement, not an option. 🏗️ The Sector Split It’s a tale of two markets. While Healthcare & Construction are still sprinting (+156k combined), Finance & Tech are in a strategic "holding pattern." 💡 The 2026 Strategy: In a high-leverage market, speed is no longer the metric—Alignment is. The winners this year won't be the ones who hire the fastest, but those who use this surplus to build the highest talent density. Are you feeling the "Application Surge" yet? Are you finding it easier to hire, or just harder to choose? 💬👇 Feb 2026 Market Deep Dive by Indeed Hiring Lab: https://lnkd.in/eCGgdXrV #LaborMarket2026 #FutureOfWork #Randstad #HiringTrends #WorkforceStrategy #Recruiting #Staffing #Talent #Jobs #Hiring Randstad USA

3

Most recruiting agencies won’t tell you how they interview. We will. For years, we’ve used a proprietary, behavior-based method to identify A+ sales talent. It’s battle-tested in hundreds of hires. We call it the GIVE™ Framework. And today, we’re sharing it publicly for the first time. It’s built on four non-negotiable pillars: → Grit → Intellect → Value Creation → Execution This isn't about who gives the best interview. It's about who has the best track record. It’s a structured framework designed to dig for the real signal: the proof of performance from every candidate we talk to. We use it in every single role. We teach it to every client. It’s a big reason why our hires ramp fast and stick. This is how you stop guessing and start finding the top 5% of talent. We just published a deep-dive on the full framework, including the exact questions to ask for each pillar. Link in the comments. #SalesHiring #GIVEFramework #Interviewing #FounderLife #GSD #agsd #SaaS

15

7 Comments

Are you still manually juggling interview times? If so, you could be wasting valuable hours and risking frustrating candidates. Automating scheduling not only saves time but also creates a smoother, more professional candidate experience – critical in today’s competitive tech market. From tools like Calendly’s simple interface to AI-powered platforms like Rooster, organisations can streamline hiring and reduce no-shows with automated reminders and timezone syncing. Embracing these solutions means less admin and increased likelihood of finding the right leaders. 🔸 Key benefits:  • Saves recruiter and candidate time  • Improves candidate engagement and experience  • Reduces scheduling errors and no-shows  • Supports global, multi-timezone hiring See the best automatic interviewing tools of 2025: https://heyor.ca/qjsjKR #RecruitmentTech #InterviewAutomation #CandidateExperience #TechHiring

3