recruiter specialization w/jonah dimeo

full transcript

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We are live. We need to look at the viewers trickling, but we are live. So, you know, Joe, don't think your nose or anything. Everyone, thanks for cheering in. I see some people going in. I'm very, very excited to have a special guest with me this morning. I will introduce my special dear friend guest here in a minute. But again, as always, comment at me. Let me know where you're tuning from. Let me know where you're tuning from. Joe, don't it just where you're tuning from, man. Let me know. I'm a just my blinds real quick, but tell us people who are tuning from. Good to be in love from Charlotte, North Carolina, North Carolina.

I love it. I love it. An hour and a half of my hometown. I'm Columbia, South Carolina. So, Jonah is with us in Charlotte with a Charlotte office with Vega. He's with that go. Awesome Jeff tuning from Nashville. I love it. I love it. Again, at me comment. We're going to talk. We have a pretty good topic today. Jonah brought this up and I think it's, I think it's really important when it comes to working with a recruiter. It's a question that I try to ask job seekers to ask recruiters for the habit of specialty. I'm Julio, good morning, my friends. Thanks, tuning in Texas in the house.

I love it. Again, at me comment morning from Nashville. I love it. We got some, we got some people trickling in trickling into here. V Jonah. We're actually just going to talk. Yeah, Robinhood stuff. What's going on? We got ATL in the house. Good seeing you, Jonah. Yes, it's always good to see you, Jonah. Ron, that was going on man. All right, we're going to start it here in about 30 more seconds again. Let me know where it's in. Thanks for hanging this morning. Excited to bring this one to you. Always good to have people on the show. So I'll just run my dang mouth for 15 minutes.

Like it's harder to do in that. And Jonah's got a pretty sweet set up in his house. That is actually his office. His office is fancy. I'm going to just come out and work out of the Joeman office for this. Yeah, absolutely. Yeah, absolutely. Yeah, same. This isn't my best, the guest bedroom, but yeah, same thing. I can go take a nap today. Well, take a nap. It's not my stream and he's, yeah. Yeah, absolutely. All right. So we'll go ahead and dive in again. Everyone, thank you again for tuning to Guy's Council 2.0. I appreciate it. I'm very excited to have my dear friend Jonah here on the show.

Before we kick off and before Jonah introduced himself, Lane was going on. Nashville. Vaco. Just career. It's so good to see you. I hope you're doing well. But today, before we dive into a topic that is very important. And that Jonah brought up to me. I want to obviously give some shout outs and some things. So first up, if you are a hiring manager, you're going to be able to get a job. And some things. So first off, if you are a hiring manager, and you are watching this, whether now or in a week, and you are having issues staffing your team, I'd love to obviously partner with you.

Even if you need a audit of what you're doing, I would love to work with you. It is one of my goals. It is one of the things I set on this live show for this year to work with new people across the country. I've already had some interest. I've already had some DMs to talk about maybe evaluating your vendor relationship. So I would love to do that. Shout out to my marketing team behind me. Alex Poor, designer, does all these fancy graphics, he does my email newsletter. Some are living tenders, rolling out TaylorDessin.com, here in the next few weeks is going to be lit.

As a kid say, Drew Skeleton, video editing, Brandon Arvey, he's actually coming down for the next to cook tucky this weekend. And we're doing a pretty cool video shoot. So excited to bring that to y'all in the upcoming weeks. So all that being said, let's go ahead and dive in. Jonah, give the people what they want. Tell the individuals who you are. And then we'll go from there. All right. Thanks. Thanks, Taylor for having me on your guidance counselor 2.0. This is the 2.0. Let's go ahead and bump it up to the 3.0 version. I love it on here. So again, my name's Shoutout Daniel.

I've been with fake code now morning Franklin for going on six years. I run our side of security practice from Oregon Franklin, which is a city area of fake code, our parent company, our parents who join in Oregon Franklin. I spent all my time on in big code Charlotte building out the cyber security practice. And it was very successful with some other members of my team to do so. And we are celebrating our one year anniversary with more than Franklin. So our specialty is within the morning Franklin world is cyber security. So what we thought would be good today between Taylor's expertise and App Dev and SDLC and all things, applications development and his specialty and with my knowledge and cyber security, we thought it would be good just to highlight the importance of when you're out in the market and you're trying to find a new opportunity, the importance of working with a specialized group or specialized recruiter that really has the best interest for your career but also could be able to speak to you a little bit more technically in depth to make sure that your representing you accurately in the market, but also that you're going to be there for the long term and of your same way that they're going to be in the long term for your career.

So with that being said, we love to see some questions come in. We'll have any answer any questions around working with the specialized recruiters, specialized practice. Taylor, what else you got? Yeah, absolutely. I mean, I think Jennifer can give a good point again. If you are watching this, please add comment with some questions on how to work with recruiters and what questions to ask. So let's talk about first thing. And then the first question is so, if I'm watching, right? And you just said, you're like, man, that sounds great. How in the world do I find a recruiter or a or an individual that specializes?

So what are your thoughts on how like for me, I think you just ask. I think hey, Jonah, do you have a special Taylor? So go ahead. You know, I think I think you will start to come out very quickly in your conversations with the recruiters. I think in my experience working with candidates across the globe, right? And working with not only candidates in my market or outside of other markets, but also really close to the globe, you can pick up pretty quickly when you're working with recruiters. That person actually knows what they're talking about or if they're just out there trying to chase the commission check for a day.

So I think you have to be able to build empathy with your candidates. You have to be able to build that relationship with your recruiters. You can, I mean, the good recruiters and the people that have been around for a while don't have that stuff out on their LinkedIn. And if you look at everything you're doing in the national community, Taylor was your user groups and your meetups. It's very apparent that you're there not just to be the recruiter in the room and need Jack. You charge that, right? But you know, more so that you're working together closely to identify a long term relationship with that person, right?

Yeah, absolutely. We have a few comments coming in, Kathy. Thanks for tuning in. I appreciate it. Again, thank you for being part of the community, Kathy. So Jeff has a question and we'll get to Jeff's question a second. I think one thing with me and this goes for junior developers, this goes for anybody. I think the biggest thing when starting to work with the recruiter is kind of what we're talking about, right? I think you need to interview with the recruiter. I think you need to interview the recruiter just as much as they interview you. I think asking the individual for specialty, right? And that's not a deal breaker, right?

But one thing I want to get across in this conversation is if you're watching this. And again, if you're watching it and not commenting or asking questions, please do so. But if you're watching this and you have the question of you're like, well, man, if someone doesn't have a specialty, do I need to work with them? Yes, you should still work with them if you get good vibes. But I think what Joan and I are trying to talk about is I think it is very important to work with somebody on a specialty. Joan, do you have any thoughts on a junior developer or somebody getting their career working with the recruiter, working with the practice?

What are some tips and tricks that you would recommend to Jeff? Sure, great question, Jeff. So I think it all starts depending on how junior your experience is. Because I think there's a lot of different avenues of people's careers being junior, right? In my mind, I would be in junior. It's just coming into the experience and learning more about your specific skill set, right? And so there's a lot of avenues that we leverage between career shows and career fairs, that colleges, and the meet-up, some of the world. But when you're starting to work with the recruiter, if you're a junior developer, you have to ask the right questions that are going to be beneficial to you as a candidate, right?

Which are what do you see in my resume that I don't have that I should have? You're always out there talking to different candidates. What are the candidates that you're placing in these different positions, getting the job of your meeting, and how can I get to that position, either through my interview practices or my resume, right? So I think you want to be able to get that constructive criticism or some of that anything. And that's why it's really important to partner with somebody that knows what they're talking about, right? If you're a junior recruiter and you're partner with the junior a junior developer and you're partner with a junior recruiter, maybe that's not the best thing for you, maybe you need to be partner with somebody more of a senior recruiter that can give you some career advice in the same way.

I think the other way to good point the other day that our clients are paying us, right? The candidates aren't paying us, right? So I think it's important that you have that relationship with the recruiter that is thinking a little bit past that, but also thinking about what's the best for your career and give you that insight to what you want to do with your career and be able to help guide you and be that ultimately that career coach where you want to. Yeah, absolutely. Absolutely. And so, Joan, let me ask you this because I'm interested in your story. Like how, like, if someone's watching us and again, we have some people tuning in.

Good morning. What's going on with good morning. But, you know, for me, it's like how does one get into a specialty, right? So if I'm watching this with a job, she goes like, man, that's great. Well, like how does somebody get into being in a specialty practice? Like, I'm interested, obviously, here in your story too, it's a real quick story time right now. But tell me how you kind of migrated into security and then obviously I can tell my story super fast. Yeah, I think you just got to find what interests you, right? I mean, there's a lot of different avenues of both recruiting in, in both your professional career career developer, or whatever you are.

And you got to find what's interests you, right? You know, and that's the beauty about technology and even within cybersecurity is there are so many different avenues, right? If you're really passionate about, you know, trying not to get breached and trying not to bring your company different factors, there's a lot of different avenues in cybersecurity where you can go in and do that. Same thing on that, that's the downside, right? I don't know how many people want to stay out and stare at, you know, and sell scratch each other, but maybe you do. Maybe you would be one of the people to deliver and you would do TC pool and pick the lookups and all that other stuff.

But you have to find what works well for you and I think that's the beauty of the IT community today. There's so many different avenues and some sets of that avenue of propelling your career, right? So I think for us, we got into it a little bit longer before cybersecurity was so hot, right? Yeah. And we saw the niche and we saw the opportunity and the market and see stuff, but also, you know, it was a very interesting topic for us to learn that as a continue to evolve and is still evolving today. But I think it all comes down to what you're personally passionate about and what do you want to do outside of your nine to five, right?

Not that everybody doesn't nine to five, but you know what, what do you do in a weekend? Are you going to go to education self-explanatory security or are you going to do something else, right? You have to find that thing that you're continuing that education, you're continuing to evolve yourself not only for the interest of your career and your profession, but also just the betterment of yourself, correct? I think that's the big thing, right? I love that. No, it's so good. And you know, kind of like me, you know, like Jonah, you know, I kind of gravitated into the software side of things, right? I think I think software devs and engineers do do the cool shit.

I mean, flat out, right? And so, you know, that's something I've been passionate about and learn after hours and listen to podcasts and, you know, do the whole thing. So yeah, you want to find a recruit that's passionate about a passion out their job. And the one thing, the one thing I share with you as we wrap up here again, Jonah and I could chit chat all day long, but obviously we all have work we got to do. So we'll wrap it up here soon. But the one thing I want to get across and Jonah, I want to leave the people with with a little Jonah is this Thursday morning.

So I'll end with you, but my tip to work with recruiter is again, work with recruiter that's been the industry at least two years because I've noticed when I move back to Nashville from Raleigh that that two years in the market, you kind of start to get a grasp on what's going on. And so my thing is be with a recruiter who's been in the same company for two years and been in your local market for two years to two and two role. So use that. Jonah also, by the way, there's some questions coming in. So before we leave with some Jonah isms, I'm going to give some more shout out to Niranda really solid points going to come back to this and make notes to share it with my slide group.

Thank you so much again. If you want to reach Jonah out, I'll throw his email in the obviously chat after this, but Jonah is a great resource, especially in Charlotte and North Carolina. Scott goes our candidates who are career changers less attractive to work with for recruiters. What do we need to do to position ourselves favorably to attract attention. Jonah, if you want to take this this first. Sure. That's a great question. So I actually like those type of individuals, right? Because I'm in the consulting world, which is a little bit different than the staffing world, right? I would assume, Scott, over your career, you have become specialized in your own career, right?

That maybe you have position yourself very well with your subject matter expertise. And that's, you know, in the consulting world, that's what we're providing for our clients is that mentality that we are bringing subject matter experts to the table. So I think if you're interested in career changes that maybe you've been in position for a long time and you're looking to do something different, maybe it's not your fight is some difficulty trying to find a job because you've been doing that for so long. I would actually open the door to consulting firms and see who has that necessity that you have from your career to say, well, I've been doing this for so long.

I mean, I've been seeing some of these things that I've been doing, especially in my career, I'm not sure if they're doing what I have, but I think it's very important, we're still going to be doing it. That's the problem. I think the difference between the two things that we've been doing, right? track yourself if you've been in a position for a while and you're looking to make sure that you're getting the right of track. And it all comes out to your LinkedIn as well. I mean, I think Taylor always talks about beacon of your LinkedIn and keeping your LinkedIn up to date. If you get those new skills, if you get a new project, put that on your LinkedIn because you never know who's out there searching for that type of skill set of projects.

Yeah, and then, so this is why love, love, love having guests on the pod or the live show, that turns into a podcast. But for me, it's like to be honest with the staffing world, it's a little difficult, right? Because companies pay us to find the people who are one to one fits with what they want, right? But Jonah, who's in the consulting space, obviously looks for something a little different. And so for me, I think from a staffing perspective, if you're jumping careers and you don't have the necessary experience from a real world production environment, volunteer your time for other people, right? And literally, I have a marketing team around me volunteering their time because I have a bunch of individuals who want to get in marketing who have no portfolio to build and they're helping me do that on their own dime because they want to build out their portfolio and make them more attractive on the job, right?

And so I would advise if you can afford it, it's the offer up your time, offer up your services to a nonprofit in the area to a church, right? Every church needs something built from a web perspective, right? Maybe a local vet needs a plug into, I don't know, PayPal or something, right? So you can get some API experience. So those things are important. So that's another way to favorably attract attention to yourself if you don't have the necessary skills. More questions coming in. I love it. I love it again. Any excuse to hang out with Jonah more so so keep the questions coming. John, what is the best way to find a specialty recruiter on LinkedIn where most have just a general recruiter tagline of recruiter?

Jonah, go. Oh, good question, right? So being somebody that has spent time across all sectors in house, agency, staffing, consulting, this is a really interesting question and a good question, John. So it depends on what you're going after, right? If you're going after a recruiter like Taylor specializes that's going to present you to multiple clients and work for the best interest of you, most of the time she'll have some bullet points in his bio of what he specializes in. Sometimes a lot of the staffing recruiters will put their active jobs and you can kind of search that way. If they have software engineer jobs consistently in their bio where they have a lot of software engineer connections, you can look to even see if you're first or second degree connections are the same.

I'm sure if you go look at all the Taylor connections to your connections, most of them are here to be apped. Where if you look at your connections to my connections, they're probably going to be cyber security, right? So I think you have to be able to do a little bit of research on both sides to be equation. But I think it's also good to ask, right? If you're getting cold call from a recruiter and they're saying, hey, I want to submit you for this job, it's 45 an hour, dollar back a little bit. And say, that's interesting. I'm glad you're thinking of me for that position.

But can you give me a little bit more feedback on yourself? And what makes me a prior candidate to work with you. And that's when you can quickly find out if that recruiter is in the best interest for yourself. I would assume Taylor was fun with calling you and say, hey, I'm interested in your background. I've been doing this for so long. I know we can work together and we're going to have success. We're a more junior recruiter. Somebody who's not specialized, they're just going to call you and say, hey, I found you a link in user job description. Let me know if you want to be submitted, right?

I don't want to call out all the recruiters here. But I've seen a lot of the cases both across the board, right? And across the board, right? And across the board consulting and even in-house recruiters, if you're looking to extract a recruiter from a full-time company, most of those recruiters will have a link to their job. Sometimes they have their active job ID. You can search for the job ID and their buyers and sometimes they'll have that. But I think a lot of the time, just just message them and once you get on that messaging platform, hey, I'm very interested in application development. Is that your specialty?

Is that something that you do? Some recruiters will say, yes, I do. It's just to build the relationship. But some recruiters will probably say, no, let me introduce you to somebody else. And therefore, by using networking and doing a little bit of research, you're able to pull yourself into a new conversation with the recruiters. That other way you and the founder, they were the time you've read. Yeah, I love that. Again, Jonah just bringing the heat this morning about looking at connections, right? You can go and look at anyone's connections and that would be a good indicator of what that person does. I think that's fantastic.

I would have never thought about that. So that, again, that's why I have people who know more than me on this. So I can learn something. But yeah, I mean, so the one thing I tweeted out yesterday or the day before, I get a lot of questions of how to find a recruiter, right? And it's a lot of leg work. It is a lot of leg work, which is why I say if you start the job search interviewing recruiters and not jobs, it's going to, it's going to compound and expedite your job search because really the recruiters are the top of the funnel to find a job, which is the bottom of the funnel of marketing terms here, right?

And so I think you need to take the time to interview recruiters. It takes time. It'll take a lot of work, but it's going to help you down the road. So again, a few more comments, Julio. This is a very all watch multiple times. Thank you all absolutely Scott saying grateful. Absolutely. Yes, I'm good friends, but with a lot of people in Raleigh, so as Jonah, I can definitely get you connected, big dog. And then John, obviously, I love the connection tip and thanks for all the great tips. I love it, John. Also again, great time. And so, um, Jonah, I'm going to leave, I'm going to leave the group with something I want to hear from you.

If you wrap up here, give us, leave us with some wise words of wisdom, some encouragement for today. But job seeker watches us today and needs some encouragement. What would you say to them? For all the job seekers out there, you know, you got to put yourself in the position for a couple of reasons. And if you're in the market and you're looking for a new job, you got to do a research, you got to be patient, you got to network. And spend your time, you know, I think Taylor's made a limited to this a couple of times, and you're not going to get a job the first day, maybe even the first week, some people can.

So you have to be able to block and tackle for the hot candidates that are on the market and they're getting a lot of calls. I think it's important to be able to be selective and don't jump on the first opportunity. And that's a lot of really important support over somebody like Taylor and make out or, you know, myself and my team at more than trying to work closely with subject matter experts in the market or industry that are in the best interest for yourself. And your career, you know, I've had a lot of people that work with in Pippin' Well, New List assignments or are placed in my multiple clients that said, as a recruiter, you have done more from my career that I could have ever done for myself.

And I think that has speaks volume to what we try to do from a candidate perspective. But as a job seeker, five of a student are fine to agency, find a specialized firm, do some due diligence and keep checking out tailored status, counselor 2.0. Maybe we'll have me back and we'll do another round of this sometime. So I appreciate it. My email is jolle.dario at MorganPlankton.com and we'll chat it in there so you have it. And so everyone has a good day. Let's get into the each end. I love it. Thanks, Jara. Appreciate y'all. See y'all. Next week. Thanks y'all.