q&a and state of the market

full transcript

auto-generated from the audio, so expect a few typos. the audio is the source of truth.

First off, had a great call with a startup on Friday. This startup is fully remote and what was so awesome about it. And I just wanna share this cause I wanna highlight the good companies, Jason, thank you man, I appreciate it. I wanna highlight the good companies doing cool stuff. And so I talked with this one company who's like very mission driven. They're looking for a lot of senior JavaScript engineers across the country and we're in contract negotiations. Now should be done here in 24 hours. But when we had the call, I can always tell, hiring managers, I can always tell the organizational culture within your company the way you talk to me.

Right, the way you talk to me. My mom always used to say growing up, you can always tell a guy and how he treats a woman by how he talks to his mom. It's the same thing, it's the exact same thing. In that, when a company and hiring managers and CEOs and CTO speak to me, I know immediately if it's gonna be a good experience. In this company they're like, hey, what do you see? How do you wanna do this? I mentioned doing consulting or contract to hire or direct hire. They're like, hey, we've never done contract to hire before, but we wanna do right by the candidate.

I talked to them about evaluations. And literally they were like, all right, we don't wanna overevaluate, we don't wanna send too many assessments. So we're fine using yours or you can use ours. And it's not really a big part of the interview. And so it was such an organic conversation. So once I can get them secured, I'm gonna bring them on unicorn finders because they are doing really cool stuff, very mission driven. And they just are good people. They are great people, they wanna do right by the candidate. And that is an amazing kind of unicorn-like thing right now. Also another thought too, as I was journaling today, and again, a few more shout outs, hostway what's going on, good morning Nathan, good morning buddy, thank you again for everything you're doing by the way.

And so another thing I was thinking about as I was journaling AKA tweeting this morning, I have never hired managers, this is directed at you. So hiring managers, if you've like slipped away into emails, come back to me real quick, come back to me, hiring managers, I've never had a hiring manager offer one of my candidates above what we submitted them at. When I repeat that, in my 10 years of recruiting, I've never had a hiring manager given offer more than what I submitted a candidate at. And I don't know why we don't do that, right? Because let me ask you this, let's say your roles were flipped, and you were interviewing and a company came to you and offered you more than what you wanted.

What would that do? That would build some amazing trust, that would make you already super jacked up to work there, right? And you probably are like, all right, like I'm bought into this company already. And I don't know why companies don't do that. I don't know why companies don't want to offer more if the candidates worth it. Now I'm not sitting here and like getting at hiring managers for offering like, if a candidate's not worth it, I understand. But if a candidate's really good at really surprises you, do right by that candidate, right? Do right, submit offer that candidate more than that candidate was submitted.

So that's just the thought there. And again, this is a Q&A kind of open form. So if you have any questions, comments or concerns and you're watching this now, definitely ask them at me, let me know. Because I would love to hear from you. Anything you're seeing in the market, any struggles you're having, any success stories? Listen, like we need to talk more about success stories on this thing. So if you had any success stories, please share them here. I'm gonna share them, but I would love to share your success story with the job search. Amy goes, welcome back Taylor. I love the way you're asking people to be the best as employees applicants.

Well, thank you so much. Amy, I appreciate that. Yeah, and again, like I've been doing this enough, know what knows what they're doing. You know, I talk about this all the time. Horry managers, job seekers, none of us know what we're doing. Job seekers don't know how to find a job. Horry managers don't know how to hire somebody. Right? And so I think if we all come at this place of empathy and just be like, you know what, we're just all trying to figure this out, you know ourselves. I think that conversation is much healthier and that's what I'm trying to do. I'm trying to wrap my arms around the entire tech community, which is obviously very difficult to do.

And so a few other thoughts as well, one hiring managers for the record cancer still going off the market like crazy. I will tell you this that we are having, so we use H1's a lot, right? H1 visas just as a foundation and kind of the tech industry. And I will tell you this, H1 candidates are obviously our flying off the market as well. I mean, literally any candidate, any candidate right now is flying off the market in a week. I mean, we're at a week right now folks, a week. Like my team, I actually, I pulled my recruiting team before I popped on this morning.

Can it, I mean, literally like, I mean, hiring managers, if you're looking to hire right now, if you're looking to hire in Q3, Q4, I would start now. Now, go ahead and ask the CFO for budget, say if the CFO goes, hey, why do you need budget to hire these? Be like, I saw this guy on a floral shirt on guidance counselor 2.0 talk about it. I'm sure that probably won't like seal the deal, but I'm telling you, hire managers I'm pleading with you. While everybody is looking while Cants are moving around, while there is a great resignation happening, you need to still hire now because it takes forever right now because Cants are going off the market like crazy.

Let's see here. So Alicia goes, going back to offering candidates more money during an interview stage. Alicia goes, if you can't offer more budgets, yeah. At the very least, get them a personal welcome gift. I love buying new hires a book that will be specific to their time here, but also something that will impact their long term career. Listen, I'm very biased. I Alicia's my new best friend. And again, Alicia and I met because of this live streaming, right? I mean, literally like I've been able to connect with so many great individuals because of this live show, but also Alicia should never buy me a book so I'm never reading it.

But I think this is great, right? It doesn't always have to be money, but money has to be there right now in this market. But if you can't give money, you have to be creative, right? Is it a letter? Is it swag? Companies get better swag. I'm just gonna just piss out there. Like I would buy good company swag, just FYI. Like you need to put more emphasis in that. But yeah, Alicia, I totally understand. Casey goes, again, if you have any questions, general comments, concerns. This show is fueled by you. If you have any success stories, please comment, please at me. Casey, thoughts on non-competes for entry level tech jobs.

I've never heard them. And if they're making you sign, don't do it. Cause I don't know anything about that. Shawnee goes, Alicia, yeah, something that seems has personal and touch goes a long way. Absolutely. Listen, we live in a world of just generalities, right? And I mean, we don't live in a world of handshakes anymore, right? And so that's where I would say the more personalized you can get the better scott, the shirt is very convincing. I appreciate that. Garrett, love the idea. I mean, listen, it doesn't have to apply just engineers. Alicia has a great intro to the company video. Absolutely. Great welcome, Brooks, first 90 days, working effectively with Legacy Code managers, Pat.

And finally, my favorite intro to reading a book or a Taylor violation. Who, that was good. Any more comments, thoughts, questions around the job search? I'm gonna leave you with this. And then we'll wrap up just quick, quick morning show. I just wanted to be back with you all. I've missed you all. Show empathy, deploy empathy, be positive and job search. I could not stress this enough. There are too many individuals that are on the job search that are literally going to, that are interviewing, that are getting down. I understand the job search is very difficult, but I will tell you this, being apathetic, being kind, being engaged, being enthusiastic.

Those are things that are gonna take you to another level. And so again, I'm encouraging you all today over the next week, be kind to the hiring managers. Hiring managers have it tough too. They're having to sift through a lot of junk just as much as the job seeker is having to sift through a lot of junk, right? Be aware that both individuals are feeling the same thing. One more question coming from Brandon Rave, thoughts on giving the candidate, wants, concert tickets, target gift guard, jersey of their favorite football player, not necessarily job related. Yeah, I love that. Again, I love this so much. I mean, our favorite Gary Vaynerchuk, he always talks about sending a bear is jersey to somebody for like a wine sale, right?

I think this is great. I think companies need to adopt this more. I think companies right now, like if, this is the whole another session. Maybe I'll do this this week, but companies need to, hey, let's not maybe hire more senior devs. Now, maybe not more senior devs. Maybe just, maybe we should hire like more internal people to help our internal culture. Just a thought, because right now, if you have somebody being a champion for internal culture, I bet you're probably not gonna have that many people leave as well. I linked in user goes right here. If employees can present a quicker interview process, it would help.

If employers can present a quick, already working 60 plus hours a week don't have time for a four plus interviews and take on projects when supporting their family. All right, yeah, so I posted this on Twitter, it blew up. I posted this on LinkedIn, it blew up. I tell you what, we'll talk about this tomorrow. I'll go live with this tomorrow. I'm gonna take a note, take a note, tomorrow. All right, I wrote it down. Take them to test tomorrow. LinkedIn user, thank you so much. Company merch is awesome gift as well, absolutely. All right, y'all. So that is it for today. I appreciate y'all time.

Thank you for hanging out. Again, it was kind of a random episode. No real set things. I just wanted to be with y'all today for a few minutes. Y'all shared this episode. If it resonated with you. Also, if you want to check out all of my past live shows, go to guidance.com.com. It's your podcast store. It's there, all of my episodes. So good check that out. 615-235-6500. Join my texting community one text message to your phone. Twice a day. Just had a level up your job search. I would love to have you. I've had multiple people land jobs because of the tips I'm giving. Taylorlesson.com.

I just updated my personal job board, hiring managers. I just updated a section on my website where there are my available candidates that are really good. So check that out. It also, job seekers, ton of information, resume templates, 10 questions to stuff or recruiter, all that on Taylorlesson.com. Y'all are fantastic. I appreciate you all. See you tomorrow morning. We're gonna talk about take-home tests. Tomorrow morning, 9.30 am central. Can't wait to see you. Peace.