The Real Scoop on Recruiting

The real scoop on recruiting: No Fluff, Just Real Talk and Why Most Clients Turn to Recruiters for help

Sponsored by

“Either you run the day, or the day runs you.”

Jim Rohn

But a first a Sumato Coffee break:

Eager to impress, intern Jamie nervously brewed coffee for the morning meeting. As the aroma filled the room, Jamie overheard the bosses discussing a complex project. Mustering courage, Jamie offered a cup with a shy smile and a comment about the project's potential. The bosses paused, then one chuckled, inviting Jamie to join the discussion. Sipping the perfectly brewed coffee, Jamie felt a glimmer of belonging among the big bosses for the first time.

This 3-hour ChatGPT & AI Workshop will help you automate tasks & simplify your life using AI at no cost. (+ you get a bonus worth $500 on registering) 🎁

With AI & Chatgpt, you will be able to:

✅ Make smarter decisions based on data in seconds using AI 

✅ Automate daily tasks and increase productivity & creativity

✅ Solve complex business problem to using the power of AI

✅ Build stunning presentations & create content in seconds

👉 Hurry! Click here to register (Limited seats: FREE for First 100 people only)🎁

In today’s email:

  • Job News: The Real Scoop on Recruiting: No Fluff, Just Real Talk 🫡

  • Overheard at coffee: Why Most Clients Turn to Us: The Urgent Need for Key Skills and Great Coffee 🔥☕️

  • Trending AI Tools: Check out for a QR code generator 🤖

  • Hot Jobs: (keep scrolling down ⬇️)

  • Recruiting Fails: The Art of Authentic Recruitment: Lessons from a Mountain Run 

Job News

Hey Hiring Managers and Candidates,

So, we had this moment where a hiring manager was totally blindsided because we slapped his company's name on our job ads. Yeah, that happened. It got us thinking: not everyone gets what goes down in recruiting land.

Recruiting: What You Think vs. What Actually Happens

What You Think It's Like:

1. Day 1: We snag a new job order and immediately hit up three top-notch candidates who are just chilling, waiting for our call. Spoiler: They're perfect.

2. Day 2: Set up some chit-chats with the hiring manager. They pick their fave.

3. Day 3: More talks for the chosen one.

4. Day 4: Drop the job offer, and bam—accepted!

If it were this easy, hiring managers would DIY, right?

The Real Deal:

1. Day 1: Get a new gig to fill, but surprise—no job description or it's a hot mess. You hustle one up, get zero feedback, and kick off recruiting anyway.

2. Day 2: Post the job and hit up your contacts to drum up some buzz.

3. Day 3: Crickets.

4. Day 4: Panic sets in. Time to call in the cavalry.

5. Day 5: Those peeps from Day 2? Yeah, they're not into it. And you've gotta nix most applicants 'cause they just don't cut it.

6. Day 6 & 7: Rinse and repeat Day 2's hustle.

8. Day 8: Finally, some action! Screening time and sending hopefuls to the hiring boss.

9. Day 9: Plot twist—first interview's delayed 'cause the big boss needed an urgent pow-wow.

10. Day 10: I could go on, but I gotta get back to the grind. (Jobs won't fill themselves!)

Bottom Line:

Recruiting is a wild ride—messy, unpredictable, and enough to drive you nuts. But when you nail it, it looks like a breeze. That's the trick. If you haven't lived through a full recruiting cycle, you're missing the full picture.

Keep It Real:

Let's not hide the messy bits. Share the deets with hiring managers—target candidates, your pitch, the word on the street from candidates. A clued-in hiring manager is your best ally.

For Hiring Managers:

Get on the same page with your recruiter. It's a team sport, folks. No need for marathons—just a weekly 30-minute pow-wow and staying responsive will do the trick.

In conclusion, sometimes you hit the jackpot fast with a referral or a unicorn applicant. But let's be real, that's like finding a needle in a haystack. Let's team up and tackle this beast together.

Catch you on the flip side.

Overheard at coffee ☕️

Why Most Clients Turn to Us: The Urgent Need for Key Skills…

Our clients often come to us lacking essential skills to fill specific roles, but they're far from alone in this challenge. A staggering 78% of organizations have had to abandon projects midway due to a shortage of necessary IT skills. The latest 2024 Technical Skills Report from Pluralsight sheds light on this growing skills gap.

Over 1,400 technologists and executives pinpoint the top three areas of concern: Cybersecurity, cloud computing, and software development. While AI is currently less prioritized, interest in building AI/ML skills has surged by 11% compared to last year.

Despite tight budgets and shrinking staff, it's crucial for organizations to foster a learning culture. Remember, it’s not just about the output—providing coffee and learning opportunities for your team can go a long way.

Training and nurturing new skills might not yield instant results like a quick fitness fix, but over time, these efforts will drive revenue and positive outcomes for your firm. If hiring for skills outside your current team is necessary, prepare to invest in recruiting, hiring, and onboarding new talent.

Developing and hiring talent both require significant time and money. If you can effectively grow your team's skills and attract top talent, you're already outperforming many others

🚀 Generate QR codes better than an Applebee menu at the peak of the pandemic. Check out for a QR code generator, link shortener with tracking metrics.

🔥 Hot Jobs - $1K Referral Fee

  • LVT - LiveView Technologies (come build technology to decrease crime and make communities safer) - $1B Unicorn valuation

  • Financial Planning & Analysis (FP&A) Manager - Confidential - Utah based

  • Systems Safety Engineers - Need experience with ISO and TUV certifications. Entry to Senior level - Remote roles.

  • New :

Recruiting Fails: Lessons from a Mountain Run…

When using LinkedIn or any job site to source candidates, take the time to read the person's profile and craft an authentic pitch for the job. Recently, I had an enlightening encounter with a software engineer while running in the mountains with my kids' running club. He shared that he seldom uses LinkedIn due to the overwhelming number of pitches from recruiters and salespeople. Unfortunately, while there may be a few good ones, the majority are poorly executed.

This experience underscores the importance of being genuine in your outreach. When you take the time to understand someone's background and tailor your communication, you stand out. People will consider switching jobs when the time is right for them, not because they were bombarded with generic pitches.

How often do you receive a lackluster sales pitch for a job or product? For me, deleting these ineffective attempts has become a routine part of my morning. Let's change the narrative by prioritizing authenticity and relevance in our recruitment efforts.

Do you have recruiting Fail Stories? Reply with your epic fails – we'll feature them. Own your blunders, embrace vulnerability, and let's all level up together.

Would you prefer if the newsletter posts were shorter or longer?

Thanks for reading The Deputy. Your answers below will help us improve it.

Login or Subscribe to participate in polls.

Today’s email was brought to you by Ben Martinez