What does LinkedIn see that no one else does?

One of my favorite tweets of all-time was by Chris Dixon:

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I found the witty tongue-in-cheek tweet by the former entrepreneur-turned-venture-capitalist to be a profound statement about disruptive innovation.

As a tech entrepreneur I have a keen appreciation for what Uber has accomplished by dramatically improving upon the way something had always been done, yet the reality of technological evolution changing an entire industry practically overnight needs to garner more awareness.

If you haven’t noticed, the Internet and wave of technology innovation is accelerating. I was first introduced to this idea and deeply fascinated by the concepts popularized by futurist Ray Kurzweil in Transcedent Man and Singularity. While some of his predictions seem unfathomable to many, I believe there is no doubt we are beginning to see what he proposed as the Law of Accelerating Returns

“technological change so rapid and profound it represents a rupture in the fabric of human history.”


This exciting technological age is already impacting the way we live and as we move forward it’s going to increasingly impact how we make a living.

The future workforce is going to look different than what it looks like today — dramatically different. Think we have a skills shortage now? Just wait until we get to 2020

We are a long way away from robots taking over the jobs that farmers, doctors, lawyers, teachers, real estate agents, marketers, sales reps, recruiters, administrators, and what every other profession does today, but we can no longer ignore the role technology is going to play and how that impacts career paths.

I’ve spent the last decade of my life working in technology startups. The majority of that time I’ve been studying the relationships between innovation, business models, professional development and many of the concepts in this post. I live and breathe this on the front lines every day in the HR Technology space while I’m talking to thousands of recruiting executives all across the country. Our team is so deeply immersed in this space; we could not be closer to the epicenter. It’s something I find fascinating, but also something I realize there isn’t a great deal of awareness about.

There is a riveting economic evolution building quietly under Main Street


The middle class jobs are where the most disruption will occur

  • There will not be a single climactic event. The transition will take time, however it is well underway and the beginning stages are providing the most opportunity for career growth — particularly for those who can bridge the old world with the new.
  • The Internet has changed the game. Those who are most connected to the jobs and closest to the digital economy are going to be gaining the type of experience that has sustainable demand.
  • The Internet originally started out as a medium to communicate, entertain, consume and share content and it’s evolved to a point where web based technologies are embedded into the foundations across industry sectors and institutions. The next wave is going to go much deeper and start influencing how we do our daily jobs to a much larger degree.
  • The sheer velocity of this transition has not only created a talent shortage, but has caught traditional organizations off guard who are notoriously slow moving to adapt to change.
  • This is complicated. The majority of employers are struggling to understand what is actually happening. “Finding talent” is a top 3 priority for every organization, yet the scarcity in talent has more to do with our educational systems and professional training vs a lack of talented people.

If you want additional validation for how significant this shift is, take a moment to consider what the world’s leading professional site is doing with their largest acquisition in their history.

The real reason LinkedIn acquired Lynda

Linkedin’s CEO Jeff Weiner’s commented that it “fits the last piece of the puzzle.” What started out as a professional social network is morphing into a business that has visibility into the economic graph and the skills required to fill those roles. If our traditional educational systems were adequately preparing the workforce, do you think LinkedIn would have acquired Lynda for $1.5B and called it the final piece in the puzzle?

There are three core factors contributing to the underlying problem:

  1. Organizations aren’t adapting fast enough
  2. The skills required for the future aren’t being taught in today’s educational systems
  3. The delta between education costs vs the ROI of that education is getting too far out of balance

Mark Cuban has been outspoken in the past about the ROI of a college education and perhaps it’s time to take heed of his advice for those individuals and organizations considering where to invest in their future.

When you add these three factors together on top of the fact that student loans are now the second largest source of consumer debt it becomes more clear that LinkedIn is acting on the same type of market dynamics that helped Uber reshape transportation.

The technology age and law of accelerating returns are here to stay. Regardless of what field you are in, it’s time to start considering how that might change your career choices and approach to continuous learning or risk becoming obsolete, as stated recently by Josh Bersin. Those who understand and embrace this reality of continual learning will see perhaps the most dynamic and exciting career trajectories over the coming decades.

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How are you building your employment brand?

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“Employment brand” is a popular buzzword these days. Fifty-six percent of 4,125 global talent leaders in 31 countries surveyed for LinkedIn’s 2015 Global Recruiting Trends said they believe cultivating their employer brand is a top priority. We know a strong employment brand increases retention, employee engagement and productivity.

But the importance of employment brand does not just apply to your clients, it applies to you, whether you are just running your own desk or you are part of a small boutique.

Your brand is simply defined as people’s perception of your business. Every interaction with a client or candidate either helps build or hurts their perception: your emails, website, social media posts, phone interactions, status reports, and more.

You can instill confidence in clients and candidates (potential or actual) with a clear, consistent, professional delivery of your message. I’ve seen top executives derailed by the smallest details — an errant comma, a poorly worded sentence, a text-dense slide, a verbiage slip-up .

And let’s not forget about the power of a candidate in today’s environment — similar to clients, they are choosing which recruiters they want to work with. You want talented individuals to reach out to you first when considering their next job move. How great is it when a candidate comes to you or is always willing to take your call about a new opportunity instead of having to hunt for them?

What brand rules do we live by here at Loxo?

  • Remember our vision — “Loxo’s vision is to empower ambitious people to accelerate their career trajectory and achieve their greatest potential, so they are able to live life the way they want.” Wouldn’t that get your blood going and make you excited to go to work?
  • Be guided by our mission — “Loxo’s mission is to be the the most trusted, user-friendly software platform that intelligently matches talent to opportunities, enabling recruiters to achieve their greatest potential.” It’s clear to us what guides everything from our product decisions to customer interactions — building trust with customers, creating a tool that is easy for them to use and helping them achieve their goals!
  • Exemplify our values in all of our interactions — our email tone, blog post content, conduct on conference calls, these all need to reflect and reinforce what we stand for!
  • Pay attention to detail — This is “table stakes,” but is often overlooked. If we can’t take the time to check our work and take pride in our work, why would you believe we care about your business and your reputation?
  • Treat a client/candidate how you’d want to be treated — Frustrations always arise and mistakes happen in a today’s time-constrained, high-pressure work environment. But we value building trust and relationships, so we try to take a step back to remember we’re all human and focus on finding a solution.

Maybe you can’t quickly outline your ‘brand rules’ or there isn’t team consensus on your mission and vision. It’s ok — but take action! Investing the time upfront to know how you want to be perceived in the market will pay dividends on the back-end as clients and candidates willingly align themselves with you.

Image Credit: Managing Americans

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http://promo.loxo.co/texting?utm_source=blog&utm_medium=referral&utm_campaign=image_CTAMillennials, Post-Millennials and Generation Z

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While I’ll admit I technically qualify as a Millennial, I will vigorously contend that there is a huge break in how candidates born in the 1990’s approach their careers.

For kids of the ’80s, cell phones were a novelty for emergency only, I learned about Google at university and Facebook was restricted to the Ivys during my collegiate years. In contrast, kids of the ’90s got their first iPod at 10 or younger, first iPhone at 13 or younger and may have no idea what Encyclopedia Britannica is because, uh there’s GOOGLE. Facebook is “kinda old school,” but hit them up on on “IG” (Instagram) or Snapchat. They are truly a digital-first generation: always connected with enormous amounts of (empowering) information at their fingertips (literally).

While these generational labels are hotly debated, it isn’t about making a positive or negative association. It is about acknowledging how different these candidates are and how recruiters need to adapt to successfully match them with the right opportunities.

A colleague shared a recent experience with me that highlights the challenge. She had a 23-year old on her team who was very bright, ambitious and respectful. Yet after a meeting with an important client, she had to remind him to stay off his phone, pay attention and show respect during meetings. Puzzled, he look at her and stated he was paying attention, he was just using his phone to take notes. Shocked? We are used to people taking notes via pen and paper, but we automatically assuming that typing on one’s phone is texting or Facebooking, not using Evernote to store their notes in the cloud.

Maybe you’d rather just not work with this segment of the market? Well, U.S. Census Bureau data states that 3.4 million people will turn 65 in 2015, the common age of retirement, and the next generation has to help fill that void.

So what are some strategies to bridge the generational gap?

  • Don’t play the age card. Emphasizing your differences only exacerbates them and jokes about age difference can come across as condescending.
  • Meet them where they are. Millennials are inherently social and on-the-go. They expect to be able to read and respond on their phone, not have to find a desktop to access a website or a job description. LinkedIn is the new resume, so invest time and money there. You also can find out more information about them from their social footprint than older candidates, so use this data to save yourself time and qualify them before reaching out.
  • Focus on the total opportunity. It’s not just about salary and title. Millennials want a role where they can immediately contribute, are seen as having value (not just another cog in the wheel) and have upward mobility. They value work/life balance and the total employee experience (e.g. modern offices, perks, flexibility).
  • Acknowledge their candidate-driven perspective. Call it the “me me me” generation, but these candidates grew up in an era of positive economic growth (no depression era mindset of being thankful to have a job) and have access to a ton of information (even if the reality of Google is slightly different than the movie “The Internship”). They want the best and won’t accept being treated like the bottom of the pile strictly because of their age.
  • Adapt to the candidate-driven market. With the growth in employment, there are lots of opportunities and millennials are not shy about looking at multiple opportunities and choosing what they believe is best for them.

None of this diminishes the importance of evaluating their strength as a candidate, but a slightly tailored approach will help you find the best of the best, regardless of age. What have you found most effective in placing millenial candidates?

Interested in trying Loxo? Just click “Get Started” at the top of the page to get a demo and get ahead of the curve!

Image Credit: Time

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Link ❤

Here’s our round-up of what our owl spied this week while scouring the interwebs. Have anything to add? Comment or tweet us @lox_o!

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Do recruiters dislike being approached on LinkedIn or Facebook by a Candidate?: An interesting perspective on how candidates should and should not try to connect with recruiters. What’s your style? How often do quality candidates reach out to you versus you to them?

Mistakes Inexperienced Managers Make: While some of these may seem like common sense, this is a great list to keep you focused and not get too caught up in the day to day. Managers need to be engaged in recruiting and hiring to keep the quality of their teams high.

Are You Ready to Become Obsolete?: Great reminders about the need to adapt in our world of continuous reinvention. How are you adapting to today’s recruiting trends? At Loxo, we’re passionate about how technology can enable recruiters to fulfill their greatest potential while helping candidates find a career they love.

How to Make Your Employer Brand Shine and Attract the Best Talent: It’s hard to overstate the value of employment brand in this era of transparency and information. Are your clients doing all they can to put their best foot forward and attract talent? How are you helping bridge the gap?

i.c. Stars Partners With Recruiting Firms to Help Low-Income Chicagoans Land Tech Jobs: We love sharing stories about others who have a similar mission to ours: helping people achieve their greatest potential. Read and smile today, and think about how we can all have an impact in our communities.

Image Credit: Fortune

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Ninja Day!

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Wednesday is Administrative Professionals’ Day. While this is sometimes a discrete position, I find most recruiters’ responsibilities include a chunk devoted to these types of tasks. This is in a competitive marketplace; running your own desks or as part of a small boutique team, you need to be do-it-all ninjas.

I don’t know about you, but that last frame in the image above definitely sums up how I feel trying to take care of the data and tracking side of this business. Spreadsheets galore, intricate Post-It note systems, clunky software that feels like the functionality hasn’t been updated since the days of hair bands. If my iPhone works so simply and intuitively, why can’t my ATS?

This was one of the frustrations turned inspirations of our founder, Matt. Netflix revolutionized how we search content by using simple visual tiles that people instantly recognized. Steve Jobs brought Apple back from the brink with an insane focus on simplicity (as humorously contrasted to Microsoft here). In the same vein, Loxo’s mission became “to be the most trusted, user-friendly software platform that intelligently matches talent to opportunities, enabling recruiters to achieve their greatest potential.”

What impact does this have on your day-to-day activities? Think of Loxo as your intelligent assistant who simplifies the data and administrative side of applicant tracking, allowing you to focus on your passion — helping people find their ideal next career opportunity.

How do we do this? For starters, being the most innovative and easiest to use technology platform in the marketplace is embedded deep in our DNA; that’s paramount to keeping our organization focused on making you significantly more successful. We also went through (and continue to go through) extensive customer development cycles, paying attention to every last detail and designing to meet your needs. For example, a streamlined workflow and 1-click speed features enable you to interchange all day long with almost zero data entry. Helping you build talent pipelines and engage more high qualified candidates than ever before.

So on this day, I think you owe it to yourself to check out what tools you can leverage to make your more successful and treat yourself and anyone else who helps you with this thankless, but critical part of running your business. And please share what tools you can’t live without or your “wish list,” so we can keep improving Loxo!

Interested in seeing how Loxo can become your intelligent assistant? Just click “Get Started” at the top of the page to get a demo and get ahead of the curve!

Image Credits: Know Your Meme

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The art of “cold calling” in a digital age

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In today’s error of mass messaging via LinkedIn Recruiter, how do you get a potential candidate to open your message, much less respond to it? While recruiting is a number game, sometimes we’ve forgotten the balance between quantity and quality. Investing a little extra time to make your message stand out can help improve your response rate and/or the quality of the candidates who respond.

What have we found that works?

  • Don’t bury the lead — your subject line is your elevator pitch and your opening sentence(s) should state who you are and why you want to talk to the candidate
  • Help the candidate qualify or disqualify themselves — be upfront about any deal-breakers like relocation
  • Include the cliff notes job description — don’t ask the candidate to take any additional actions before you’ve hooked them as your potential talent pool shrinks with each extra click. And don’t leave them hanging as to some mysterious opportunity they could be a fit with — that undermines credibility, screams ‘spam’ and will lead to a quick delete
  • Outline clear next steps — so you’ve got them interested, great! Get the conversation off of LinkedIn into email and make clear what additional information you need to proceed (a copy of their resume, times for a phone call, etc)
  • Be respectful — treat the candidate’s time like you’d want your time treated; clear and concise always win, no novels or conversational fluff needed
  • Be professional — it’s ok to be conversational, but recognize this is someone’s career. Pay attention to grammar and spelling. Keep the tone professional and respectful, this isn’t your BFF or work spouse that knows your inside jokes or quirks

What do we make sure to avoid?

  • “I’d like to network with you” — being upfront is important, but sounding like you just want to pump the candidate just for their connections is a one-sided relationship no one is going to be interested in
  • DON’T USE ALL CAPS — yes, this draws attention (as screaming has a tendency to do), but only to let a candidate know you are unprofessional and not to be taken seriously, leading to an immediate delete
  • Be honest — if you don’t know someone, don’t claim to or try to pull one out of thin air (friend of a friend of a friend). State why you want to connect and what you have to offer; that is far more compelling than trying to leverage a connection that is not easily made by the candidate

Image Credit

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Boolean Logic 101

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Alas, April Fools’ Day is almost upon us. But can I share a secret? Sometimes I feel like this day has become a year round bonanza when I research how to become a better recruiter or how to leverage the latest tech breakthrough to grow one’s recruiting business. Boolean logic? Black belts? I thought people got into the recruiting business because they liked problem solving, finding the (human) puzzle piece that completes the (company’s) puzzle. Helping people find a job they actually enjoy while also empowering them to provide for their needs and wants!

I do not remember signing up for a ‘coding bootcamp” or joining the cast of Scorpion (however much I enjoy watching it) and the closest I’ve come to a black belt is watching “The Karate Kid” back in the day. But Google is telling me some people are using ‘synonym’ research and manipulating LinkedIn’s code to gain an advantage. While I want to use the latest technology, there’s gotta be a better way, right??

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We all know that finding the proverbial needle amongst the haystack is critical to recruiting success and the vast amount of data available today has greatly expanded our talent pools. However, I generally prefer to focus on what I’m good at (the people side) and find the right tools to help me match candidates to my job orders.

Enter Ilia, Loxo’s CTO and self-described “technology polyglot” who is fascinated with solving extremely hard if not impossible problems. He’s also an expert in web development, artificial intelligence and machine learning. Or as I prefer to simply call him, our programming ninja and savior. One of Ilia’s passions has been creating what we like to call “delightful search.” In plain-speak, it’s simple, powerful, fast searching. In tech-speak, it’s our state-of-the-art indexing and full-text search system that searches across your entire database, including resumes, personal candidate notes, tags, key words, parsed fields, and information pulled in from across the web. Result? It ensures you never miss another candidate hidden in your database again.

And with all of your new free time, you can now deploy any of these amazing Buzzfeed pranks on unsuspecting co-workers, significant others and anyone unfortunate enough to cross your overly productive path.

But what’s your perspective — does being a top recruiter mean you have to master coding and Boolean Logic? Or are there a better ways to leverage technology to grow your business? Join the discussion below or tweet us your thoughts @lox_o!

Interested in trying Loxo? Just click “Get Started” at the top of the page to get a demo and get ahead of the curve!

Image Credits: April Fool’s Day, Boolean Logic

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Can you feel the MADNESS?

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It’s that time of year again! No, not Spring Break, but March Madness®. Ok, maybe you’re not one of the 40 million Americans placing a bet on the Big Dance, but this is a good time to check out the parallels between our business and sports.

The lifeblood of programs with long-term success, like the University of Kentucky, is recruiting. Coach Cal has adapted to the every-changing landscape of the NCAA and has actually worked the one-and-done rule to his advantage (“Want to be NBA-ready next year? Come play for me.”)

Just like an elite coach is the face of a basketball program, you are the face of your business. Your charisma, your persona, your network enables you to identify and recruit the ideal candidate to fill your open job order. Yet, the tracking tasks take you away from this core competency! Wouldn’t it be great to find an intelligent assistant who simplifies the data and administrative side of applicant tracking, allowing you to focus on your passion?

Or maybe you’re more like the mid-market team, building your business and looking for innovations to help you close the competitive gap with the big dogs? A recent article in the New York Times reveals how mid-market team Davidson has partnered with the university’s math department to use statistics to improve their game plan (and not surprisingly, winning percentage). The team now better understands what set of 5 players is most efficient, how efficient individual players are and what to expect from their competition. Wouldn’t it be great if you had a talent warehouse with deep analytical capabilities instead of a collection of spreadsheets?

Meet Loxo, the talent intelligence platform. Quickly get your disparate data into one place. Finally have an easy-to-use, elegant, simple platform. Leverage big data and analytics to automatically create a talent pool and find that right candidate.

Whatever stage your business is at, Loxo can help you build a competitive advantage. Wouldn’t you rather invest in the right tools to set your business up for success? Or do you want to place your bet that you’ll be the Cinderella?

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A new way to share your job posts — it’s never been so easy!

Loxo — get ahead of the curve. It’s simple to use, fun, powerful — and it has everything you need as a modern recruiter all under one roof.

When we first started building Loxo one of our goals was to commit to building Loxo into the #1 recruiting platform on the market. We want to build a product recruiters love using.

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Today we are pleased to announce a new feature which is just the latest in a long line of cutting edge initiatives on our product roadmap.

Loxo now integrates with Indeed.com, Glassdoor, and SimplyHired.

Our customers can share their jobs directly to the worlds largest resume aggregators and job boards –and the best part is that it requires 1 click. Oh, and did we mention it’s completely free with any Loxo account!

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14 Recruiters to Follow on Twitter in 2015

Want to step up your recruiting game and become a leader in your niche in 2015? Start the new year off on the right foot by following the sharpest recruiters on Twitter.

1. @jjbuss — 51.7K

Jason Buss is a veteran recruiter, blogger and HR guru and the creator and editor of Talent HQ — a blog for the Recruiting and Human resources communities. Jason is the Director of Talent Acquisition at TriNet (provider of cloud based HR solutions) and is on the advisory board of EmployeeReferrals.com.

2. @StacyZapar — 32.1K

Meet Stacy Donovan Zapar — the most connected woman on LinkedIn. With 15+ years of recruiting experience, she is the founder of Tenfold (a boutique recruitment strategy, training and consulting firm) and currently serves as a recruiting and sourcing strategist for Zappos, TripAdvisor, Sugar CRM & Restoration Hardware. Stacy’s innovating thinking is evident in her work with Zappos where they got rid of job postings.

3. @GeoffPeterson — 25.6K

Geoff Peterson is the Manager of Sourcing & Recruiting Operations for TriNet and author of The Sourcer’s Playbook. Geoff has recruiting management experience and has sourced for professionals in IT/IS, software, finance, accounting, sales, HR, healthcare and government. Geoff has managed recruiting and sourcing teams and implemented sourcing programs for building active and passive candidate pipelines across search engines, social and business networks, career sites and databases. He’s trained thousands of recruiters, sourcers and HR professionals on sourcing tools, strategies and social media.

4. @TimSackett — 25.2K

Tim Sackett has worked in HR and recruiting for over 20 years and is currently the President at HRU Technical Resources. He’s a pro at finding the best talent and has a diverse menu of industry experience including Healthcare, Automotive, Casual Dining and Retail. Tim’s specialties include: talent acquisition, employment branding, performance management, employee development & succession planning.

5. @GlenCathey — 20.8K

Does this all star recruiter and blogger really need an introduction? Ok, ok… Glen Cathey is a sourcing and recruiting leader that serves as the SVP of Talent Acquisition Strategy for Kforce. He is the creator of Boolean Black Belt — one of the most useful (tons of recruiting tips!) HR and recruiting blogs on the interwebs; he writes about sourcing, recruiting, big data, analytics and LinkedIn.

6. @braingain — 19.6K

Irina Shamaeva is a master sourcer, recruiter and speaker. She is the founder of the Brain Gain Recruiting agency, founder of the People Sourcing Certification Program and creator of an online sourcing community with over 27,000 members called Boolean Strings. She blogs about recruiting, boolean searches, data mining and sourcing at BooleanStrings.com.

7. @BillBoorman — 19.5K

Bill Boorman is the founder of the #Tru Collective — an on-going series of recruiting, HR and technology events held across the globe. Bill is a leader in social recruiting and consults with companies on recruiting strategy. Bill blogs at The Recruiting Unblog. Here’s a random fact about Bill: he never wears a suit, but often wears a hat.

8. @LevyRecruits — 17.5K

Steve Levy is the Recruiting Lead for Kaltura. Steve is a talent acquisition leader, workforce planner, hands-on recruiter, talent community builder & pipeline sourcing magician. He was recently featured in LinkedIn’s new guide for recruiters: The Modern Recruiter’s Guide. Steve believes in recruiting to retain, he mentors recruiters and hiring managers to think and perform better; he trains employees at all levels to become talent scouts. As builder of talent communities, he prides himself on knowing Purple Squirrels and what they eat. You can check out his blog at RecruitingInferno.com

9. @jrkuhns — 17.3K

Jay Kuhns is the VP of HR at All Children’s Hospital. Jay believes that a core responsibility of a leader is to be a brand ambassador; this tenet manifests in Jay’s social recruitment work and on his leadership blog No Excuses HR. Jay was featured in the book A Necessary Evil, Managing Employee Activity on Facebook, Twitter, LinkedIn…and Hundreds of Other Social Media Sites. He made multiple guest appearances on Drive Thru HR — the #1 HR radio show.

10. @SourcerKelly– 13.4K

Kelly Dingee leads the candidate research team at Staffing Advisors (retained search firm based in the DC Metro). Kelly is a contributing writer to FistfulofTalent; she writes about topics related to sourcing and recruiting.

11. @mattcharney — 10.8K

Matt Charney is the Executive Editor of Recruiting Daily. He’s a razor sharp at marketing and communications and is a self proclaimed HR & recruiting nerd

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12. @bryanchaney — 9,002

Bryan Chaney is the Recruitment Sourcing Executive for IBM. Bryan has spoken at SHRM, Social Media Club, SourceCon, RISE, ASTD, and PubCon, on multiple topics:

  • social media
  • career strategy
  • talent sourcing strategies
  • talent acquisition strategies

He leads the Austin chapter of the Social Media Breakfast series.

13. @LouA — 7,279

Lou Adler is a veteran recruiter and CEO and founder of The Adler Group — a consulting and training firm helping companies implement the Performance-based Hiring system for finding and hiring exceptional talent. More than 20,000 recruiters and hiring managers have attended Lou’s workshops. Lou is the author of the Amazon top-10 best-seller, Hire With Your Head and The Essential Guide for Hiring & Getting Hired.

14. @willstaney — 6,299

Will Staney is the Head of Talent Acquisition at Twilio. He is a contributor to Entrepreneur Magazine and Blogging4Jobs. Will is an influential voice in HR and recruiting; he speaks on new media marketing, recruiting strategies, talent sourcing and employer branding.

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