![]() This sentiment typically comes from people who have worked with recruiters on a contingency basis. By contacting passive applicants, you run the risk of getting caught up in a bidding war, which external recruiters can help prevent. One reason for this could be assessing the market, but more often than not, they will be trying to generate a compelling offer to get a raise or promotion at their current employer. On the other hand, applicants who reply to your postings are likely to be doing so with a lot of other postings. Unfortunately, due to privacy concerns, the majority of people who are not actively seeking new employment will typically not answer a direct query from a corporate representative. The alternative to hiring a recruiter, of course, is scouring LinkedIn. A recruitment partner can be seen as a career ally to top talent, understanding their career goals and presenting opportunities that exactly match their skills. Typically, these professionals are passive candidates who are not active on the surface of the market but are open to conversations if the right offer comes along. A recruiter specialising in GreenTech will frequently network with industry leaders and develop relationships with these “star candidates” to learn precisely what they are looking for in their next career prospect. Quality recruiting is all about having a strong network. ![]() ![]() Myth 2: “LinkedIn is just as effective as a recruiter” It also means that we become a go-to partner for all hiring needs as the startup scales across all remits. With specialists in each vertical, this allows us to access talent quickly without compromising on data. Working solely with GreenTech’s, Storm4 are uniquely set up to mirror our clients concerning the verticals we align on to dispute this myth Engineering, DevOps, Data, Analytics, Sales, Marketing, Product Management, Finance and Operations. Knowing the intricacies of current technologies and market drivers is essential to unlocking influential conversations with prospective “star candidates”. Generalist recruiters may struggle to communicate the value of your company and position to attract the right candidates. This opinion is typically expressed by those who have dealt with recruiters who are not specialized in the industry. Here’s what we have to say about that… Myth 1: “Recruiters don’t understand the market” This itself isn’t a very popular opinion due to the many myths and misconceptions that surround recruiters and recruitment agencies. Seemingly perceived as very ‘cloak and dagger’, specialist agencies can be the solution to fill your talent gaps. Many turn to specialist GreenTech recruitment agencies, who can impart significant ROI on their talent pool. However, finding, interviewing and hiring the right talent can become too time-consuming for new founders and fast-scaling startups. Spending my time in that space is just so important”. “What bigger problem is there to solve for our generation than climate change? Not only is climate change an existential-level threat to humanity, but it is also especially dangerous for the poorest communities around the world. Sandy Anuras, who recently joined home solar provider Sunrun as its Chief Technology Officer, spoke about her desire to move markets. In reality, many individuals are leaving their incredibly desired, high-paying tech professions to work at mission-driven businesses that are leading the way in influencing climate solutions. The GreenTech OpportunityĪmidst the crypto crash and backdrop of the market downturn, venture capital funds in GreenTech broke a record for the largest amount of capital raised in any prior full year at $151b! With the market booming and the climate emergency still as imminent as ever, the only way to supercharge the market and mitigate the climate crisis is by hiring the best and brightest minds. This article appears in our Sustainable Edit newsletter, our monthly recap of the latest news, startups and stories in GreenTech - subscribe here.
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