Somebody, and by somebody I mean “Not LinkedIn”, should be tracking the expanded cinematic universe of a company’s hiring operation and proactively surfacing candidates based on it.
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Simplest possible example and it kills me that everyone doesn’t just auto-operationalize this: assume you are hiring for some role which is relatively fungible and high-frequency, like e.g. “our basic engineer.” If you interview someone and make an offer, and they turn it down:
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You should put that person on some sort of nurture list for forever, just like your sales team would do because they’re competent at sales, and periodically take a whack at them to touch base about the new adventure and see if they’re happy.
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Replying to @patio11
At least until the person says they don't want to hear from the company anymore.
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