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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Also given that it literally leaks onto Twitter when performance review season happens at tech companies and at least some people end up quite disappointed, you’d think that would be a great time to renew acquaintances with people who might plausibly wonder what changes to make.
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Replying to @patio11
Hello Patrick, Is there a Phone # I can reach you at? Or follow so I can DM you. I have a start-up that is looking to possibly start Utilizing Stripe but we have some questions regarding usage for accepting international payments and integrations. Thanks
1 reply 0 retweets 1 like
Can you email me at this handle at http://stripe.com ? Will route it appropriately.
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Replying to @patio11
OK, just sent a test email to be sure I got it right. Thanks
0 replies 0 retweets 1 likeThanks. Twitter will use this to make your timeline better. UndoUndo
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