Cindavi

Last week, I came across a fascinating hiring system…🤔 Zappos, the well-known shoe retailer, approaches hiring in a way that’s anything but traditional. Through their “insiders” program, candidates are paired with “Team Ambassadors” who guide them through the process, focusing on understanding their personality and cultural fit. 📶 Instead of applying for specific roles, candidates build relationships with the company, and Zappos works to find the right place for them within the organization. 🧩 By prioritizing relationships over resumes, Zappos says they ensure they attract talent that truly aligns with their core values. A simple yet potentially powerful strategy that’s all about people, not just resumes. 😮 Do you think this approach works? Should others adopt such a unique strategy to hiring?

Dear Engineers, your garage isn’t a lab. 🚗🔧 We get it—remote work is the dream. But for some roles, like testing hardware, the tools, space, and team collaboration required just don’t fit into a hybrid or remote setup. Think about it: asking for circuit boards and testing rigs to be shipped to your house so you can tinker in your garage might sound appealing, but is it realistic? (And let’s not even talk about the shipping costs. 📦💸) Here’s the thing: ➡️ Onsite roles exist for a reason—access to state-of-the-art labs, collaboration with cross-functional teams, and the ability to troubleshoot in real time. ➡️ It’s not about flexibility; it’s about functionality. You can’t replicate some environments, no matter how tricked-out your workspace is. So, while remote work is wonderful for many professions, engineering isn’t always one of them. Don’t write off onsite roles—they’re where the action (and innovation) happens. #Hybrid #RemoteWork #Engineering

“𝗜’𝗺 𝗮𝗳𝗿𝗮𝗶𝗱 𝗼𝗳 𝗹𝗼𝘀𝗶𝗻𝗴 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗳𝘁𝗲𝗿 𝗜 𝘁𝗿𝗮𝗶𝗻 𝘁𝗵𝗲𝗺.” Here’s the real risk: keeping untrained employees who never leave. The truth is, the best employees want to be challenged. 🧩 They want growth, development, and the chance to improve. If you’re not providing that, they’ll find somewhere that does, or worse, they’ll stay and coast. 🏖️ Training isn’t just about skills; it’s about engagement and retention. Companies that invest in their people don’t just build talent, they build trust and loyalty. 🍀 Don’t fear growth.  Embrace it. Your people & your business will thank you.

Are your best employees quietly planning their next move? 🤔 When employees feel like their growth has stalled, they don’t always raise a red flag—they quietly disengage. And when they leave, it’s not just their skills you lose; it’s morale, productivity, and momentum. 💡 How to prevent stagnation: ➡️ Conduct Career Check-Ins: Regularly discuss long-term goals and align them with opportunities within your company. ➡️ Offer Growth Paths: Show employees how they can advance, whether it’s leadership roles, technical expertise, or lateral moves. Retention doesn’t happen by accident—it happens when employees see a future with you. #CareerDevelopment #EmployeeRetention #LeadershipTips

“𝑾𝒆 𝒉𝒊𝒓𝒆𝒅 𝒕𝒉𝒆 𝒘𝒓𝒐𝒏𝒈 𝒑𝒆𝒓𝒔𝒐𝒏… 🤬 ...now we’re starting over from scratch.” 🫠 Sound familiar? If you’ve ever had to backfill a role because the initial hire didn’t work out, you’re not alone. After hearing this story repeatedly (almost every week), here’s what I’ve learned about why it happens: 𝟭. 𝗧𝗼𝗼 𝗙𝗲𝘄 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀: A small pool often leads to compromises. 𝟮. 𝗦𝗵𝗮𝗹𝗹𝗼𝘄 𝗦𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴: Missing red flags by focusing only on the surface. 𝟯. 𝗥𝘂𝘀𝗵𝗲𝗱 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀: Pressures to hire quickly override finding the best fit. The result?! Time, money, and morale are drained. 🤕 The fix isn’t just hiring faster—it’s hiring smarter. Create a thoughtful process, invest in candidate evaluation, and prioritize alignment over urgency. What’s your biggest lesson learned about hiring the right person? I’d love to hear your thoughts!

Why are top engineers turning down offers most people dream of? 🤔 It’s not what you think. Money talks, but it’s not the only voice engineers are listening to. Growth, flexibility, and purpose often outweigh even the most competitive salaries. If your offer doesn’t reflect what matters most to the candidate, they’ll walk—no matter the dollar amount. 💡 Win them over with more than money: ➡️ Highlight Flexibility: Remote options and work-life balance are non-negotiables for many engineers. ➡️ Showcase Culture: Engineers want to work where they feel valued and supported. ➡️ Sell the Mission: Meaningful projects are more compelling than just a paycheck. High salaries might attract talent, but only thoughtful offers will keep them. 🚀 #EngineeringCareers #Retention #Recruitment

🎄🎅 Oh, Christmas tree, oh, hiring spree! 🎅🎄 As the year winds down, we wanted to wrap up (see what we did there? 🎁) with a big THANK YOU to all the hiring managers and technical professionals we’ve had the pleasure of working with this year! Wishing you a tree-mendous Christmas and a Ho-Ho-whole lot of joy to close out 2024! Here's to an even more fa-la-la-la-flawless 2025! #MerryChristmas #HappyHolidays #CheersTo2025

❌ Your job posts could be pushing away top candidates. But don’t just take my word for it—try this exercise. 1️⃣ Read the job post below. 2️⃣ Highlight any terms or phrases you think might exclude certain candidates. 3️⃣ Check the comments for the full breakdown. 💡 Hint: Even small word choices can have a BIG impact on who applies. So, how inclusive are your job descriptions? Let’s find out! (answers are in the comments - how'd you do?)

The best engineers aren’t browsing job boards... They’re solving problems, leading projects, and making an impact. But here’s the thing—they’re open to the right opportunity. These are your passive candidates. Why do they matter? Because the best talent isn’t actively looking. If you want to build a top-tier team, you have to go beyond traditional recruiting. Over the past five years in recruiting, I’ve noticed a pattern: the best companies and teams excel at these four things: 𝟭. 𝗕𝗲𝗶𝗻𝗴 𝘃𝗶𝘀𝗶𝗯𝗹𝗲: Showcasing their company’s culture and opportunities on LinkedIn and industry forums, making it easy for talent to find you. 𝟮. 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀: Connecting with potential candidates early—before there’s a job opening—and recognizing the value of nurturing your network. 𝟯. 𝗦𝗲𝗹𝗹𝗶𝗻𝗴 𝘁𝗵𝗲 𝗿𝗼𝗹𝗲: Focusing on what matters to them, highlighting career growth, challenging projects, and work-life balance. 𝟰. 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘇𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝗽𝗶𝘁𝗰𝗵: Doing their homework and showing how the role perfectly aligns with the candidate's goals and aspirations. Passive candidates aren’t easy to secure—but they’re worth the effort. Invest in the process. Your team will thank you. And so will your bottom line.

Imagine this: you have a critical role open. Two candidates. 👩💻 Candidate A has unmatched technical skills and can start contributing tomorrow. 🗣️ Candidate B isn't quite as strong technically—but what stands out is their ability to communicate and build rapport. You choose Candidate A because, in the immediate sense, they’re the “better fit.” 🤔 What did you miss out on? Here’s what happens in the long run when you prioritize technical skills over soft skills in technical roles: 1️⃣ Mentorship suffers. 🌱 Candidate B might have inspired junior team members, fostering growth and creating a culture of learning. Instead, your team is left without that guiding influence. 2️⃣ Succession planning stalls. 🪜 Candidate B had the potential to grow into a leadership role—communicating cross-functionally, aligning teams, and transferring knowledge. Candidate A? They’ll perform well but may not pave the way for the next generation. In technical roles, the work is about more than tools, code, or processes. 🤝 It’s about collaboration, innovation, and preparing your team for the future. ✅ Yes, experience matters. ✅ Yes, technical expertise is critical. 🚨 But don’t overlook the long-term impact of communication, teamwork, and leadership skills.