episode 11 live - working with a recruiter part 2

full transcript

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Thanks. So again, thank you for tuning to guys. Council 2.0 in the live edition. Again, I say the live edition because this was a podcast that I had right interview people. And I then transitioned it to the last show because I already have a podcast where I interview people. It's called unicorn finders. You can check that out. The unicorn finders.com. I do that with my two dear dear friends at Beiko Jake Shepherd and Daniel Thompson and Tampa. So check that out. The unicorn finders.com. So yeah, so what I did is I was like, this is dumb. And again, we come up pivoting. We can talk more about this.

You know, later or another episode, but pivoting during COVID. That may be my session on Monday. I'm going to write that down. I do this a lot ideas pivot during COVID. So I was tired of having two podcasts. There's nobody needs to podcast. There's nobody does. And so this the live edition is just me chatting with you. And just having some real conversations around real topics. Fernando, what's up, man? The men became Republic. I love it. I'm international. This is great. Vaco. I think we need to open up an office, the men are in Republic. I will go down there and scope it out and hang out.

Yes, Kyle definitely love to talk when I get better with programming. Hey, Kyle, listen, we've taught now. You need a good programming. We just hang. So don't worry about that. Um, so a few shout outs before we get into this topic. So this is the continuation of yesterday's topic. Yesterday's topic. So these sessions typically go 15 minutes because one, you all have to work and so do I. Two, if y'all like me, I have 80D and I don't really watch things for certain referral along periods of time. So I tried to get things short. Well, yesterday blew up. We went like 40 minutes yesterday. And so I definitely want to expound on some things that I didn't get to expound on.

And so again, we're going to talk about working for crooters here in a minute. But first, again, some shout outs, shout out Alex, pool or design. Alex pool, design at gmail.com is how you reach him. He did all of this stuff. This. He did this. This stuff. Guys, it's got a 2.0 text me. The overlay. All my design work that's going to come out in the near future. I'm going through kind of a rebrand. Alex is kind of heading that up. Also, shout out to Summer and Lennyton, Summer's in Seattle's helping me remote. She is completely redesigning my website, TaylorDessing.com. That's going to be really robust.

I'm very excited. We're going to have really practical things housed on it to like word tracks on how to use, you know, on how to network, how to write a resume, you know, how to start this, how to start that. So I'm going to have some real practice. It's going to tell dessing.com is going to be lit. Summer Lennyton's heading down to the, so again, Summer, thank you for that. shout out Drew Skeleton. Drew has done all of my video work lately. Drew is amazing. If you need some good video editing work, hit me up, Drew's fantastic. And then also shout out to my buddy Brandon Arvey with Brandon 78 of the likes and tickets.

Jackie, he is actually doing he is more on the content creation design, future kind of what we do in the next six months to a year. 2021 is going to be awesome. I'm very excited. We're going to we're going to go all in on this content machine. So again, thank you all for tuning in. Danny, it's good to see a big dog. Looks awesome. Hey, Danny, you look awesome. You look awesome. All right, cool. So let's go and dive in to the live edition of Guy's Council, to point out how to work with your career. So yesterday we started talking and again, if you have questions, comment at me, retweet this if you're watching on Twitter, like comment, repost it on LinkedIn.

I would love to have a good conversation again this morning. Hey, if we don't have a good conversation this morning, that's fine. I'll just talk for a few minutes and it will continue on our day. But my thing is I want to talk more about recruiters. So we talked yesterday about, you know, some practical things, about how to find a recruiter, what's it look for in a recruiter. So let's talk about the process of work with recruiter and a little bit behind the scenes about me and how I work as a recruiter. And really just the expectations you need to set when working with recruiters.

So first off, I want to say this, the recruiter does not, while the recruiter finds you a job, he or she does not work for you. Right. So I want to say that immediately. I bet that is sometimes not a popular opinion, to be honest with you. You don't pay us. Right. The job seeker does not pay us. The company pays us. So I want you to know first and foremost that if you're unhappy with the recruiter and you feel like the recruiter isn't getting, you know, definitely needs. You know, if you feel like the recruiter isn't meeting your needs, the recruiter is meeting with a ton of other people as well.

It's not just about you. Right. My old boss and Raleigh, Sid Mitchner, he looked at me one day because I was stressing about something I always stressed and he goes, hey Taylor, it's not about you. And he meant that joke, you know, it's like, hey, listen, relax. It's okay. Right. So if you're a job seeker again, relax, it's not about you, but the recruiter is not just recruiting for you. Right. So so a little peel behind the onion for my day today. So I meet, I'm supposed to meet 15 people a week, right. Right. Now that the little light, the market's a little bear, which is why I'm pebbing all social media stuff.

But to be honest with you, like if you look at my DMs and my ads, right Danny, Danny can attest to this. If you're still watching Danny, like we get hit up a lot, Danny gets hit up way more than I do. Danny is more popular. It's just a lot. Right. It comes at us a lot. And so, you know, again, the amount of people that recruiters have to meet weekly is 10 to 15. Right. You extrapolate that out over a year. That's five, at least 520 people. Right. Like like what's 52 times 15? I'm bad at math. Give me a second. I'm doing a calculator 52 times 15.

So that's 780 people. 780. Right. Recruiters are meeting if they are doing 15 a week, which that's really hard clip. And now I can go into that. But I'll bore a lot of you with how much work we have to do after that. 70 to 80 people. That's a lot of freaking people. And so again, I want you to know that if you feel like you're not getting what you need for the recruiter regards to communication, right, we are just, we are like, we're blowing going, right. And so again, Danny, a few things, DMs come nonstop. You try to be valuable for everyone, but there's only so many things you can do.

Yeah, absolutely. There's only so much we can do. And so first off, have some grace with recruiters, right, because we are busy. I'd also ask you to, you know, if you catch yourself complaining about recruiters, I'm a recruiter of stinks. Here she isn't getting back to me. Oh, thank you, Ghost at me. When is the last time you checked in with them? What was the last time you texted them? Email them called them. Right. Listen, I'm not perfect. Right. I'm sure there are people probably watching this that they're like, well, Taylor ghosted me. Right. There are probably people watching this because listen, I haven't been perfect.

Right. I ghost people sometimes. It happens. I don't mean to. And so a lot of times I need developers. I need people to check in with me. I need the cost of touch points. So check in with your recruiter. Right. Check in with your recruiter. Another thing too is is after we meet somebody, right? And again, just a little people behind that. I mean, after we meet somebody, we have to not wait. So like pre COVID, right? My mom, hi mom, if you're watching. My mom was just like, I don't even have fancy lunches. That's all you do. Fancy lunches. Right. People see me. I might out all the time.

Right. Lunch is coffee, dinner is whatever. Listen, there is so much. paperwork behind the scenes that you know, we have to do. Right. So after we meet you, then we have to take all this information that we learned from you. We have to enter it into our CRM. After we enter it into our CRM, we then have to do that with all 15 people, which that's a lot of paperwork. Then after that, then we have to take it with there's a job boat. But then we got to send you the job opportunities. And then you have to be like, okay, yes, sure, I'll submit you or I'll like to be submit.

Then we submit you. Then we line up interviews. So we'll do that for you. Imagine you're that for 15 other people. Imagine the amount of just moving parts that recruiters like again, I think recruiters have this kind of this vibe with people that like I don't do anything. They just they just talk and they they find me a job. Right. That's not true. It's not true at all. We have to, you know, then for me, like I'm trying to pivot, you know, two X three X four X. Right. Or we can do the developer joke, the 10 X developer that went around Twitter while back, right, 10 X recruiter.

Right. Then what I'm trying is I'm trying to like get everybody in the fold and touch points because at the end of the day, right, again, I said yesterday, I meet 500 people, but that only plays 50 of them. So what am I doing to other 450 people? Right. So I'm trying to do that Danny Danny, Danny Thompson again, I appreciate you. But don't check out Danny Thompson. If you haven't already, he is fantastic. He's he is a force to to to reckon with. I'm here's another thing. If the recruiters are working, there are a ton of recruiters. Yes, I another one. Some recruiters are incredible.

Some are not it doesn't mean all recruiters are bad. Just means they are human again, Danny could not have set it better myself. Thank you so much again. If you are watching this and have questions about recruiters, please let me know. Or if you have any questions about why we do things or how to navigate recruiters, please let me know. So again, so that's what we're talking about. Right. We're talking about all of the paperwork, all of the emails, all of the texts, all the calls that we have to do. It builds up. Right. We we we let things fall through the cracks. Right. So if you're watching this and I have so and I'd ghost you, I apologize.

Right. If you are watching this, I do apologize. And so so the next thing that I want to talk about working with recruiters is is rates. Right. So let's talk rates real quick. We'll talk rates. And if there's no more questions, we'll we'll we'll go ahead and Kyle. I think I found you from Danny. Yeah. I've made a lot of new friends because of Danny. So and again, I'm I'm forever grateful for Danny Thompson. Cause I've made a lot of new friends because of him. That's why you surround yourself with people. You are this, um, the five people you surround yourself. Danny is somebody who I want to surround myself with, um, always.

Um, so oh, to hostway, what's up, buddy? From from Texas. This is really helpful. I stress job searchers. I stress job searchers. We forget about how stress everyone. Yeah. Listen, this is huge. Postway makes a great comment. Right. Everyone stressed right now. Everyone I'm stressed. Right. I've had a few people. But they're like, oh, it looks like 2021 2020 has been great. Ah, it's been hard. It's been really hard. But I'm grateful. I'm grateful for what's been given to me. Right. I'm grateful for my daughter. I'm grateful for health. I'm grateful for my wife. grateful for work. I'm grateful for you that are watching. Right.

Everybody's watching. I appreciate it. So again, it's about being grateful. So and again, this is another thing that I've talked about. Um, hostway. I have time to do data too. Hi. Hey, you'll stop that. Stop that. Give a data too much props now. No, I'm just kidding. So yeah, I mean, that's another thing I want to talk about. Right. It's just like listen. Like the I sense people when they message me how desperate they are. Right. They're like, oh, I'm just frustrated or that can just feel the angst and consternation from them. You need to be empathetic during this time. You have to realize that so many people are stressed.

As so many people are dealing with their own things. Right. Like I said, I did a live interview with Beiko. I'm on LinkedIn with my boss Kyle Allen. And we talked to everyone's going through like everyone's going through some shit this year. Everybody has everybody has personally, professionally, people been laid off. I had to lay people off of my team. I cried. Right. I cried this year because I'd to lay people off. Right. It's up. Right. Recruiters are going to a lot. Right. We're inundated with people now that we have to go remote now. Not that we have to. The fact we are able to go remote is just so many so much more candidates.

Right. Job seekers. Right. You're going up against so many more people. Just have to have some empathy around the job search. Right. I think that I think that gets lost. And I think that people I tweeted this yesterday, the people who have the best success in the job search don't have any ego and don't come across as anxious or stressed. Right. And that's hard. It's like dating. Right. You know, you're on your first date. You're pretty jacked up about this guy or this girl. And you're like, Oh, you're like, be cool. Be cool. I won't scare him away. Sadly, that's the job search as well.

So going that little mini ran again. Guys, Council 2.0 to be honest with you is more just like therapy for myself to you. So we may not always talk about what we need to talk about. So find a thing about rates and then we'll go ahead and get off. Again, if you have any comments, please comment at me. And let me know if you have any questions. Let's talk about rates. The big thing is, so there's a misconception notion that recruiters kind of cut into rates. I do have to say, I think for really senior salaries, I see it. Right. Companies have a set budget that they have to do.

Right. And they kind of unfortunately lump in recruiter salaries, at least that I see with with with the candidate salaries. Right. So if a client has a budget of 100, 75,000, right, but that pay a recruiter 20 $20,000, right, that's 20,000, $20,000 we can. I've seen it before. I've had a company hire my guy and I found out what he made a year after and that gave him like a $20,000, right? Which was about the fee that we charge them. Right. So like it happens. I will tell you though that I would still work with recruiters on the perms side of things because we get you in the door.

Right. Again, it is a one, two punch LinkedIn user. Thank you. Keep killing it. I don't know who you are, but thank you. I appreciate you. So again, I think so you're probably saying, okay, Taylor, your same recruiters cut into my salary. Why don't want to use it? Because we can get you to the door. Right. And it's only for really senior architect level. And senior, are my senior architect friends like they know that I don't get a ton of positions and we just kind of stay in touch for market until. Right. And so now for a contract perspective, so let's talk about contract that we'll go ahead and pop off.

So just I kind of feel like I'm rambling a little bit. The contract side of things that you need to be firm. Right. We need to be firm in your rights. Right. I always try to be fair, always. Right. I think there's this priest can see the notion where the recruiters in there is. I mean, we recruiters do this. But there's a reason why it's a preconceived notion is that recruiters try to beat you down on the hourly rate. So they can make more margin like that. I got to think like that is a hundred percent of thing. But what you need to do is you need to do some research.

You need to do some research before you get to the final round with a recruiter. I try to prep candidates as much as possible. I send them our benefits. I talk about what the hourly rate needs to be. I talk about this. I talk about that. But at the end of the day, can't wrap their minds around and offer until they get it. Like you need to do better. Can it's job seekers. You need to do better. You need to do some research. Like take it upon yourself. Be responsible. If you have enough time to be on the job search, you need to have enough time to to to research your benefits.

Currently your current company. How much you're paying? What is an offering? Right. I need we need a total compensation amount. So that's my little rant on compensation quickly. From an hourly contract perspective. Be firm. Know what you're worth. But be flexible. Right. I have all the I have I have candidates coming to me like, well, I want this and nothing less than like, all right, well, we're up. I mean, I can't. We can't do it. So bye. I mean, like I have these candidates that just get so tied up with their worth, which is good. But you need to be flexible. You need to be open with the recruiter is giving you is educating you on.

Right. If you want a hundred an hour with the recruiter goes, listen, the highest I've ever replaced is 75 an hour. That's a 25. That is a lot. That's a $50,000 difference. Right. And you need to be open to that and listen to that and not be so dead set on Hey, like this is what I want. That's it again, empathy on the job search. You check out unicornfinders, the unicornfinders.com. My other podcast we talked about empathy is one of my earlier episodes, empathy on the job search. Everyone needs it, especially with negotiated. So that's it for today. Then goes long as yesterday, but probably good things.

I got things to do today. So again, thank you all for tuning in. I appreciate it. If you have any questions, go ahead and comment. We had some triple ins yesterday. So I'm going to play the exit music comment. If you have any questions, I'm off to market no live tomorrow, no live on Friday because I get tired back in the week, running on the alphanay and the break. So no lives on tomorrow. Come back on Monday. Well, I'm going to keep I'm probably going to keep talking about recruiting in this kind of topic for a little bit. Because I think it's important. I think it's very, very important.

So again, thank you all for tuning in. Check out makeo.com back slash Taylor to, you know, check out some videos, resume templates, all that. If you want to join my texting team and text me, see for five, two, five, 40 or six, I send out daily job search advice to your phone. And then I think that's everything. So again, thank you so much for keeping it. Guys, you have to 2.0. You'll have a great Thursday. And I'll see y'all on that.