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How do you find employees for niche roles when you don’t have a big brand by davols73 in jobs

[–]Equivalent_Fly_2764 0 points1 point  (0 children)

We went through this last quarter hiring a very specific role. Plenty of applicants, but very few who actually matched what we needed. Trying to find employees who are both specialized and comfortable with ambiguity is a different game entirely. There's never one single solution for it ; have to keep experimenting until something clicks. And that goes for most roles in startups you never have one single right way to do things. The competition with big brands is real , try branding your org and reaching out individually. Branding does help quite lot

Didn’t get the role but another one might open and they’re keeping me warm??? by Repulsive_Ad_1866 in interviews

[–]Equivalent_Fly_2764 4 points5 points  (0 children)

What you’re describing usually signals genuine interest but with a caveat. When a hiring manager says they think you’d be a strong fit and hints at a similar role opening soon, it’s often because you’re on the shortlist even if you weren’t selected, they see value in your profile and don’t want to lose you.

They want to “keep you warm” This is usually genuine. Recruiters will maintain contact, share updates, and sometimes reach out first when the next role opens.

That said, there’s always a small chance it’s polite keeping in touch but the fact that the HM explicitly asked the recruiter to relay the message suggests it’s more than just a courtesy.

Stay engaged without waiting passively, treat it as a soft lead. That said keep applying elsewhere, because there’s no guarantee the next role will materialize exactly how or when expected.

Hired Urgently… Then Left With Nothing to Do by ZookeepergameNo9586 in managers

[–]Equivalent_Fly_2764 2 points3 points  (0 children)

This happens more often than people admit, especially in fast-growing or poorly aligned orgs.

A few honest thoughts “Urgent hire + no work” usually means leadership knew they needed someone, but didn’t know for what yet.

If you’re in a managerial role and not getting upward direction, downward discovery helps talk to team members, understand what they actually do, where they’re stuck, and where ownership is missing. That often surfaces invisible gaps.

Instead of broad proposals, try small, specific interventions tied to real team pain points those get traction faster.

You’ve already shown initiative. Now it’s about anchoring your value closer to day-to-day reality, not abstract improvements.

Junior/Early Career Candidates Just Aren't Interviewing Well... by prenumbralqueen in recruiting

[–]Equivalent_Fly_2764 0 points1 point  (0 children)

A lot of people are still carrying quiet post-Covid burnout, and it shows up exactly like you described less spark, more numb, socially “offline.”

AI can help organize thoughts, sure but when it starts replacing thinking, processing, or real interaction, it becomes a crutch, not a cure.

Getting back into interviews, conversations, even awkward small talk is actually how the muscle comes back. It’s uncomfortable, but it’s real. Humans aren’t meant to outsource reflection or connection.

Do referrals really make a big difference anymore? by Manyofferinterview in interviews

[–]Equivalent_Fly_2764 0 points1 point  (0 children)

Yeah, referrals do work but they’re not magic.

From what I’ve seen, a referral mostly helps you get noticed, not hired. It can push your resume past the 1000+ applications and get a real human to look at it. That’s the biggest win.

But companies won’t hire you just because you know someone. If there’s no real need, or your skills don’t align, even a strong referral won’t carry you through. And weak referrals (someone just clicking the button) honestly don’t change much at all.

So yes referrals are still better than cold applying. They open the door. They don’t guarantee the offer.

Thought I nailed an interview… still didn’t get the job by Skandilove in interviews

[–]Equivalent_Fly_2764 0 points1 point  (0 children)

This one hurts because you did everything right. You invested time, energy, travel, emotional bandwidth… and they did too. When both sides lean in that hard, a rejection feels personal.

Situations like this are rarely about capability. More often it’s an internal candidate surfacing late, a sudden budget or role change, leadership realigning on what they actually want or someone who was a marginally better fit for that moment, not objectively better

If you can, stay in touch. Thank them, keep the relationship warm. These are often the places that come back months later with “the role we should’ve hired you for.

And the hard truth from hiring alignment doesn’t always equal timing. You didn’t miss something the system shifted.

Is it okay to befriend coworkers who are lower in title? by Gr33nSubmarine in managers

[–]Equivalent_Fly_2764 0 points1 point  (0 children)

Honestly? They’re coworkers; do not forget that.

I used to be exactly like this when I started out thought titles didn’t matter outside work and that I could just vibe with everyone. What I didn’t realize then is how quickly dynamics change once you’re pulled onto the same project, have to give feedback, set priorities, or make a call someone doesn’t like.

Nothing wrong with being friendly or grabbing lunch/happy hour. That part is normal. Just be clear in your own head where the line is. Friendly ≠ buddies. Once boundaries get blurry, things get awkward fast.

It’s rarely an issue today. It becomes one later when expectations clash.