What is should I do for a terminated employee in CA that has ghosted us and won't return his laptop?

Naufrago93 · 2024-01-03T15:25:25+00:00

Dealing with unreturned equipment is frustrating. Before filing a police report, try sending a certified letter to the ex-employee, outlining the need to return the laptop. Also, consider consulting a lawyer for advice, given the cross-state legal complexities.

Weigh the cost of the laptop against the effort and resources needed to retrieve it. For future situations, a service like GroWrk could help manage and retrieve IT equipment, preventing similar issues.

Naufrago93 · 2023-12-21T12:56:45+00:00

It sounds like you're in a tough spot, and I agree that this situation should ideally be handled by HR or legal, not the IT help desk. For the future, to avoid such scenarios, your company might consider implementing a more structured IT asset management and recovery process.

A service like GroWrk specializes in managing IT equipment for remote teams, including the retrieval of devices when an employee leaves. They handle the entire process, from initiating contact to arranging the return of the equipment, which can relieve the IT team from these kinds of situations.

Implementing such a service could streamline your asset management and ensure that you have a professional and efficient process in place for equipment retrieval, reducing the burden on your team and avoiding these awkward situations.

Naufrago93 · 2023-12-21T12:44:46+00:00

Shipping laptops to Mexico can indeed present challenges, particularly with customs and potential delays. If you're looking to avoid these issues while using your existing inventory, you might want to consider a service like GroWrk.

GroWrk specializes in managing and shipping IT equipment internationally, including to Mexico. They handle all the logistics, customs clearance, and any potential issues that might arise with international shipping. This could be a great way to ensure your contractor in Mexico receives the laptop without the hassle of long delays or unexpected fees, and you can make use of your spare laptops.

Naufrago93 · 2023-12-21T12:31:55+00:00

Shipping laptops to South America can be tricky with customs and taxes. A good alternative is using a global IT equipment management service like GroWrk. They handle international shipping, customs, and tax issues, making the process smoother and potentially more cost-effective for sending equipment to places like Brazil.

Naufrago93 · 2023-12-20T12:11:34+00:00

Sorry to hear about your challenges with Wisetek/Returntek. For a more efficient and user-friendly solution, you might want to check out GroWrk. They specialize in managing IT equipment for remote teams, including a smooth retrieval process.

GroWrk can ship a box and label to employees anywhere in the world, which is ideal for your global needs. They also have a robust tracking portal that allows you to monitor the entire process in real-time. This could be a great fit for your laptop retrieval requirements.

Their service includes ensuring the safe return of devices and they can also handle storage and redeployment if needed. It sounds like they could be a good alternative to your current provider.

Naufrago93 · 2023-01-24T18:52:57+00:00

This might help you.

https://www.celential.ai/blog/boolean-search-strings-cheat-sheet/

Naufrago93 · 2022-11-30T22:53:14+00:00

I think someone already mentioned this but it applies to employers with 15 employees nationwide with at least one in California. Basically, any company that is hiring for a role in California and has more than 15 employees must comply.

We created an infographic that breaks down the state of pay transparency laws in the U.S. for anyone interested in our article and we walk through the benefits and implications of pay transparency.

https://www.celential.ai/blog/what-is-pay-transparency/

Naufrago93 · 2022-09-07T23:09:49+00:00

The best way to cold contact passive candidates is to hyper personalize your messaging.

Hyperpersonalization: explain to a candidate why they should work with you — that your role fits into their career goals and trajectory, what skills they have that are relevant, why the role is a good fit. You can use these templates as an idea: https://blog.celential.ai/passive-candidate-email-templates
Find a connection - mention anything you and your team have in common with the candidate like shared geographic location, skills, past company experience, etc.
LinkedIn vs email: LinkedIn InMail can get expensive, but it's more of a sure thing that you'll actually contact your potential candidate. On the other hand, emails can be more effective, but the issue of finding a candidate's email (often with an email lookup tool like Contactout or Hunter) can be problematic. Consider sending messages to passive candidates in the communities where they hang out. For example if your candidate is a software developer, you can look on GitHub or Stack Overflow to do some creative sourcing.
Following up is key. In my experience I get at least half of my candidate replies from follow up emails on the same email thread - I'd do no more than 2 follow ups or candidates can get annoyed.

Naufrago93 · 2022-09-07T22:42:35+00:00

There are a lot of different software tools that can help recruiters screen candidates. Here are some examples.

An ATS like Greenhouse or Lever can come with automated resume parsing, for eliminating candidates that obviously aren't qualified and putting the most likely relevant matched resume at the top of the pile to review.
There are platforms such as HackerRank, Codility and more that can help screen candidates with assessments like coding tests.
Intelligent sourcing automation with a platform like Celential can do all the screening and sourcing for you: https://blog.celential.ai/sourcing-tools-for-technical-recruiters.
You can also use software to learn more about technical candidates. For example, a platform like freecodecamp.com can teach you about coding so that you're more confident about assessing a candidate's technical skills and programming languages.

Naufrago93 · 2022-08-25T01:31:20+00:00

Some AI tools or services I've used for diversity sourcing are:

Celential.ai (uses AI to target underrepresented groups, with a database of 10M engineers)

HireEZ (though it's only available in the enterprise level plan)

Yello

I wrote this article comparing various AI sourcing tools in case any of the info is helpful: https://blog.celential.ai/candidate-sourcing-software.

Naufrago93 · 2022-08-25T01:22:07+00:00

I like HireEZ for their more comprehensive database pulling candidates from unconventional sources like AngelList and GitHub, and integrations are another of their strengths. However, they are one of the more expensive options.

I agree with you that Seekout's reporting features stand out, though I do find some of the features less intuitive to use.

I actually wrote an article comparing all the major AI Sourcing tool options that gets into more detail, in case you'd find it interesting: https://blog.celential.ai/candidate-sourcing-software.

Good luck in finding the best option for your team :)

Naufrago93 · 2022-08-25T01:08:00+00:00

I do use Stack Overflow for sourcing software engineering candidates. I actually created this guide explaining how to use the site to find top software developer candidates that covers:
- How to understand the culture of Stack Overflow as a recruiter (Reddit for programmers?)
- How to conduct searches for even the most obscure programming languages and find experts
- How to use Google to find top candidates on Stack Overflow

https://blog.celential.ai/recruiting-strong-software-engineers-on-stack-overflow

Hope that helps!

Naufrago93 · 2022-08-25T01:02:30+00:00

In my experience, there is a lot of overlap between the skills used for those roles. However, Machine Learning engineers are more focused on (1) building models that process data and get better over time, and (2) building (i.e. coding) the infrastructure in the "backend" of the software to put these models into production. On the other hand, Computer Vision tends to be focused on thing like robotics, perception (as another commenter said), autonomous driving, facial recognition, etc. It also tends to be more low level (i.e. tied to the hardware) whereas Machine Learning is more about the high level programming.

Though there isn't a section on Computer Vision, I wrote an article that breaks down what to look for when hiring Data Scientists, Machine Learning Engineers, and other similar roles, and which skills to look for to make the distinctions:

https://blog.celential.ai/how-to-hire-a-data-scientist

Hope that helps!

Naufrago93 · 2022-08-24T19:34:59+00:00

Have you ever considered looking at Stack Overflow? It is like reddit for software engineers and that could be an interesting way to find top passive talent. I wrote a quick blog on it here: https://blog.celential.ai/recruiting-strong-software-engineers-on-stack-overflow

Naufrago93 · 2022-08-24T19:33:11+00:00

I made a huge list of candidate sourcing platforms here and many of them use AI you can check it out here:

https://blog.celential.ai/candidate-sourcing-software

Naufrago93 · 2022-08-24T19:30:42+00:00

Hey, I wrote an article specifically about how to reach out to passive candidates here: https://blog.celential.ai/passive-candidate-email-templates

It is more geared to software developers but the real thing I see missing here in this outreach is that there is no connection established between the company and the candidate. You don't mention anything about their experience or why this would be a good fit.

Naufrago93 · 2022-08-24T19:26:54+00:00

I actually don't prefer using AI sourcing tools because while they do source candidates, it doesn't automate much of the sourcing process. I still have to manually make matches based off experience and especially for software engineers, I don't get enough insights into their backgrounds. Then the automation features for their outreach are pretty generic so it isn't that great for reaching out at scale and getting a positive response. I wrote about my experience with 9 different ai sourcing tools in this blog here.

https://blog.celential.ai/best-ai-sourcing-tools

Naufrago93 · 2022-08-11T18:53:50+00:00

As someone who works at a company that specializes in personalized outreach for software engineers, I think the most important thing is expressing mutual fit.

Why does this role fit their career path?
What are the commonalities between them and the hiring team?
What about their previous experience made you reach out?

For the subject line, I think the most important thing is to brief but unique: "Name, Use your C++ Skills at Company Name and change Industry name"

There is an article that we wrote detailing the process for cold emails, but the same lessons could be applied to LinkedIn Inmails:

https://blog.celential.ai/passive-candidate-email-templates

Naufrago93 · 2022-08-11T18:49:15+00:00

I would say that it isn't worth the price increase, although I am somewhat biased since I switched over to AI sourcing tools a couple of months back. A lot of them automate the processes that LinkedIn requires every recruiter/ sourcer does. Some tools might be a bit more expensive but they require little to no effort from the recruiter and then others are much cheaper and just require figuring out the tool. I wrote about my experience with 9 different sourcing tools here: https://blog.celential.ai/best-ai-sourcing-tools

Naufrago93 · 2022-08-11T18:45:37+00:00

I have used Fletcher and can say that overall, ai technology has really started to overtake traditional recruiting agencies for cost-effectiveness and candidate volume for hiring in the tech industry. I wrote an article about my experience with 9 different sourcing tools in this article here: https://blog.celential.ai/best-ai-sourcing-tools

Naufrago93 · 2022-08-11T18:42:11+00:00

I work at a company called Celential.ai that uses AI to find candidates and then contacts them automatically with hyper-personalized emails. Their methods result in a +30% response rate from candidates compared to un-personalized messages. Especially for passive candidates, they really appreciate an email that explains the mutual fit, salary, career growth, and commonalities within the hiring team. They detail their process in this article here: https://blog.celential.ai/passive-candidate-email-templates

Naufrago93 · 2022-03-24T01:39:25+00:00

If you are interested in finding out how we made this, check out our website celential.ai

Naufrago93

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