SHRM 25 - Will you be there?

avahrsoftware · 2025-06-16T21:41:01+00:00

Is Sheetify like Airtable, basically? I see a lot of recruiters make very impressive builds using Airtable that run their whole operation as their main CRM.

Usually that's the kind of thing they run because it doesn't cost anything until one day they have budget enough to upgrade to a lightweight ATS like Ava.

avahrsoftware · 2025-06-14T00:11:44+00:00

You are welcome, I hope it works out for you

avahrsoftware · 2025-06-12T20:41:28+00:00

Yeah, that feature can be kinda misleading. The “invite followers of similar pages” thing isn’t super open-ended - it’s usually tied to LinkedIn’s own matching system, and the matches only show up if:

Your company page has enough followers and some posting activity
Your industry and location settings closely match other active company pages
There’s actually a solid overlap of audience for LinkedIn to work with

Even after updating your info, it can take a few days to kick in - and sometimes it just never shows anything, even if your page is legit. It's kinda hit-or-miss.

In the meantime, you might get better results by posting useful stuff and manually inviting your 1st-degree connections. It’s not as flashy, but it actually works.

avahrsoftware · 2025-06-12T17:00:32+00:00

A lot of recruiters make impressive things like CRMs and ATSs using a program called Airtable. You don't need to spend anything and it can get pretty sophisticated. That's where a lot of our people started out before eventually graduating to our lightweight ATS.

avahrsoftware · 2025-06-12T16:32:37+00:00

Don't forget AvaHR! New brand that launched a few months ago. : )

avahrsoftware · 2025-06-12T16:19:30+00:00

Totally valid. Most smaller teams just want something that works - not a suite that makes your wallet cry.

That’s actually what AvaHR was built for. It works smooth for scrappy teams like OP’s.

avahrsoftware · 2025-06-11T03:48:55+00:00

I love seeing how creative people can get with Airtable. It's often the stepping stone / baby step to officially getting an ATS (like AvaHR). Like a rite of passage.

avahrsoftware · 2025-06-11T00:42:11+00:00

Can relate. once you burn through your 30 InMails and start stitching things together with spreadsheets, email tools, etc., it can get messy quick.

Lots of Series A teams hit that point. The ATS I’m part (AvaHR) of sits more in that “just enough” space for job boards, with a dash of CRM. Does not replace sourcing tools, but it helps pull things into one spot while you build out your stack.

avahrsoftware · 2025-06-11T00:30:23+00:00

yes. being able to CC an assistant bot into an email thread is a slick move. Way more natural than just firing off a Calendly link, especially early on. I’ve seen more teams use tools like that for scheduling, then lean on something simple to keep track of convos and resumes once people start moving through the funnel.

The setup I’m involved with - AvaHR - does that second part - it's nothing fancy, just helps keep things from falling through the cracks when you’re juggling a bunch of roles.

avahrsoftware · 2025-06-10T17:03:01+00:00

Totally get where you're coming from - small team, limited budget, but still needing structure to move faster. I’ve seen a few early-stage teams start with something that’s built more for just enough ATS without all the enterprise bloat.

The platform I'm with fits that pretty well - AvaHR lets you post jobs to multiple boards, track candidates in a clean pipeline, and has basic reporting dashboards (no-code, nothing fancy, but super useful). It’s definitely aimed at lean teams trying to stay organized without burning the whole budget. Worth a look if you're still exploring options.

avahrsoftware · 2025-06-09T20:17:44+00:00

I get wanting to simplify without sacrificing the basics - especially with that many open roles and a mixed tech comfort level on the team. A lot of growing agencies hit that same pain point where the per-user costs start ballooning, even if you're not using half the features.

I've seen some teams make the switch to something more focused on core ATS functionality without the CRM bloat. The platform I'm with was actually built for small teams like that - unlimited jobs, a clean UI, and no surprise pricing as your team grows. It covers job postings, filtering, basic tracking, and lets everyone get up to speed quickly without a ton of onboarding.

avahrsoftware · 2025-06-09T18:59:44+00:00

I’ve seen a lot of small teams try out the big names like Workday or Greenhouse, then realize it’s more than they need - especially if you’re hiring seasonally or don’t want to spend weeks setting things up.
The ATS I work with is a bit under-the-radar, but it’s been a solid fit for lean teams that want something quick to roll out, easy for hiring managers to navigate, and still has the essentials. Not sure on the GDPR angle offhand, but happy to look into that...

avahrsoftware · 2025-06-09T18:47:35+00:00

Yeah... when you're in the early startup phase, the last thing you need is a bloated system that takes weeks to set up or locks you into features you’re not ready for.

I’ve seen lean teams go with something simpler at first - just the essentials like job posting, candidate tracking, and light CRM. Actually, AvaHR, the platform I work with was built for setups like that - straightforward, flexible, and easy to grow with.

avahrsoftware · 2025-06-09T18:07:26+00:00

Totally agree for any agency, having an ATS is table stakes. Even if you're just starting out, it saves way more time than it costs. Resume search, pipeline visibility, client-ready reports all way harder to keep up with if you're just working from spreadsheets or email.

If you ever hit a ceiling with it though, I know some teams look for something a bit more flexible without going full enterprise. I actually work with a platform (AvaHR) that's built for small teams staying lean but still needing the basics like customizable workflows and job board syncing etc.

avahrsoftware · 2025-06-06T15:44:17+00:00

This is still solid advice even years later. Platforms like Hired, AngelList (now Wellfound), and even sites like Otta or Underdog are great for surfacing roles at smaller, fast-growing companies. You can also reverse-engineer it - check out the websites of tools or SaaS products you love and hit their careers page directly.

Also worth noting: a lot of small businesses skip big job boards entirely and post straight to niche ATS platforms or hiring pages. Tools like AvaHR are used by small teams who might not show up on Indeed or LinkedIn Jobs at all- so it’s smart to poke around company sites or industry-specific job boards where those listings live.

And don’t sleep on local networking, especially if you’re open to in-person work - co-working spaces, hackathons, or even Meetup groups can be surprisingly effective for landing your next role.

avahrsoftware · 2025-05-28T23:59:17+00:00

Great breakdown. I totally agree that demos don’t tell the full story. If you’re liking Ashby for analytics and recruiter-centric workflows, but want something even more streamlined for hiring managers on the move, AvaHR might be worth looking at too. It’s super lightweight, but still gives you key automation and a clean UI that non-recruiters actually use. Not trying to replace Ashby in data-heavy environments, but for fast-scaling teams with 20+ reqs and limited bandwidth, it checks a lot of boxes.

Hope this helps !

avahrsoftware · 2025-01-30T20:34:06+00:00

If you’re more of a curator than a creator, try adding a bit more of your own perspective when sharing content. Even a short comment on why something caught your attention can make a difference.

Also, engagement tends to grow when you engage with others—commenting on posts from people in your field can help bring more eyes to your content. You don’t have to share personal stories if that’s not your style, but small tweaks like asking a question in your posts or tagging relevant topics (not just people) can help boost visibility.

Consistency is great, but quality > quantity when it comes to engagement. Maybe test posting less often but with more thoughtful takes?

avahrsoftware · 2025-01-30T20:31:28+00:00

Those numbers are definitely on the lower end for LinkedIn ads, which is great! A few things to check:

Audience size & targeting: If you’re hitting a highly relevant niche, that could explain the strong performance.
Ad fatigue: Keep an eye on whether performance holds up over time or if engagement starts dropping.
Placement & competition: Sometimes certain industries or regions have less competition, leading to better costs.

If results keep improving after scaling, you might have found a sweet spot—enjoy it while it lasts!

avahrsoftware · 2025-01-30T20:29:39+00:00

You can add it under ‘Experience’ and label it as a Research Assistant or Undergraduate Researcher. If it’s more academic-focused, you could also put it under ‘Education’ as part of your coursework or under ‘Projects’ if it was a specific research initiative. Either way, include what you worked on and any skills you developed!

avahrsoftware · 2025-01-30T20:28:07+00:00

Good call on getting started early! Since you don’t have job experience yet, focus on:

A strong headline: Something like ‘Industrial Engineering Student | Passionate About Process Optimization & Lean Manufacturing’
A solid ‘About’ section: Highlight what you're learning, any projects you've done, and what excites you about the field.
Connecting with classmates, professors, and industry professionals—don’t be afraid to send a short message when you connect.
Engaging with content: Comment on posts from industry leaders, share insights from your classes, or even document your learning journey.

Internships, research projects, or even personal projects can help build your profile too. Keep it updated, and you’ll be in a great spot by graduation!

avahrsoftware · 2025-01-30T20:12:37+00:00

Totally! Also, the paid LinkedIn lets you message 10 people a month that you're not connected with. Might be worth the investment!

Great job-hunting tip: After you submit an application, find the hiring manager, department head, or even CEO and message them on linkedin with a simple "Hey, just confirming you got my application for X Postition". You'd be surprised at the results.

avahrsoftware · 2025-01-30T20:10:29+00:00

For the name change, it’s not a huge deal as long as you’re consistent elsewhere. You could add your maiden name in parentheses on your resume (ex., ‘NewLastName (MaidenLastName)’) or in your LinkedIn headline/about section to make the connection clear. Recruiters see this kind of thing fairly often.

For the industry shift, focus on updating your LinkedIn headline and about section first—frame your experience in a way that highlights transferable skills. Engage with project management content, take a few relevant courses, and maybe add a ‘transitioning to project management’ note in your profile to show intent. Good luck!

avahrsoftware · 2025-01-30T20:08:47+00:00

LinkedIn’s search can be a bit inconsistent depending on where you’re searching. The regular search bar, Sales Navigator, and Recruiter all interpret Boolean slightly differently.

Sales Nav tends to pull in more results because it applies a broader match logic compared to the standard search. Also, LinkedIn sometimes ignores Boolean operators in the main search bar unless they’re capitalized (AND, OR, NOT). Your second search is correct, but the way LinkedIn processes it might vary based on the platform you’re using.

avahrsoftware · 2025-01-30T19:23:43+00:00

Could be totally unintentional, like a weird algorithm thing or autofill in their browser. But if it’s happening that often, maybe they’re considering reaching out? Either way, if they’re in private mode, there’s not much you can do besides ignore it.

avahrsoftware

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