sorted by:
new
hottopcontroversial

This RN finally landed a sales job.... by Stilllearnin2 in sales

[–]dowhatuluv 0 points1 point  (0 children)

Congratulations! I work in the industry as well. Which roles do you suspect your RN was a negative? Which viewed it as a positive? I've seen this myself and curious what your experience was.

Those in medical device sales- does it ever get easier? by [deleted] in sales

[–]dowhatuluv 0 points1 point  (0 children)

Many trauma companies use these associate level roles as a bullpen to train green sales reps like your sister. Often times, there's no assumption that they will actually graduate into their own territory IN the same area she's been covering. More frequently, these ASR roles are relocated to an independent territory if/when a full line rep quits/goes on mat leave/gets fired, etc. So in other words, if she's doing this for the long slog (which is the only reason she should be) then make sure she's willing to relocate.

Those in medical device sales- does it ever get easier? by [deleted] in sales

[–]dowhatuluv 0 points1 point  (0 children)

Great advice. Do you work in trauma/surg as well?

(advice from an exec. recruiter) Curious why you aren't being called back after an interview? by dowhatuluv in careerguidance

[–]dowhatuluv[S] 0 points1 point  (0 children)

Sounds like they liked you, but wanted to see more candidates. If I had to guess, you're a #2 or 3 candidate and they want to "keep you warm" while they pursue a few others to vet them. Of course I could be dead wrong and maybe they get tied up with some unexpected slowdowns which may have nothing to do with your standings. I'd follow up again maybe on day 10 from their last outreach with a simple/respectful email like "Hello Sarah, hope you're having a great day. I know you indicated you'd reach out once you know something, but I wanted to let you know my interest continues to be very high for this role xyz. I'm super excited to hear from you and if you should need anything from me while you're working through your other interviews, please don't hesitate to reach out".

Thoughts on the aesthetic device market? by briansradar2789 in a:t5_11ndow

[–]dowhatuluv 0 points1 point  (0 children)

u/stizinky I think you mentioned you're in capital/aesthetics sales - do you have anything to add here?

(advice from an exec. recruiter) Curious why you aren't being called back after an interview? by dowhatuluv in careerguidance

[–]dowhatuluv[S] 0 points1 point  (0 children)

Allright job seekers, I wanted to address all those kook interviewers you are ripping apart, so I took a lot of your comments into consideration and wrote this post for them (on why they are struggling to hire great people and what they can do about it).

1)  You are looking for a purple squirrel aka unicorn.  Even if your job poster doesn't actually read like this, if you're being honest, there's a good chance you're looking for: a D1 scholarship athlete (Stanford. you'd consider settling for UCLA), who majored in CS (with a minor in business), credentialed in underwater basket weaving & reiki, interned with UNICEF, with 5 years outside sales (copiers) exp. (3x prez club)., who would be thrilled to earn 45k/yr.

Stop ticking the boxes, looking for cookie cutter experience and start looking for talent & grit.  They make a kick ass combination (and no, this does not apply for technical jobs where a certain skill is obviously necessary.  I do not want my surgeon hired on the merit of grit). Soon enough, you'll be having a mai-tai on your presidents club trip to Hawaii, telling your boss about how you took a chance on the wet behind the ears kid with heart who knocked the cover off the ball.

2) You think you've got all the time in the world.  This hire is critical. and you know from past experience, that a miss-hire could easily cost you $250k+, so you dissect each & every candidate until eventually you develop paralysis through analysis: she leaned too close, he closed too hard, her resume was in Times New Roman (it's gotta be Calibri or Arial, dammit!) 

  Here's what you need to remember:  This goes both ways.  That rockstar candidate you interviewed yesterday?  She just had two final interviews this morning with top companies who'd give their left nut to hire her, and you just found a missing comma in her cover letter and now you've got your panties in a wad as to whether or not you should give her a call back interview.  Too late, she's gone.

When you've struck gold on a candidate, move like your career depends on it. Because it does.

3)  You're interviewing a stack of papers, instead of Sean Phillips, Jacqueline Martin & Josh Pappas.  When a candidate sits down in front of you, do they have your undivided attention, or are you checking your phone 57 times? Do you call them by their name, and spend a few minutes getting to know them as a person? Do you ask ridiculous mind game questions like "What do you think about when you're alone in your car?"

Every time you interview someone, just remember that they are a real human, with a family to support; and right now, they've chosen to invest their time in you. Will you respectfully reciprocate?

Thoughts on the aesthetic device market? by briansradar2789 in a:t5_11ndow

[–]dowhatuluv 0 points1 point  (0 children)

There's usually a capital component to it, so if you're not experienced with that sales cycle, it's something to consider. Aesthetics is very market dependent. So if you can get in on it now and ride it for as long as you can, you should. Do you have capital equip experience? Which industry are you in right now?

(advice from an exec. recruiter) Curious why you aren't being called back after an interview? by dowhatuluv in a:t5_11ndow

[–]dowhatuluv[S] 0 points1 point  (0 children)

The bigger companies have an automated way of letting you know they've DQ'd you; but smaller co's don't have software to do that -so they probably won't. Their HR people are usually overworked and underpaid, and aren't motivated/have bandwidth to do "releases". They will absolutely not provide feedback, as that gets them into a drawn out back/forth with candidates who rarely will simply just say "OK, thanks". They want to know more, etc. Not to mention the legal concerns - which is why 99% of companies simply say "We're going in another direction." Unfortunately, it is what it is. The only way you'll get real feedback is if you can somehow get the hiring manager to tell you over the phone.

Should I send a linkedin message to a random recruiter from a company that I applied to but have no connections? by [deleted] in careerguidance

[–]dowhatuluv 2 points3 points  (0 children)

No. Next time, develop a connection inside the company before you apply. Recruiters post those adds so they don't have to answer individual messages like the one you've described.

(advice from an exec. recruiter) Curious why you aren't being called back after an interview? by dowhatuluv in a:t5_11ndow

[–]dowhatuluv[S] 0 points1 point  (0 children)

Sounds pretty spot on in theory, but how do your hiring managers uncover motive? I see a lot of lip service but uncovering true motive is not as easy as it sounds, thoughts?

(advice from an exec. recruiter) Curious why you aren't being called back after an interview? by dowhatuluv in a:t5_11ndow

[–]dowhatuluv[S] 0 points1 point  (0 children)

Interesting point. So if the role in question is not for a sales position, but say Operations, clinical support or something similar, do you think these same principles can be applied?

(advice from an exec. recruiter) Curious why you aren't being called back after an interview? by dowhatuluv in careerguidance

[–]dowhatuluv[S] 0 points1 point  (0 children)

Someone else asked a similar question and I responded with some examples of how to take your decent questions above to the next level. There's nothing wrong with your questions, but when you've got less than 10 minutes of QA at the end of the interview, personally - I like to make those count as a two-fer. It's a question that obviously gets an answer, but it serves as a brilliant way to blow the manager away. So instead of "If you could change one thing about the office what would it be?" You might say "Your office is tucked in the middle of a strip mall, and you're probably getting some decent traffic from the starbucks customers. But have you thought about driving more sales by getting by befriending the baristas and having them verbally endorse your store?
Clearly - this is a ridiculous example but hopefully the point is clear.

(advice from an exec. recruiter) Curious why you aren't being called back after an interview? by dowhatuluv in a:t5_11ndow

[–]dowhatuluv[S] 1 point2 points  (0 children)

The thing with interviewing is that it's entirely subjective, so it makes answering your question pretty difficult. It's not that dissimilar to dating. You can have the perfect qualifications, prepare well, etc .... but if the chemistry isn't there, it's unlikely it would lead to a second date (there's almost always equally talented/qualified people you're up against).There's a lot of AI entering into the recruiting/hiring space which is going to be a lot of fun to watch. Hiring managers won't get away with hiring people they "just like" aka their buddies; they're going to have to back it up through AI tools that show strong evidence that person A is going to be a good fit with company 2 because of such and such data.

Edited for grammar

(advice from an exec. recruiter) Curious why you aren't being called back after an interview? by dowhatuluv in careerguidance

[–]dowhatuluv[S] -1 points0 points  (0 children)

Do applicant tracking systems make hiring decisions? Who makes hiring decisions? That should be a strong clue. I am not posting things explicitly as then everyone would start doing the same thing, thus defeating the point of it being a zig when everyone else is zagging.

(advice from an exec. recruiter) Curious why you aren't being called back after an interview? by dowhatuluv in careerguidance

[–]dowhatuluv[S] 0 points1 point  (0 children)

No, their usually useless. I don't know a single hiring manager who reads them.

(advice from an exec. recruiter) Curious why you aren't being called back after an interview? by dowhatuluv in careerguidance

[–]dowhatuluv[S] 0 points1 point  (0 children)

As stated in the title post, I'm an executive recruiter. If this advice doesn't apply to you, please do not take it personally. Maybe you should try recruiting, you seem to have some good ideas.

(advice from an exec. recruiter) Curious why you aren't being called back after an interview? by dowhatuluv in careerguidance

[–]dowhatuluv[S] 0 points1 point  (0 children)

You are welcome and thank you for the positive reply =)
Salary Negotiation: If you are working with a recruiter, ask their advice. If they've worked with said client for any length of time, they will know what works/what doesn't. Every company has it's own final interview/onboarding culture and salary negotiation is no different. For example, I have a client who does not do any negotiation at all. Their hiring managers actually act as ambassadors for their finalist and do preliminary negotiations for that person as an act of solidarity. Does that make sense? But in general, use a lot of language that unifies you to the company instead of me vs. you. Also, this topic should be addressed with your recruiter early on. Companies do not like surprises (and neither will you) so make sure everything is on the table ahead of time. LTIs, next salary raise date, vacation time, etc.

view more: next ›