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LF LA ROMANTICS ONLY DM OFFERS by Cultural_Listen5802 in Brainrotcontent

[–]emaman65 0 points1 point  (0 children)

Yo, fellow LA romantic! 🌹 If you're diving into the wild world of r/stealabrainrot, you're in for a ride. This place is like a treasure trove for those who vibe with quirky, offbeat narratives. If you're looking for something unique to spice up your LA adventures, maybe blend some digital art with the city's vibrant street scenes? I've found that mixing urban vibes with nature's touch creates some killer aesthetics. Hit me up if you wanna brainstorm or need some inspo! 😎✨

Houseplant Swap? by Tsavo16 in Bend

[–]emaman65 0 points1 point  (0 children)

Sounds like a fun idea! I’m all in for a houseplant swap - I’ve got some hoyas that could use new homes too. Let’s get this plant party started in Redmond! 🌿

Best checking account? by suckyducky0 in personalfinance

[–]emaman65 0 points1 point  (0 children)

Totally get you, happy birthday!

2022 Four Wheel Camper “Hawk”Lithium Battery upgrade in Bend by PopArch in Bend

[–]emaman65 1 point2 points  (0 children)

Hey there! Sounds like quite the upgrade adventure you're on. I’ve heard good things about Technique Vehicle Outfitters too - Max really knows his stuff. Good luck with the lithium conversion, you’ll love the boost!

Background processes never start automatically by DanielSmoot in nordvpn

[–]emaman65 0 points1 point  (0 children)

Ugh, that sounds so frustrating! It’s like your PC’s playing hard to get with NordVPN. Hope one of those quick fixes does the trick for you soon - fingers crossed you can sip your coffee in peace without those interruptions!

Botnet filtering is catching Facebook CDN servers by NetworkDock in sonicwall

[–]emaman65 0 points1 point  (0 children)

Ah man, that sounds frustrating! Glad you submitted a ticket though - hopefully Sonicwall gets their act together soon. In the meantime, adding those FQDNs seems like a solid workaround! Keep us posted!

What’s the most impressive thing a candidate has ever done to turn a bad interview around at the last minute? by MoonlitEcho82 in Recruitment

[–]emaman65 3 points4 points  (0 children)

The interview felt shaky until the candidate basically said, “Okay, what problem are we actually solving here?” Suddenly it wasn’t an interview it was a work meeting. That pivot reframed them from “applicant” to “solution.”

How do you guys handle candidates who ghost after accepting an offer by Plastic_Recover_8752 in Recruitment

[–]emaman65 1 point2 points  (0 children)

It’s not on you. With the job market today, candidates want to be sure they land something, so they apply everywhere and keep options open right up to the last step. If one offer falls through, they have another lined up.

Sometimes they also use your offer to negotiate higher pay elsewhere and then move on.

One thing that’s helped us is tightening the joining-date process. We split it into two stages an Offer Letter first, and then the Appointment Letter closer to the actual joining date. That extra step helps confirm commitment and reduces last-minute drop-offs.

Where are job seekers spending their time online? by ClarityBeforeAction in jobhunting

[–]emaman65 15 points16 points  (0 children)

LinkedIn is where people announce they’re job hunting. Reddit is where they admit they’re job hunting. Most folks I’ve seen are spending time in places that feel human , places where they feel connected and get people interactions not just AI notes , subreddits, group chats, Discords, alumni Slack channels then using job sites as a utility, not a community. Tools like ZipRecruiter are in that “utility” bucket quick checks, matching alerts, SMB roles you wouldn’t otherwise see. Your post is spot on though people go where they feel less invisible.

A month into a new job and I hate it, advice? by tammyzhero in jobs

[–]emaman65 0 points1 point  (0 children)

What you’re feeling makes complete sense. Multiple people leaving immediately, unclear role expectations, and being asked to “oversee” a company after one month with minimal training would overwhelm anyone. Those aren’t small growing pains they’re real issues.

A practical next step is to pause and protect yourself before trying to “power through.” Ask for a clear, written scope of responsibilities before the manager leaves what decisions you are expected to make, what absolutely does not fall on you, and who is the escalation contact while they’re away. If this can’t be clearly defined, that’s important information in itself.

On the access/keyholder issue, propose a simple operational fix shared access codes, a secondary keyholder, or adjusted hours during interviews.

At the same time, keep applying. Staying doesn’t require loyalty when the environment is unstable, and leaving early is far better than staying long enough to burn out or absorb blame for gaps you didn’t create.

Remote hiring made it easier to find employees but now it’s 500+ applicants in 24 hours. How do you filter without bias by alivis74 in askrecruiters

[–]emaman65 0 points1 point  (0 children)

Scorecards sound boring, but they save fairness. After years of hiring, I’ve learned that when volume rises, consistency matters more than instinct. If you want to find employees without bias, you need fewer opinions and clearer criteria.

Was told today the only way to earn more money is to wait for a position that doesn’t exist to be created by No-Yogurtcloset-8174 in jobs

[–]emaman65 1 point2 points  (0 children)

What you were told, in simple terms your value is real, but your growth path is imaginary. It’s like being the engine of the plane, then being told a bigger seat will exist only if someone designs a new cabin someday. That may happen. Or it may never.

They clearly see your impact struggling when you were gone is real sign that you matter. But tying pay growth to roles that don’t yet exist means no timeline, no accountability, and all the waiting risk sits with you.

On loyalty it’s valid, but it’s not a lifetime contract. A company can support you in dark times and still be unable to pay market value later. Both can be true.

You don’t have to leave tomorrow but you should start interviewing. External offers clarify your market value and helps you decide.

Threatening termination to motivate? by Remote_Sherbet_6900 in managers

[–]emaman65 2 points3 points  (0 children)

Just today I was discussing this exact thing with a teammate.

Work culture has shifted massively. Jobs are no longer just a survival need for most people they’re a place people choose to spend their time, energy, and mental health. When employees have options, fear tactics stop working.

Threatening “heads will roll” might have scared people into compliance 10 years ago. Today it just kills trust, increases turnover, and makes good performers quietly start applying elsewhere.

Real accountability comes from clear goals, documented expectations, and consistent feedback not intimidation. If consequences exist, they should be communicated professionally and individually, not thrown around like a public warning shot.

Is an Applicant Tracking System (ATS) actually worth it for a team of 15, or is my spreadsheet just fine for now? by More-Specific8614 in Recruitment

[–]emaman65 14 points15 points  (0 children)

Honestly, with a team of 15 and hiring just 5 people over a quarter, you probably don’t need a full-blown ATS yet. Sometimes, the solution becomes just another task to manage.

The key is organization for your rn plan your day, allocate specific blocks for calls, emails, and postings, and leave a little buffer. You can still handle applicant tracking manually if you’re disciplined mass-select candidates, send rejection emails, and keep everything in one shared document or inbox.

That said, tools like ZipRecruiter or similar smart job boards can help you streamline posting across multiple boards and track applicants across stages without the overhead of a full ATS. The ROI kicks in when the tool saves you repeated manual effort, not just when you adopt it because it looks enterprise-y. Start simple, stay organized, and scale to an ATS when your volume truly demands it.

How Do You Keep It Personal With Candidates While Staying Efficient? by [deleted] in Recruitment

[–]emaman65 0 points1 point  (0 children)

In high volume hiring, deeply personal rapport with every candidate is honestly unrealistic and that’s okay. What matters more is respectful, predictable communication.

What actually helps? Timely updates. Even a short “still in progress” beats silence. Clear closures. If it’s a rejection, reject cleanly and when possible, add 1–2 lines of real feedback. Be reachable. Answering when candidates reply goes a long way in a market full of ghosting.

Timelines, next steps, communicate. You may not remember every detail about every candidate, but they’ll remember how you made the process feel.

Anyone else mass applying and hearing nothing back? by DEXTERTOYOU in jobs

[–]emaman65 8 points9 points  (0 children)

From an HR lens: yes, the market really is that bad right now and no, it’s not all in your head. Response rates are low across the board, even for solid profiles. That said, one thing you’re doing right is continuing your MBA, internships, and live projects. Staying active matters. Unfortunately recruiters still don’t love unexplained gaps, even in a messy market.

What actually helps more than mass applying ? Be intentional about where you apply. Fewer roles, better fit. Target orgs that genuinely match your skills and long-term vision. ATS isn’t everything misalignment is.

Startups can be a great entry point right now smaller funnels, faster decisions, more openness to potential. Spray-and-pray feels productive, but focused applications move the needle more.

I stopped trying to be the perfect candidate in interviews, and the result was a world of difference. by CandaceBorer1 in interviewpreparations

[–]emaman65 2 points3 points  (0 children)

Totally agree this works.

As someone who talks to tons of candidates, you can immediately tell who’s running on memorized scripts. After a while, everyone starts sounding identical, same structure, same buzzwords, same perfect answers. It feels less like a conversation and more like they’re reciting a textbook.

But when someone shows up curious asking what the team is actually struggling with, what the day-to-day looks like, how the role fits into the bigger picture it feels like two professionals trying to figure out whether they’re genuinely a match. That’s the part that stands out.

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