Sam Gonzales

🔍 The Reality of Today’s Job Market At Lee Recruitment Strategies, we recently conducted a small but telling study: 📑 100 job applications 🤝 3 interviews ❌ 0 offers This isn’t just one person’s story — it reflects the state of America’s workforce today. Talented candidates are applying in volume, yet the system continues to filter, stall, or overlook them. Employers say they need people. Job seekers say they’re ready to work. But somewhere in between — the hiring process is breaking down. As a recruitment firm, we see both sides. And we believe it’s time for honest conversation about: 🔄 How application systems filter candidates out ⏳ Why hiring timelines are longer than ever ⚖️ The real cost of qualified talent being left on the sidelines At Lee Recruitment Strategies, we’re committed to bridging this gap — making sure opportunity meets ability. 💬 What has your job search or hiring experience looked like recently? Are you seeing the same imbalance? hashtag #Workforce #Recruitment #Hiring #ATS #FutureOfWork #network

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Most recruiters focus on speed. Transformational recruiters focus on impact. This guide breaks down how to move beyond one-off placements and build long-term partnerships that drive repeat business, trust, and better outcomes. What Transformational Recruiting Looks Like: 🔹 Shifting from “How do I fill this fast?” to “How do I help this organization grow?” 🔹 Understanding clients deeply—their goals, culture, and real success indicators. 🔹 Elevating intake conversations to uncover challenges and business outcomes. 🔹 Treating candidates as long-term partners, not just placements. 🔹 Adding value early with insights, benchmarking, and talent strategy. 🔹 Delivering with structure, transparency, and consistency. Transformational recruiting isn’t slower — it’s smarter. It leads to stronger relationships, higher fees, and meaningful, lasting impact. Full guide in the PDF.

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Most restaurants don’t lose candidates because of bad interviews. They lose them in the in-between. Between applying and hearing back. Between scheduling and day one. Between “we’re excited” and actual follow-through. I shared a short article today on why keeping candidates warm is actually retention work — especially in independent restaurants where time, talent, and margins are already stretched. A simple shift in how we communicate before day one can quietly change who stays. 👉 Read it here and tell me where you see candidates go cold most often: https://lnkd.in/eaQfcC5b #HospitalityHiring #RestaurantLeadership #CandidateExperience #HiringStrategy #PeopleFirstLeadership #RestaurantOperators #HospitalityManagement #EmployerBrand #TalentRetention #HospitalityRecruiter #RecruitingOperations #IndependentRestaurants #QuestionForGroup

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Some resources and helpful hints for #jobseekers 😎 Several companies are actively hiring in June 2025 across various industries: ➡️ Some examples include PepsiCo, Healthfirst, ASML, CSL, and Pulte Mortgage, as well as companies in the technology, banking, financial services, and insurance sectors, particularly those focused on AI, cybersecurity, and data analysis.  ▶️ Additionally, companies are rethinking their hiring processes due to the rise of hybrid work and increased competition for specialized skills. ➡️ Specific Industries and Companies: Technology: Digital transformations are driving demand for professionals in AI, cybersecurity, and data analysis.  Banking, Financial Services, and Insurance (BFSI): Skills shortages in technology, management, and cognitive skills are creating opportunities.  ▶️ Other Industries: Companies like Caterpillar, Leidos, and DaVita are also actively hiring in various locations. ➡️ Specific Companies: PepsiCo: View Profile, Explore 236 Open Jobs. #jobs Healthfirst: View Profile, Explore 52 Open Jobs.  ASML: View Profile, Explore 87 Open Jobs. #morejobs CSL: View Profile, Explore 1300 Open Jobs. #jobsalert Pulte Mortgage: The Muse.  BlackLine: The Muse.  Mars Incorporated: The Muse.  MarketAxess: The Muse. ➡️ Remote Positions: Indeed lists numerous remote jobs for June 2025. ▶️ Where to Look for Jobs: Job Search Engines: Utilize platforms like Indeed, LinkedIn (buyer beware, TONS of scams and fake companies- jobs-recruiters here) Monster.com (not sure how good this site still is) Snagajob, FlexJobs, AngelList, and Glassdoor. 😎 Company Websites: Check the career pages of specific companies you are interested in. 😎 Industry-Specific Job Boards: Consider specialized job boards relevant to your field.  Indeed Glassdoor FlexJobs 🤞 ☕ 🙌 🧡

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During a conversation with a longstanding candidate, now a friend, she pointed out a strongly worded warning posted at the top of a recent job description she was interested in. It read: “All agency inquiries must go through TA...Contacting hiring managers directly will not be tolerated.” She asked, "So what are you supposed to do? direct applicants don't even hear back from anyone!" I explained that I understand why it has come to this. Talent teams are flooded with outreach, and hiring managers’ time is limited. Companies have limited or no budget allocated for an agency hire, yet we recruiters also have our jobs to do. We were trained to go to the hiring manager first, and then, with their help, work with TA. Times and the balance of power have changed over the years. Here’s what I’m hearing more and more: - Hiring managers often only see filtered inbound applicants; many barely meet the basics. - TA peers admit they’re stretched thin, juggling multiple functions while sifting through hundreds of resumes - most missing the mark or outside comp. - Managers tell me their hands are tied; they can’t engage with recruiters even when a strong candidate is presented. - Agencies with market reach and long-standing relationships are shut out, even when they could speed up a search and raise quality. Recruiting works best when the process and relationships complement each other. TA should set the framework - while engaging with external partners who extend reach, speed, and market insight. Rather than blanket “do not contact” language, wouldn’t it be better to say: “Here’s how to partner with us effectively,” or simply, “Please, no recruiters at this time.” I’d love to hear from both TA leaders and hiring managers: how do you balance protecting the process while enabling partnerships that actually move the needle?

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The most dangerous thing for outdated agency models is not competition. It is Recruiters talking to other Recruiters. That is how real change spreads.

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As someone who has specialized in placing Executive Assistants for over two decades — and as a former EA myself — I want to share a few important reminders for those currently interviewing: 🔹 Your resume must be flawless. No formatting inconsistencies, typos, or grammatical errors. As an EA, attention to detail and strong written communication skills are non-negotiable. Your resume is your first work sample. 🔹 Don’t dismiss a role too quickly based on salary. If the posted compensation feels low, ask whether there’s flexibility. In some cases, there may be room for negotiation, bonus potential, equity, reviews in 6 months, or other components that bridge the gap. 🔹 Applicant numbers can be misleading. Just because a posting shows hundreds of applicants doesn’t mean they’re all qualified. Many are not. Don’t let perceived competition discourage you from applying to a role you’re truly suited for. 🔹 Show up polished and prepared — every time. Whether in person or on Zoom/Teams, dress appropriately, test your technology in advance, research the firm and the executives, and come prepared with thoughtful questions. 🔹 Always send a thank-you email. After every interview — including virtual meetings — send a concise, professional note reiterating your interest and highlighting why you’re a strong fit. This small step makes a big impact. The EA role is one of the most critical positions in any organization. Present yourself with the same level of excellence you bring to the executives you support. Wishing you all the best in your search!

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In the recruiting/staffing industry, you call people. Actually, you call *everyone.* In some ways, it's a dying breed of communication. People prefer email, texts, LinkedIn message... I'll do any/all of those things, but sometimes you just need to talk through things, which I genuinely enjoy doing. While it hasn't happened many times in my career, someone hung up on me a few months ago. This was the first time I ever called them to introduce myself and they hung right up. Maybe they were jammed up, maybe they were having an awful day/week. It happens. The first time this ever happened to me was roughly 15 years ago and all I remember from that experience was how defeated I felt in that moment. In those few minutes I questioned my ability to do the job. I was angry, frustrated and temporarily directionless in my own self-pity. Then my manager at the time gave me the greatest advice ever: "Who cares?" It came off as so callous and apathetic at first, and my response was, "Wait, what? *I* care! That felt awful!" My manager said, "Do you think *that* person's going to care about that call 5 minutes from now? Is that call going to ruin *their* day? Do you think they'll care in 30 days from now if you call them back? If they don't care, why should you care...?" So I decided I had two options: don't call back ever or I'd call them back in a month... and probably the month after that. I called them back. I honestly don't remember if they ever bought from me - maybe not. But I refused to be defeated. I've probably been hung up on a total of *maybe* 5-7 times in 15 years, but whenever it happens it always brings me back to that moment. Two months ago or 15 years ago, I look at it as another challenge: "I'll do a better job on the next call." So, to all of the go-getters out there making the calls and simply doing your job - particularly the ones who are new at it or maybe even the veterans who had a rough day or week - I salute you. Do not let one bad experience keep you down. Keep dialing. ☎️

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Unpopular opinion 🙃 Working with a recruitment agency isn’t a last resort—it’s a power move. Too many companies call agencies only when hiring feels impossible. But the right agency isn’t just a vendor—they’re your extended team, talent partners, and frontline advocates. They save you time, protect your culture, and keep you competitive. And if you find the right agency? They'll understand your business so well, you'd think they’ve got a desk in your office. So let’s ditch the outdated mindset that working with agencies means giving up control. You're not outsourcing - you're allying.

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When you treat recruitment like a ticketing system, you fall behind before you even get started. Someone opens a role, submits a request, and waits. The recruiter works behind the scenes, checks the boxes, and moves on to the next. It’s reactive, high volume, and treated like a task, not a strategy. When you treat recruitment like a growth lever, you build better teams. The best recruiting partnerships I’ve seen (and the ones I’ve been lucky to be part of) operate totally differently. They’re in the room for workforce planning. They’re building proactive talent pipelines. They’re using data to help shape org design and comp strategy. They’re thinking about how hiring drives growth, not just how fast we can hire. Great recruiting isn’t just about filling roles, it’s about building what’s next!

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I happen to speak to one of the senior TA Leaders last week and asked a question- how to be impactful on Exec Hiring.. Instead of giving me a list of frameworks or competency models, she made me understand the concept of “The Fish Employee and The Chicken Employee.” Two employees- same background, same tools, same opportunities. But their leadership potential revealed itself in completely different ways. 🐔 The Chicken Employee She described the chicken as somone who is constantly busy. Flapping, rushing, reacting. Always in motion, rarely in control. They look energetic. They sound committed. But they operate from chaos, not clarity. In executive roles, this often translates to noise without real impact. ⸻ 🐟 The Fish Employee Then came the fish. Calm. Observant. Intentional. The fish moves with purpose, not panic. It adapts, adjusts, and responds with clarity- no matter how the current shifts. This is the kind of leader who doesn’t just “do more”… They amplify what truly matters. ⸻ Her point was simple but powerful: In executive hiring, we often get distracted by the “chickens”- the fast talkers, the constant movers, the ones who want to be seen as leaders. But the real impact comes from the “fish”- leaders who bring steadiness, strategic clarity and the ability to navigate complexity without noise. ⸻ Since that conversation, one question keeps echoing in my mind: “Am I evaluating candidates for their movement…or their ability to move others?” A subtle but transformative shift. And I’m grateful for the TA leader who reminded me a new perspective that reshaped the way I look at executive hiring. #TAInsights #RecruitmentStrategy #ExecHiring #ImpactfulLeadership #LeadershipMindset

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Your new hire just resigned after 6 months. Here is what went wrong: When someone quits without another job to go to, something went seriously wrong. The cause usually traces back to the hiring process, not the person. In retail media it usually comes down to one of three things. 1. The role wasn't what they were sold What was presented in interviews and what the day to day actually looked like were two different things Candidates figure this out fast, and when they do, they leave. 2. Culture shock Moving from a large organisation where the workload is shared across a big team into a smaller one where you're expected to cover most of it yourself is a genuine adjustment. Not everyone can make it. And not everyone will tell you upfront that they can't. 3. They weren't actually a 360 candidate. You asked for someone who can get their hands dirty. They interviewed like that person. But the moment they were in the seat it became clear they'd rather talk strategy than execute it. All 3 are preventable. You have to be brutally honest about: → What the role actually involves → What the culture genuinely looks like day to day → What kind of person has thrived in the business before That conversation in the interview process saves you a very expensive 6 months finding out the hard way. Have you ever lost a hire you could've saved with a harder conversation upfront?

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🏆 Ambition is admirable. Especially in senior living. 💯 But performance and commitment are everything. ⭐ When you choose to enter an interview process for a specific role, it is crucial to reiterate your interest in the need in front of you. 😩 When a recruiter partners with a client, that client has a specific pain point they need to solve right now. 👀 They aren't looking to solve your career trajectory for 2028; they are looking to fill a critical gap in 2026, if not sooner. 📊 Yes, we want you to grow. Yes, internal mobility exists. 💪 If you move forward into an interview process for a specific role, you need to show you are ready to own that role. 🫣 If you immediately suggest a bigger title or a rapid promotion timeline, it suggests you won't be satisfied with the actual day-to-day work required. 🤓 My advice? 😌 Let me guide you to your growth. 🫡 Get your foot in the door by solving the immediate problem(s) - and doing it well. 🫨 I see candidates enter a first-round interview for a specific role, only to immediately pivot to asking about the "next step", a bigger title, or a different role, all together. 😪 That is not the need, and they typically get passed on. 😬 Here is the hard truth: This is not a good look. 😔 It tells the employer you are already bored with the job you haven't even landed yet and shows lack of commitment. 📊 Performance is the only receipt for growth. Once you prove yourself, the opportunities will come. ⚒️ But you have to do the work first. 📈 Growth is earned through execution, not negotiation in the first interview. 💡 Does your company have a crucial need for early 2026? ☎️ We can help.

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Some job seekers go dormant from now through mid-January, assuming the holidays put everything on hold. That’s true for some recruiters and employers, but not for others. The next few weeks may provide a better chance not to get “lost in the noise!” Pro tip: any time you reach out to a recruiter or an employer, attach your updated resume (unless it’s an immediate reply to a message where you already shared it).

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For my TA folks, what AI tools are you incorporating into your recruiting process that still keep the human element intact, but create more effiencies for your team? Anyone have any experience with Juicebox? If so, how would you rank it with your LinkedIn Recruiter and Indeed Sourcing investments?

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I literally was going to ask you this morning for recent data Patrick McAdams as I saw the # of roles increasing! Appreciate you posting the data! From the words below, good sign: "Talent Acquisition hiring is often an early signal of where companies are heading. When companies add recruiters, it usually means they are preparing for more hiring ahead. The market is not euphoric. But it does appear to be back in growth mode."

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🌴 LA RECRUITERS – TIME TO LEVEL UP 🌴 We’re hiring 360 recruiters, BD pros & billing managers across high-growth agencies in Los Angeles. These are roles for closers, builders & leaders. 🎯 What’s on offer: ✅ Base $120K–$150K 💰 50% commission – no cap, no games 🏠 Hybrid – office + flexibility 🧱 Desks in tech, sales, healthcare, finance, construction, creative, supply chain, engineering & life sciences 🚀 Solid infrastructure, data & delivery support 📈 Clear growth into leadership & equity 🧠 Who we want: ✅ Consistent billers – no excuses ✅ Desk builders, team leaders, market expanders ✅ Recruiters who want more than just a seat 💬 Referral bonus: $2,000 USD for successful recruiter intros. 📩 DM me or tag someone in LA who’s ready to stop plateauing & start growing. Let’s build something bigger. #Recruitment #LosAngelesJobs #360Recruiter #BDManager #Rec2Rec #RecruiterLife #RecruitmentCareers

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ATTN HIRING MANAGERS AND TA PROFESSIONALS Talent Acquisition holds a unique power: the ability to challenge assumptions and shift hiring mindsets. I once presented a candidate who had taken a career break to care for family. The hiring manager hesitated, unsure about the gap. After a quick conversation about the candidate’s skills, drive, and adaptability, they agreed to an interview. That candidate is now leading a team of people for the organization. TA isn’t just about resumes, it’s about seeing the whole person, and helping others see it too. #TalentAcquisition #InclusiveHiring #HiringForPotential

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