Recruiting Experiences

How To Find A Job Without Actively Searching 

Do you ever wonder how to encourage recruiters to come to you with a new role? Are you in college looking for an internship: an entry level employee looking for their next step: or a seasoned veteran of the workforce who wants to share their wisdom with a new company & team? Keep reading to learn how you can improve your chances of being recruited and let your skills work for you, even when you aren’t working.  

Post Your Stories 

Sharing stories is my favorite way to increase your chance of being recruited. You can select whichever medium you prefer, although I have seen the best results come from LinkedIn. This is probably because of LinkedIn’s popularity for recruiting projects. Sharing your stories about work experiences, lessons learned, projects, or even people that you like to connect with increases the likelihood that your profile will show up in an X-RAY or BOOLEAN search. The key words from your posts or articles may appear in the search as a recruiter sources the talent they are targeting. Additionally, when a recruiter views your page, you can give them a closer look into the skills you have and the way that you communicate through writing (or speaking if you share videos).  

Connect With People Outside of Your Company 

People that are not already in your network or inner circle will be the people most likely to refer you to new information and opportunities. Your coworkers likely know information similar to what you know. If you make an intentional choice to connect with new people outside of your company (or existing network) then you build pathways to the latest information and potential opportunities down the line. One conversation you have may spark a new, non-work-related connection to introduce you to their colleague who has expressed interest in your skillset. One chat can lead to another, and you could very well be in your dream job sooner than you thought.  

Create a Portfolio to Accompany Your Resume 

Graphic Designers, Artists, Photographers, and Musicians all have portfolios of work where we can see what skills they have before we even talk to them. Why shouldn’t other professions do the same? If you are not in a creative field and wondering, “Well how would I create a portfolio?” I have one simple solution: Power Point! Recruiters will often click on your LinkedIn page to look for information they can use to present you to hiring teams or determine if you are a fit for a role. Imagine if you had a public portfolio highlighting your projects and key accomplishments, this differs from your resume which is usually more bland. Your portfolio can include photos, light music, and other eye-catching effects to highlight your expertise AND your creativity.  

 Ready to be Recruited? 

Being recruited can feel amazing but remember the burden of being so awesome involves replying to all the recruiters who want to message you! Connecting with new professionals outside of your circle, sharing your stories on platforms like LinkedIn or YouTube, and creating an engaging portfolio to highlight your career accomplishments will help recruiters come to you and share your value proposition on your behalf. Ready to have opportunities knocking on YOUR door?  

How Leaning into Ambiguity Sped My Career Development

I recently took the time to ask myself, “What has helped me to thrive in my role as Tech Recruiter at Recruiting Experiences?”. One word came to mind because of how often my clients say they WANT it, and how often my team members say that I lean into it: AMBIGUITY. I will define what ambiguity means to me first, then lead you through several experiences I have had stepping into ambiguity.

What is Ambiguity?

Am. Bee. Gooey. T. Now say it fast! To me, ambiguity means: a situation or circumstance where you are directly involved in making an impact but have limited direction, guidance, or resources readily available. Notice I said ‘readily’ available because, in my opinion, you can always find or create resources to get the job done.

My First Recruiting Project EVER

It was my first official week working at our office. My supervisor asked me if I wanted to take a phone screen for a field adjuster at 4:30PM. Without thinking twice, I said, “Absolutely!” Let me offer a little background: it was my second week of working, and I still had not gone through our Recruiting Immersion training program, AND I had never spoken to, seen, or heard of a field adjuster in my work life. This was a completely new situation to me.

Although I loved the challenge, I wondered if the candidate would be able to sniff out my lack of understanding of their work. I did not even know what I would ask the candidate at first- but I knew this would help me learn on the fly and expose me to a new industry. I believe this moment and my willingness to jump in led Amy to let me work directly with our client and, over the next 2.5-month period, I would help them to hire 5 field adjusters. I also gained the confidence to recruit for any role that our clients need! It just takes understanding the business and the requirements needed for success in the role, and I can begin my search for talent.

Leading My First 1:1 Client Meetings

I am a talkative guy, but in the business setting there are still many things for me to learn. One time, our CEO had a client meeting scheduled but could not attend, so she asked me to step in for her and lead the meeting. I happily did so, although internally I WAS a bit worried that what I would have to say would not satisfy the client. What if they did not want to talk to me alone? What if they did not trust me? I was getting into my own head.

During the meeting I was able to provide a recruiting update, set expectations, and agree on the next steps. I did not completely botch it, and the client was a happy camper! I did not NEED my awesome leader by my side (although that would have given me a safety net). I believe that moments like these are what built my confidence to comfortably lead client meetings in the future. I realized that I build the trust and confidence in our partnerships by delivering results, having data to share about the market, and driving positive experiences for our clients and candidates.

Behind the Curtain Webinar

With about 2 weeks’ notice, our CEO invited me and our Marketing Manager to brainstorm and execute a webinar. At a glance- two weeks is plenty of time! Now throw in a full-time workload and multiple client priorities. Plus, we were not just putting together slides; We were producing the idea, content, delivery method, and presenting, as well! I was excited for this project but also worried that I would not be able to invest enough time given my other priorities. Some days I had to push my originally scheduled work items so that I could build the draft for our webinar. And yes- I even had to put in extra hard work on the weekends. After working diligently, I am proud to say that we were able to successfully build and launch the webinar ,(click here to watch) with a short 1-week planning period and it was a success!

Final Thoughts

Stepping into ambiguity has afforded me experiences that have helped me to grow my skillset as a Tech Recruiter. It gives me energy to win, and even if things do not go as planned, I am STILL learning. That is the beauty in stepping into ambiguity. These experiences have helped me to jump into new recruiting projects, lead important discussions, and collaborate with my coworkers to bring job seekers value in their career journeys. These experiences are what shape me and the Rec Ex team into the successes that we are and allow us to bring that same open mentality to our partnerships.

The Evolution of my Outbound Sourcing Strategy

Recruiting sourcing strategies are one of the most important pieces to the entire recruiting process. Without a well-built and thought-out sourcing strategy, recruiters would not be able to generate enough traffic from interested and qualified candidates. Personally, my experience has been that many of the candidates who are actively applying are not as qualified as candidates who I find myself. Read on as I share my methods for creating a successful and personalized sourcing strategy. n

What is a Sourcing Strategy? n A sourcing strategy is how recruiters will contact qualified prospects for open roles and can be inbound or outbound. Outbound sourcing strategies involve a variety of outreach methods, with the most common being the LinkedIn InMail message. Inbound sourcing strategies usually require recruiters to post their jobs to job boards and wait for applicants to apply. Recruiters track data from their sourcing strategies to see what works and refine their process to drive better results: more qualified candidates who are interested!

In the Beginning… Factory Mass MessagingnIn the beginning my outbound sourcing strategy was basic. I would go through and find candidates who met the minimum qualifications and load anywhere from 25-50 people in the project. A project in this case is a central, web-based location, where I can store online candidate profiles. I would then craft a message that sounded just like other recruiting messages. Something like:

“Hello! I am working with ABC company who *insert super long monologue*”.

These messages were not as personalized, and I am certain prospects could sense the factory styled mass message I had sent out to 50 people.

Then I realized… Themed Mass Messaging nAfter not experiencing much success with the factory styled mass messaging, I realized I had to change my approach. I partnered with my coworker Christian to produce a mass message that had flavor. I wanted to create a mass message that entertained people! That way if they read it, at least they got a good smile out of it or internal ‘LOL’. We started with Star Wars because it has mass appeal. I crafted the message to read like the beginning of the Star Wars movies and episodes with the announcer voice. In case you do not know what the voice sounds like: Star Wars Clone Wars Obi Wan and Anakin Get Ambushed on Planet Christophsis HD

Taking it a step further… AKA The Secret SauceThe secret sauce to outbound recruiting strategy is using video messaging! It is inevitable that people WILL ignore your attempts to speak with them about opportunities. People are busy; They are focused on work. The last thing they want to do is let a recruiter add more to their plate. Unless that recruiter sticks out among the crowd with a video message… I started sending video messages to prospective candidates because I realized that people LOVED the hyper personalized approach. My first trial was using videos for networking on LinkedIn.– You heard that correctly: Dom has been sending video messages way before he was a recruiter!– I believe video messages work because they SHOW you are willing to go the extra mile. They can also be viewed when convenient, with no further time commitment. Recipients do not have to face the pressure of interacting with you 1:1 unless they decide they like you and the opportunity.

I hope you enjoyed the glimpse into the sourcing strategy I am constantly refining. Are you a recruiter or job seeker who wants to hear more about the secret ways? Do not worry- we will publish the ‘How to send a video message’ article so you can start using the secret sauce too. Connect with me on LinkedIn!

Resume Writing – It’s All About Experience

This is your friendly neighborhood recruiter, Dom Vargas, and this will be my debut blog post for Recruiting Experiences. Buckle up and enjoy the journey!


Did that word spark your creativity? Make you cower in the corner? Resumes can certainly be polarizing, and they are one of the most difficult job search strategies to master. Trying to put years of experience and knowledge into a 1-2 page summary of ‘what do you do?’ is a daunting task. While research is leaning toward removing resumes from recruiting processes long term, not much has changed in the traditional job search process and resumes are still a key resource for getting in front of hiring teams.

Isn’t it funny that you could have an extremely engaging conversation with your prospective manager in which they boast that you are a great fit for the team, yet still end the conversation with a request to, “Send me your resume!”?

I’m going to share with you one of the best ways to invest in your professional image: hiring a resume writer!

In this fast-paced society, TIME is MONEY.

Now, would you rather:

  1. Spend 10 hours trying to master the art of building your resume because you are not landing interviews? nOR
  2. Leave it to a professional resume writer with decades of experience reviewing, writing, and crafting the perfect resumes that help people land interviews?

The Right Resume = Foot in the Door

Hiring teams review large quantities of resumes. There is no way for the hiring team to speak with every applicant. The right resume format is crucial to getting a ticket to the interview stage. The hiring team will spend only a few minutes looking at resumes to determine who should be called for an initial screening or conversation. With the right resume you will have the opportunity to showcase what really matters: YOU. Remember that networking IS important, but you will ultimately still need a polished, compelling resume.

Resume Writers are Experts

Think of a professional resume writer as the Lebron James of the resume writing world. They know exactly what a company wants to see on your resume: the format, font, data, and verbiage that best showcases your skills. Their expertise is a result of direct involvement with the hiring processes. Professional resume writers truly know the ins and outs for getting your resume to the people that make the decisions because, many times, they have been that person.

Invest in Your Resume AND Skillset

When you engage with a professional resume writer to produce your flawless new resume, you are investing in a new resume and in a future playbook. You won’t have to go back to your old process or spend hours looking up YouTube videos for “How to Write a Resume”. You now have the BLUEPRINT right in front of you to highlight your assets specifically for a hiring team! You can use the same lingo and writing-style, and adjust accordingly for future opportunities or role changes.

If you are not getting the interviews you’d like or are interested in learning more about how resumes impact your career search contact me at! or explore Recruiting Experiences’ resume writing services.