Caleb Sullivan

2025 pay transparency = your job-search superpower More states and cities now require salary ranges in job ads, which means you can search smarter, negotiate earlier, and avoid bait-and-switch listings. New rules you can use right now • Illinois (15+ employees): job ads must show pay scale and a short benefits/other comp description. Remote roles tied to IL or reporting into IL can be covered. (Illinois Department of Labor) • Minnesota (30+ employees): ads must include a starting salary range and benefits/other comp. Open-ended ranges are not allowed. If there is no range, the ad must list a fixed rate. Effective Jan 1, 2025. (MN Revisor's Office) • New Jersey (10+ employees): as of Jun 1, 2025, ads must include pay or a range plus benefits/other comp and employers must share internal promotional opportunities. (NJ.gov) • Vermont (5+ employees): effective Jul 1, 2025, written ads must show a good-faith min–max range for VT roles, including many VT-tied remote jobs. (Vermont Legislature) • Massachusetts (25+ employees): starting Oct 29, 2025, postings must include a good-faith pay range. Remote roles tied to a MA worksite are covered. (Mass.gov) • Cleveland, OH: city ordinance effective Oct 27, 2025 requires salary ranges in postings and bans salary-history questions. (Ogletree) Why this helps you • More than half of U.S. job ads already include pay, and the share keeps rising. (Indeed Hiring Lab) • Posts with salary info get significantly more applications and are more likely to surface quality matches, which pressures employers to keep listing pay. (ZipRecruiter) How to use this in your search Filter by pay first. Use the salary filters on job boards so you only apply where the range fits. (support.indeed.com) Ask early if the ad is missing pay. In IL and MA, employers must disclose ranges upon request in covered situations. A quick message saves time. (Illinois Department of Labor) Spot red flags. “Up to $X” or “$Y and up” is non-compliant in places like MN and IL. Look for a real min–max range and a short note on benefits or bonuses. (MN Revisor's Office) Copy-paste DM to send before a screen Hi there, could you share the base pay range and any bonus or equity for this role? Several states now require this in postings, and it helps me confirm alignment early. Thanks. If this helped, share it with a friend who is applying this month. You deserve clarity before you click Apply.

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⭐️ TIP TUESDAY ⭐️ Please remove the following from your resume: - Your picture. This is unnecessary and can also cause issues when an automated hiring system is trying to upload your resume. - Your graduation date and/or age. Unless applying to an internship seeking current students or recent graduates, this can lead to possible agism during resume reviews. - Your full address. Your city and state should be more than sufficient. If you are relocating or plan to relocate, be sure to include that as well! - Soft skills that aren't relative to the job description. Items such as "teamwork" and "communication" do not need to be listed under the skill section of your resume. Instead, list an example of these under your work history to showcase how you have used these in your roles. #tiptuesday #resume #interview #application #recruiting #nowhiring #joboffer

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Application Review Advice Day 9️⃣ I didn't actually review any resumes today 🙈 Instead today was focused on processing OAs and responding to emails. But I still have an advice roundup for y'all! 📧 Wait at LEAST a full business a day before bumping a previous email (preferably more if it's not time sensitive) I've been getting folks bumping emails hours after they've sent them. In some cases *minutes*. I get it! This is important to you, and I appreciate that, but a little patience goes a long way. ⏰ I LOVE a candidate with some hustle when it comes to OAs! Once I start sending candidates to CodeSignal and Karat, I like to keep the process moving. So candidates that stay on top of their email and scheduling interviews are *chefs kiss* 🏃🏻 Take your dream offer and run! People have started withdrawing their applications because they’ve already received offers from other companies. And you know what? I LOVE this for everyone involved. Don’t hoard offers. Don’t waste people’s time.

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✨ Your Resume is Your First Interview ✨ As someone who has spent years in the US staffing industry, I can confidently say this: 📌 A great resume doesn’t just list experience – it tells a story. Here are 3 quick tips I share with candidates almost every day: 1️⃣ Keep it concise – Recruiters spend 6–8 seconds on the first scan. Highlight achievements, not just responsibilities. 2️⃣ Use numbers & impact – Instead of saying “Worked on recruitment”, say “Closed 50+ IT roles in under 30 days, reducing time-to-hire by 20%.” 3️⃣ Tailor for the role – One-size-fits-all doesn’t work. Align keywords with the job description to get past ATS filters. 💡 Remember: A resume gets you shortlisted, not hired. The interview is where you shine, but the resume opens the door. 👉 If you’re looking for resume guidance or exploring opportunities in your domain, feel free to connect or drop me a message. #USStaffing #ResumeTips #JobSearch #Recruitment #Hiring

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Quick tip for anyone looking for a job: If someone reaches out to you on LinkedIn claiming to be a recruiter, do a quick profile check and see how many connections they have. If it's less than 50 (or even 0), they're probably a spam account unless it's obvious they're brand-new recruiters. There's no way a real recruiter claiming to have years of experience has so few connections and the account should be reported as fake.

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Recruiter Reminder: The candidate has to want the placement just as much as you do. I get it. That role is urgent. You want to check it off your list. You’ve finally found someone qualified — and you REALLY want it to work out. But if the candidate isn’t fully in, what are you actually solving? We’ve all seen the signs: 🟣 Slow responses 🟣 Vague answers 🟣 Something just feels… off Don’t ignore it and keep pushing them through. Ask questions. Get curious. Is there another offer in play? Are they unsure about the schedule? Is the commute a dealbreaker? If you skip that conversation, you risk filling the same role again two weeks later. Frustrated that candidates are ghosting you? Take control where you can, and create space for honest conversations early on.

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Having trouble getting interviews? Let's talk about it... Are you describing your roles and experience as if it were a job description? OR Are you explaining what you were directly responsible for, collaborated on, and key metrics / measurable impact? This is always a good first pass to make on your resume if you want to increase positive responses from applications. I even suggest a 'Key Accomplishments' section tied directly to KPIs and results associated with your role and role applying for. Helps readability and highlights wins.

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Your email address is costing you interviews. I’ve had multiple recruiters tell me this directly. If your email screams: •High school AIM tag •“CoolFrank2002@…” (yes, I’ve seen it) •Or an sbcglobal, hotmail, AOL, earthlink, etc. …you’re raising red flags before anyone even opens your resume. I’ve literally been on calls with TA partners who said: “We passed. The email alone felt off.” Here’s why. Hiring teams make lightning-fast judgments. If they see an outdated or “young” email, they might assume: You’re not current with tech You’re behind on professional norms Or worse… they simply take you less seriously Fair? Not at all. But perception plays a big role in first impressions. My advice: → Create a simple, professional Gmail address → Avoid birth years or anything playful → Make it boring… because boring works here Little changes like this can move you from “maybe” to “call them.”

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“The gap in their resume is concerning.” “They’ve had two jobs in three years. Red flag.” “I’m going to pass.” I hear it every day, but the truth is, people leave jobs for countless reasons. From my experience interviewing thousands of candidates, it rarely has anything to do with their ability to do the job. Here are 50+ reasons to reconsider that pass, or at the very least, don't assume the worst. If you don't ask for the story behind the resume, you might miss a great hire. Lack of upward mobility or promotions Stalled career path / hitting a ceiling Wanting new challenges or responsibilities Desire to change industries or career paths Wanting to learn new skills or technologies not available internally No professional development opportunities Lack of mentorship or leadership support for growth Not being recognized for contributions Salary below market rate No raises or slow raise cycles Commission or bonus structure not competitive Benefits package lacking (health, retirement, parental leave, etc.) Overtime or workload without fair pay Pay inequity compared to peers Burnout from workload or hours Excessive travel requirements Commute is too long or stressful Company unwilling to support remote/hybrid work Schedule doesn’t align with family needs (childcare, eldercare, etc.) On-call demands or weekend work too heavy Relocating for personal/family reasons Wanting more flexibility in general Micromanagement Poor communication from leaders Lack of transparency Leadership instability (frequent turnover, new management style) Nepotism or favoritism Disorganized leadership / no clear direction Lack of trust in leadership’s vision or ethics Toxic workplace or poor morale Cliques, gossip, or politics Lack of diversity, equity, and inclusion Not feeling valued or respected Disconnected or disengaged team Conflict with coworkers Feeling isolated or unsupported Company culture doesn’t match personal values Layoff fears / financial instability Company sold, merged, or restructured Frequent changes in direction/strategy Lack of resources to succeed Poor market position compared to competitors Desire to start their own business Going back to school Relocating for spouse/partner’s career Taking time off for family or health reasons Wanting to travel or pursue passions outside of work Role turned out different than expected (misrepresented in hiring) Underutilized or overqualified in role Too narrow or too broad responsibilities Not enough autonomy Too repetitive or monotonous Not challenged intellectually Company engaged in unethical practices Misalignment with company mission or industry #hiring #recruiting #jobsearch

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