Jay Webb

✨ 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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𝗧𝗵𝗶𝘀 𝗽𝗿𝗼𝗱𝘂𝗰𝘁 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝗲𝘅𝗲𝗰 𝗰𝗼𝘂𝗹𝗱𝗻’𝘁 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝗶𝘁. $𝟮𝟬𝗞 𝗿𝗮𝗶𝘀𝗲. 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗶𝘁𝗹𝗲. 𝗧𝗵𝗲𝗶𝗿 𝘁𝗼𝗽 𝘁𝗲𝗰𝗵 𝘀𝘁𝗶𝗹𝗹 𝘀𝗮𝗶𝗱 𝗻𝗼. 𝗧𝗵𝗿𝗲𝗲 𝘁𝗶𝗺𝗲𝘀!!! The exec was frustrated that the candidate didn’t see the reward in the Service Manager position. "He's leaving serious money on the table.” But this wasn’t really true… He's protecting something worth more than $20K. See, when you promote your best techs into management, they don’t just gain responsibilities. They lose what really matters to them (at least some of them). 👎 They trade wrenches for spreadsheets. 👎 They stop solving problems to chase parts. 👎 They replace the focus on customer satisfaction with staff scheduling. And slowly, what they love about their job starts to vanish. Your top tech might say yes to the promotion. But 6 months later, they’re buried in warranty claims, PTO requests, turf wars, upset customers, interdepartmental drama, and a new, complicated type of stress. They haven’t touched an engine in weeks. And even with a pay bump, they’re miserable. Eventually, they quit or run the risk of disappointing their boss. Not because they couldn’t handle leadership (well, maybe...but that is okay). But because we never gave them a path to grow without leaving their craft behind. The truth is that not every great technician wants to be a manager (or can even be a manager). They want to fix things. They want autonomy, respect, and mastery…  Not another meeting. So how do we reward excellence on the floor without forcing people into management? Can a tech earn six figures without leaving the bay? Can they lead by mentoring without meetings? Can they grow in influence without trading tools for Excel? Not every promotion is a step forward. The right move sometimes is to keep letting top talent do what they do best. Without trying to turn them into something they’re not. One thing is certain, though. If leaders don't know what matters to their people, then they have some really important work to do! 𝗣𝗢𝗩: 𝘊𝘰𝘮𝘱𝘦𝘯𝘴𝘢𝘵𝘪𝘰𝘯 𝘪𝘴 𝘰𝘧𝘵𝘦𝘯 𝘦𝘷𝘢𝘭𝘶𝘢𝘵𝘦𝘥 𝘵𝘩𝘳𝘰𝘶𝘨𝘩 𝘵𝘩𝘦 𝘮𝘰𝘯𝘦𝘵𝘢𝘳𝘺 𝘭𝘦𝘯𝘴. 𝘚𝘰𝘮𝘦𝘵𝘪𝘮𝘦𝘴 𝘤𝘰𝘮𝘱𝘦𝘯𝘴𝘢𝘵𝘪𝘰𝘯 𝘪𝘴𝘯'𝘵 𝘫𝘶𝘴𝘵 𝘸𝘩𝘢𝘵 𝘱𝘢𝘺𝘴 𝘺𝘰𝘶𝘳 𝘣𝘪𝘭𝘭𝘴. 𝘐𝘵'𝘴 𝘥𝘰𝘪𝘯𝘨 𝘸𝘰𝘳𝘬 𝘺𝘰𝘶 𝘦𝘯𝘫𝘰𝘺, 𝘧𝘰𝘳 𝘢 𝘣𝘰𝘴𝘴 𝘸𝘩𝘰 𝘢𝘱𝘱𝘳𝘦𝘤𝘪𝘢𝘵𝘦𝘴 𝘺𝘰𝘶, 𝘸𝘪𝘵𝘩 𝘱𝘦𝘰𝘱𝘭𝘦 𝘺𝘰𝘶'𝘥 𝘨𝘰 𝘵𝘰 𝘸𝘢𝘳 𝘸𝘪𝘵𝘩. 𝘔𝘰𝘯𝘦𝘺 𝘢𝘯𝘥 𝘵𝘪𝘵𝘭𝘦𝘴 𝘸𝘪𝘭𝘭 𝘴𝘰𝘮𝘦𝘵𝘪𝘮𝘦𝘴 𝘱𝘢𝘪𝘯𝘵 𝘺𝘰𝘶 𝘪𝘯𝘵𝘰 𝘢𝘯 𝘶𝘯𝘥𝘦𝘴𝘪𝘳𝘢𝘣𝘭𝘦 𝘤𝘰𝘳𝘯𝘦𝘳. Jordan Sitter Associates #HeavyEquipment #ExecutiveSearch #Recruiting #Compensation #JobSatisfaction #ServiceManagement #ProductSupport #DieselTech #EquipmentTech #POV

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Quality Levers that lift interview-to-offer Most “quality issues” in staffing aren’t about talent; they are about discipline. Three quality levers that reliably raise interview-to-offer: 1)Intake clarity: must-have vs. nice-to-have, right to represent verified, pay locked. 2)AI pre-screen: flag commute, career gaps vs job story, work authorization/clearance, and duplicates across Job boards & ATS. 3)Feedback loop: 24-hour MSP/HM/Sales/Delivery feedback loop on rejections and next best submission. Run this rhythm, and bad deliveries drop while speed holds. It protects client trust and frees recruiters to win the next req. If you are leading a team, pick one process gap to close this week and measure the delta on interviews to offers. Question: Which quality levers will you reinforce first? #USStaffing #TalentAcquisition #AIinRecruiting #RecruiterTips

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💡 𝗠𝗼𝘀𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝗳𝗼𝗰𝘂𝘀 𝗼𝗻 𝗼𝗻𝗲 𝘁𝗵𝗶𝗻𝗴 𝘄𝗵𝗲𝗻 𝘁𝗵𝗲𝘆 𝗴𝗲𝘁 𝗮 𝗷𝗼𝗯 𝗼𝗳𝗳𝗲𝗿: 𝘁𝗵𝗲 𝘀𝗮𝗹𝗮𝗿𝘆. 𝗕𝘂𝘁 𝘁𝗵𝗮𝘁’𝘀 𝗼𝗳𝘁𝗲𝗻 𝘁𝗵𝗲 𝗵𝗮𝗿𝗱𝗲𝘀𝘁 𝗽𝗮𝗿𝘁 𝘁𝗼 𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗲‼️ 𝗪𝗵𝘆? 📌 Companies have salary bands, budgets, and internal equity policies. 📌 Pushing on salary alone can hit a wall fast. 👉 The smart move? Start thinking about your total package. 💬 𝗛𝗲𝗿𝗲’𝘀 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝗰𝗮𝗻 𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗲 (𝗮𝗻𝗱 𝘄𝗵𝗲𝗿𝗲 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗼𝗳𝘁𝗲𝗻 𝗵𝗮𝘃𝗲 𝗺𝗼𝗿𝗲 𝗳𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆): ✅ Signing bonus ✅ Performance-based bonuses ✅ Extra vacation days ✅ Private healthcare perks ✅ Pension contributions ✅ Flexible work schedule ✅ Career development budget ✅ Relocation support ✅ Job title or promotion track 🎯 𝗧𝗶𝗽: 𝗕𝗲𝗳𝗼𝗿𝗲 𝘆𝗼𝘂𝗿 𝗻𝗲𝘅𝘁 𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗶𝗼𝗻, 𝗮𝘀𝗸 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳: What would really improve my quality of life, performance, and future growth? 👉 Rank your priorities. 👉 Lead with value. 👉 Show why saying yes to you helps them win too. ✨ Negotiation isn’t about being aggressive. It’s about being strategic. Your offer might be the biggest career deal you ever close, don’t leave value on the table. #Careers #Negotiation #JobOffer #CareerGrowth #Salary #Hiring #JobSearch Hi there! I’m 𝐍𝐞𝐥𝐢𝐭𝐳𝐚, your 𝐏𝐚𝐬𝐬𝐢𝐨𝐧𝐚𝐭𝐞 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐄𝐧𝐭𝐡𝐮𝐬𝐢𝐚𝐬𝐭! I’m here to share valuable insights and tips about the world of recruitment. Follow me for more updates and inspiration!

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Why use a recruiter? Well, there a lot of reasons but here is a good example. I had an intake call with a Director on Friday. She had a critical need on her team and received so many job applications from her posting that she didn't have time to sift through the 100s of applicants. So we spoke for about 20 minutes and she told me what she needed. I told my team and by close of business on Tuesday we had 4 interviews on her schedule with candidates that are a great fit. All she had to do was open the resume, read our write-up up and say yes to interviewing. So she will leave work on Thursday (less than a week after we spoke), having narrowed down her list to two or three candidates.

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