Talent Executives Group

We’re headed to a launch party in California tomorrow, to announce something we’ve never offered before!

Be on the lookout for a steady stream of announcements, new collaborations, and partnerships we’re proud to celebrate this year. 🎊

The first one drops later this week. 🎤

If you want a preview, check out our new website!

Take a look and tell me what new offering you notice! 👀

Hint: we have a whole page dedicated to it!

www.TalentExecutivesGroup.com

This milestone feels different ,
because it’s proof that passion and persistence pay off.

When Talent Executives was created, our goal wasn’t just to fill roles
It was to create a recruiting firm built on genuine relationships, clear communication, and results that truly make a difference.

Being officially recognized as a Women-Owned Small Business (WOSB) is a proud moment for our team.

It’s more than a certification
It’s a reflection of the hard work, grit, and heart that have gone into building something meaningful.

Here’s to celebrating this milestone and continuing to partner with companies to build exceptional teams.

📢 New Executive & Leadership Roles Just Added!
18 open positions across the country,
With a few more expected this week!

These are high-impact roles with companies that are
growing, evolving, and looking for strong leadership!

We’re announcing them here for anyone who likes to stay in-the-know.

Share to help someone quietly exploring their next chapter. 🤝

You never know who’s ready for their next big move!

Last week, I declined 5 candidates
They were applying for a 90k role
And their answers were sub-par

I emailed candidates who applied for a $90k job with three simple questions to help with pre-screening.

Many ended up being declined purely due to the lack of effort in their responses.

I call it lazy responses.

You might think that this only applies to lower-level roles

Nope.

90k, 100k, and even 120k + roles have candidates giving lazy, generic responses.

So this is a wake-up call.

In this competitive market, if you don’t put effort into every aspect of the hiring process…

You will be declined in a heartbeat.

Because if you don’t - someone else will.

The insights you give in your answers are, sometimes, the only window into what it’s really like to work with you.

Here’s how to make a strong first impression when a recruiter reaches out:

Answer with detail
Show genuine interest
Choose your words carefully

And remember, a thoughtful reply can transform a simple query into a conversation, a conversation into an interview, and an interview into a job offer.

6 interviews
3 panels
1-hour case study
7 weeks of waiting

And then?

A one-liner rejection. No explanation, no feedback.

Honestly. I couldn’t make this up even if I tried.

It’s not just frustrating - it’s disrespectful.

Candidates, who invest time and effort into the process deserve more than a generic “no”. They deserve to know why.

If your hiring process takes weeks or months, the very least you can offer is transparency and respect.

Providing feedback isn’t just ‘nice’ - it builds your reputation and keeps top talent engaged.

And it’s just a decent thing to do.

Be decent. Give feedback.

This candidate almost got overlooked.
Their LinkedIn wasn’t up to par.
Here’s how to avoid the same thing:

Recently, a great candidate almost slipped through the cracks.

They’d applied for a role on LinkedIn, but their profile was a mess - no relevant experience, nothing that stood out.

I was ready to pass on them…

But something told me to dig a little deeper.

And guess what?

Their resume told a completely different story.

The current role actually matched the job criteria perfectly.

Here’s the thing:

When you’re applying for roles on LinkedIn, your profile is the first thing recruiters and potential employers see.

If it doesn’t align with the role you’re after, you could be dismissed before they even get to your resume.

Think of your LinkedIn profile as your mini-resume - highlight the key points that make you a standout candidate.

You wouldn’t send out an outdated resume…

So why do it on LinkedIn?

“She doesn't have a degree, I’m afraid we can't accept her”
This really happened….

I stopped in my tracks.

She was the perfect fit in every way.

3 interviews with senior team members.

They all loved her.

Passed over to the CEO for final review…

And he rejected her because she didn’t have a degree.

I get why SOME roles require a degree…

But if it's just because you're ticking boxes and stuck in ways of the past.

That's not a good enough reason.

And you will be losing out on good talent.

Reach out to our team for a complimentary resume review!

While you're at it, check out our resources on our website. They are a great way to get you started in your job search.