Kristina Meyer

✨ 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

35

1 Comment

Yesterday, I wrote about the lack of results most job seekers get from contacting their network. (Link in Comments) Here’s the summary: Most job seekers approach networking like beggars: 👉 “I’m looking for a job — please let me know if you hear of anything.” That’s not networking. That’s handing your future to chance. The truth: 📢 You have experience, perspective, and insights that other people find valuable. 📢 You’ve solved problems before — and you’re capable of solving them again. 📢 You’re not just looking for help. You’re looking TO help. Networking works when you stop asking for handouts, shift your mindset, and start engaging as a peer problem-solver. ✅ Instead of thinking: “I don’t want to bother them.” Think: “My perspective might be useful to them, too.” ✅ Instead of: “They’ll think I’m needy.” Think: “We’re having a professional conversation, not a favor exchange.” ✅ Instead of: “They might not know of a job.” Think: “Jobs are created when problems are big enough. My job is to uncover those problems.” This mindset shift makes it much easier to say: 👉 “I’d love to run something by you — do you have 10 minutes?” See the difference? That’s not a beggar’s request. That’s how peers talk. How do you open the dialogue when you’re networking? Please add ⬇️ anything that’s worked especially well for you. Ring the 🔔 to see tomorrow’s post on effective networking. #careers #fintech #mindset #resumes

70

31 Comments

Winging a First Interview is Like a First Date Where You Forget Your Wallet💳 😅 Awkward. Painful. TOTALLY Avoidable!! You know those FIRST INTERVIEW common questions? ONLY 5% GET THEM RIGHT. "WALK ME THROUGH YOUR RESUME" & "TELL ME ABOUT YOURSELF" – 90% miss connecting personal story to sales potential 🎯 "WHY MEDICAL SALES?" – JUST 5% demonstrate true sales DNA 💡🔬 "WHY THIS COMPANY?" – 8 out of 10 give FORGETTABLE Answers 🥱❌ "WHAT DO YOU KNOW ABOUT THIS COMPANY?" – 95% provide SURFACE-LEVEL info ❌ THESE QUESTIONS MAY SEEM SIMPLE. 🚫DO NOT WING IT🚫 HERE ARE 5 TRAITS TO INJECT INTO YOUR SALES INTERVIEWS: GRIT COMPETITIVENESS HUNTER MENTALITY SENSE OF URGENCY COACHABILITY FIRST INTERVIEW = FIRST SALES PITCH. 📣 EVERY. SINGLE. WORD. COUNTS.💯 What trait did I MISS? Drop below!👇 #FirstInterview #MedicalSales #SalesInterview #InterviewTips #MedicalDevice #HealthcareSales

34

5 Comments

A client came to us after losing their third sales manager in 8 months. On paper, everything looked great: \- $80k base salary \- Uncapped commission \- Monthly bonuses and spiffs \- Top-tier health benefits \- Flexible work environment "Nobody wants to work anymore," the CEO complained. But after one week shadowing their process, I found the real problem. Their sales process was chaos: \- No qualification criteria for inbound leads \- Reps were expected to turn tire kickers into buyers \- No clear handoff between marketing and sales \- Follow-up sequences were inconsistent \- Deal stages were subjective guesses Managers weren't quitting because of money. They were quitting because they couldn't succeed. You can't retain talent when your system sets them up to fail. No amount of compensation fixes a fundamentally broken process. Great reps want: \- Clear success metrics \- Predictable pipeline flow   \- Defined processes to follow \- Tools that actually work \- Realistic expectations They'll take less money to work somewhere they can win. They'll leave more money if winning feels impossible. Before you blame "today's workforce" for your retention problems, ask: "Are we giving our people everything they need to succeed?" Because talent doesn't quit companies. Talent quits bad systems. Fix your process first. Then worry about your pay plan. What's the biggest process improvement you've made that helped with retention?

43

8 Comments

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.

154

10 Comments