Domini Clark

#Employer Alert: Be Aware of a New Scam Email #WOWFACTOR 🙀 To all employers and hiring managers in Texas: Please be aware of a recent scam email with the subject line: "Follow-Up: Submission of Employment Records – Action Required by Oct 27, 2025" The email requests employment separation records for all personnel from 2015 to the present. The email also links to a webpage portal that is designed to look like TWC's Employer Benefits Services (EBS) application. This email is NOT from TWC. The portal is NOT a valid TWC webpage. Do not upload any files to this fake portal.

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Hiring through a VMS might seem efficient on paper — but behind the scenes, it often creates massive inefficiencies that leaders rarely see. 🔎Recruiters source talent solely from a basic job description 🤞 Then manually submit resumes into outdated portals ⏳ Wait days or weeks with no feedback 🛑 Candidates are interviewed — then ghosted 📉 Recruiters disengage because they can’t refine their search or succeed Meanwhile, great talent walks away. This isn’t a knock on vendor management systems, it’s a call to examine the real cost of process-heavy hiring: lost time, frustrated recruiters, and missed opportunities to course-correct. If you want the best talent, your recruiting partners need more than a login — they need a relationship with the hiring manager. Collaboration makes a huge difference in the speed and quality of hires. What would it take to remove the blockers and let results lead? Insure Technology #hiring

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TA/Recruiter job openings in the U.S. continue to climb (surprisingly!) For the first time in nearly three years, postings are holding steady above the 45,000 mark. The sharpest demand we’re seeing is from clients in Data Centers, AI, Aerospace Engineering, and VC-backed and pre-IPO tech. What’s especially interesting: this strength in TA roles is happening at the same time overall U.S. job openings are trending down (per the latest JOLTs report). August’s jobs report showed just 22K new jobs created nationwide, yet demand for recruiters is starting to surge. Why? My hunch: - Lowering interest rates are fueling capital expenditures in tech - IPO activity is picking up - VC funding is flowing again - Companies are positioning for broad hiring in tech Recruiting is often the “canary in the coal mine” for hiring cycles. If this momentum holds, it could signal a broader acceleration in tech hiring heading into 2026. 👉 Do you think this trend continues?

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How senior professionals are using offshore virtual assistants to create strategic bandwidth for career acceleration, not just task completion For years, the conversation around offshore VAs has been about cost savings and task offloading. But a paradigm shift is happening. Top performers are no longer using VAs just for calendar management or data entry. They're leveraging them as strategic partners to create cognitive bandwidth. McKinsey's 2023 Future of Work research is clear: executives who effectively delegate strategic thinking support gain 15-20% more time for high-impact work. This isn't about getting more done; it's about creating space for the work that truly matters. Here’s how the most forward-thinking leaders are doing it: 1. From Reactive to Proactive: Instead of just answering emails, a VA is trained to analyze your inbox, flag strategic opportunities, draft thoughtful responses for key stakeholders, and surface trends from internal communications. 2. Strategic Research & Synthesis: Your VA conducts deep-dive research on market trends, competitor moves, or potential partners. They don't just send links—they provide synthesized briefs with clear insights and implications for your strategy. 3. Meeting Intelligence: Beyond scheduling, they prepare pre-reads, create one-pagers on attendees' priorities, and draft follow-up emails that capture action items and strategic next steps, ensuring every meeting drives momentum. 4. Thought Leadership Amplification: They help manage the pipeline for your content—researching topics, drafting initial outlines for articles or posts, and managing the distribution to maximize your reach and impact. The result? You're not just freed from administrative tasks. You're actively creating a competitive advantage in leadership development. You gain the mental space to focus on vision, innovation, and high-stakes relationships—the work that accelerates careers. The question is no longer if you should delegate, but what strategic functions you can empower a skilled partner to handle. Are you using your support system for task completion or strategic acceleration? #FutureOfWork #Leadership #ExecutivePresence #Productivity #StrategicDelegation #CareerAcceleration #VirtualAssistant #McKinsey

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Recruiting Agency Contracts should protect Agencies and include clauses like... What candidates are defined as the agencies versus the employer's candidate. If a candidate has not been interviewed by the employer within the last year, the candidate is considered the agencies. Candidates that are hired through direct or indirect efforts of the agency are considered the agencies candidate. Indirect efforts could include... a candidate who is a finalist backing out and referring thier friend instead to the hiring manager. or a candidate who spoke to a recruiter about the role and the recruiter was waiting on their resume yet they applied direct to the employer thinking that was supposed to happen.... Guarantees: The guarantee is meant for a replacement only and not money back. Guarantees are not valid in cases of the employer not having a sufficient amount of work for them. If the invoice is not paid on time, the guarantee is null and void. -- Any other good ideas or clauses to add to a recruiting agency fee agreement?

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