Joshua Holtzman

THIS WEEK IN REC TECH powered by Dalia & Jobcase, Inc. *** Big funding for Findem ** SHRM Labs seeking #HRtech startups to join accelerator ** Sinecure, Inc. acquires The Second Shift ** $5M for Casium * New job search tech platform Jack and Jill lands $20M The money is flowing! Listen --> https://lnkd.in/gaYM6CDu

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The recruiting landscape continues to evolve at lightning speed in 2026. Artificial intelligence and automation are reshaping how we identify and engage talent, yet the heart of recruiting remains the same: connection. The most effective firms aren’t just integrating new technology; they’re using it to create space for deeper, more meaningful human interactions. Candidates still want to feel seen, heard, and valued. Clients still want trusted partners who understand their culture as much as their hiring needs. The future of recruitment will belong to those who balance innovation with empathy, pairing data-driven precision with a human touch that inspires trust. #Leadership #Recruiting #Connection

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Recruiting Top Development Officers Isn’t Easy… Even with AI, sourcing top talent for hard-to-fill, high-impact roles isn’t easy. Here’s a look at how we make it happen as an embedded sourcing partner. Spotlight: Development Officers Development Officers are mission-critical—they drive fundraising, cultivate donor relationships, and advance strategic initiatives. Yet top talent often has deep, established networks, making them hard to reach. Internal recruiters are stretched thin, leaving little time for strategic sourcing. That’s where dedicated sourcers comes in: by embedding sourcers into your TA team, you can build pipelines, engage passive candidates, and target the right people for these high-impact roles. Here’s how we approach sourcing for Development Officers: ➡ Define the role clearly - Understand, in detail, which programs, campaigns, or donor portfolios the officer will manage. - Identify essential skills and experience versus what can be developed on the job. Get specific! ➡ Map the talent market - Research peer universities, hospitals, and nonprofits. - Focus on passive candidates with proven experience in fundraising, campaigns, or alumni engagement. ➡ Craft personalized messages - Highlight achievements and the specific impact the candidate could make. - Show alignment with the organization’s mission and priorities. ➡ Leverage internal networks - Engage board members, faculty, alumni, and leadership. - Use warm introductions to strengthen pipelines and trust. ➡ Build candidate networks - Ask passive candidates who they know in the development field. - Nurture these connections for a long-term pipeline of future talent. Each Development Officer we source becomes a catalyst—building major donor relationships, driving critical campaigns, and making measurable contributions to the organization’s fundraising strategy from day one. Thoughtful, proactive sourcing makes this possible by identifying the right candidates and engaging them before they even consider a move. Dedicated sourcing ensures your team can tackle challenging searches efficiently and effectively. Include your sourcers from the outset for optimal outcomes—and if you don’t have dedicated sourcers, consider an embedded model. Learn more about embedded sourcing: ⬇️ 🔗 https://lnkd.in/eHPeG6ez #DevelopmentOfficer, #Fundraising, #TalentAcquisition, #EmbeddedSourcing, #MajorGifts, #HigherEdRecruiting, #NonprofitLeadership, #Endowment

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Great session from Patricia Maroto Gómez and an important reminder about posting content that aligns with themes you genuinely believe in (not just Crystal Palace). The Region is driving demand for RPO/embedded solutions, but most approach with a misconception. They view embedded/RPO as simply placing a recruiter on-site at internal talent acquisition costs. This is the knowledge gap we’re addressing. When you embed Halian, you’re not hiring a recruiter but accessing Halian as a Service. Our entire recruitment ecosystem backs your dedicated client partner: global sourcing networks, AI-enabled tools, proprietary candidate databases, and proven methodologies refined across thousands of placements worldwide. The fundamental difference is between infrastructure and the individual. You’re not paying for a person. You’re investing in proven recruitment infrastructure that delivers faster fills, higher quality candidates, and scalable capacity without the overhead of building these capabilities internally. Halian as a Service (HaaS) 😜

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📊 Connecticut Hiring Trends – What We're Seeing in May 2025 As someone involved in the staffing space here in Connecticut, I wanted to share a quick snapshot of the trends we’re watching closely this spring: ✅ Job Growth vs. Talent Gaps: With 73,000+ open jobs and low unemployment (3.0%), companies are competing hard for skilled talent. 🏥 Healthcare is hurting: Workforce shortages continue to strain hospitals and providers — we’re seeing rising demand for nurses, allied health, and support staff. 🏭 Manufacturing is hiring: CNC machinists, robotics techs, and QA roles are hot, but many employers are struggling to find qualified candidates. 🧠 Skills-based hiring is accelerating: More companies are rethinking degree requirements and focusing on technical competencies and soft skills. 🤖 AI is changing the game: From recruitment automation to analytics, hiring is becoming faster and more data-driven. 💡 Retention is the new recruitment: Flexible schedules, wellness initiatives, and mental health support are no longer perks — they’re expected. At Randstad, we’re working daily with employers across CT to help them adapt to these shifts — whether it’s building a more agile workforce or rethinking how they hire. If you’re navigating similar challenges, let’s connect. #Staffing #ConnecticutJobs #WorkforceTrends #Hiring2025 #RecruitmentStrategy #CTWorkforce #SkillsGap

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If you're into AI and SaaS... Last night hundreds of C-suite-level leaders, operating partners and investors, across four continents from and within the private capital-backed SaaS and AI space, dialled into Camino Search's June Global Webinar: "The Transition From AI To SaaS Pricing". 📹 🔗 Watch more here: https://lnkd.in/eB5fGkAr 📹 🔗 Head of C-Suite Practice EU, at Camino Search, Oliver Dunne chatted to SaaS and AI's 'go-to' pricing expert, Marcos Rivera, CEO, Pricing I/O, on our Camino Search Global Webinar. Marcos also recently featured as a guest contributor in Issue Three of the Camino Search Global Report - our twice-yearly publication, which has now also been seen by leaders across the private capital space more than 200,000 times across 14 countries! Dialling in from San Diego California, Marcos discussed four key pillars of focus, aimed at adding value to CFOs, CCOs, CEOs and CROs within the sectors, including: 🟢 The Mind-set shift in capturing value/ pricing increases in AI and SaaS products 🟢 How do I get off charging for seats? And how to move to a hybrid model/ AI consumption base? 🟢 How to maintain a "predictable" revenue stream - And the Shift from gross margin to contribution margin. 🟢 Explore a Summary of the current and up and coming ‘AI Eco-system’. A massive thank you to Marcos Rivera and everyone at Pricing I/O for helping us put this webinar together. Thank you also to everyone who dialled in across the world. Great work Oliver Dunne for organising the webinar with our Camino Group marketing team. -Sachin --- #CaminoSearch #SaaS #ExecutiveSearch #AI #Artificialintelligence Mariola Bonnici, Tom Garratt, Harry Hewson, Oliver Dunne, Nathan Placks, Oscar Cabrera, Rob A., Lily Durand, Matt Newman

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