Coral Bourne

As I hit my 3 year anniversary here at Gopuff - today unfortunately is my last day due to another round of restructuring layoffs. Its hard to put into words the feeling of being on this side of the conversation - however, what I do know is that over the last three years this #TalentAcquisition Team has truly been an absolute power house and these people have been my rock & the reason I got after it everyday. #ThankYou for being my WHY. Just to drop a few highlights of how proud I am you... - hiring over 30K people across all of Gopuff BevMo! and Liquor Barn and Party Mart in 3 years -building a high volume hiring process through a team of recruiters that I truly can call my #fam - you all are so incredibly talented. I am happy to have been able to play a role in your development and lives! Some of you starting out as your first recruiting roles & now look at how far you have come... its truly remarkable. 🎶 " started from the bottom now we're here " - Drake - supporting an incredible Field Operations Team with leadership that is so driven and resilient; it will be amazing to see what else you accomplish - working alongside some of BEST IN CLASS people and culture professionals to ever exist, you will all go on to do great things... this is just the beginning While I am not sure of what's next... one thing I do know, I cant wait to have our paths cross & do it all over again with you! Cheers to the next chapter but never forgetting this one. #layoff #gopuff #bevmo #talentacquisition #opentowork #recruiting #peopleworkforpeople #humanresources #newchapter #jobsearch

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Calling all influencer/creator managers/agents, I want to see your rosters! I'm working on a few exciting campaigns for Harry's Inc. over the next few months, and have a ton of opportunities for male, US-based influencers/creators across multiple verticals. Please drop me a message or leave your email address in the comments :) #influencermarketing #creatormarketing #talentmanagers #talentagents #creatoragencies #influencers

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Ugh this job market 😕 I was talking to colleagues this week who have experienced multiple rounds of interviews and a very long process without landing the job. In today's competitive job market, this is not uncommon and expected, particularly with all the layoffs over the last few years. This is tough enough to deal with multiple times. What stands out is the apparent constant reminder during the process of the abundance of great candidates available. Job seekers are painfully aware of this, and during a challenging job search, such reminders and comments can be particularly tough to hear. Unless you've been in their shoes, it's hard to understand the impact hearing this several times during the interview process for a job that a candidate is really excited about, has on them. Let's remember to empathize with the candidate's perspective. They know there’s a lot of competition, but it can be crushing to continually hear how many other great candidates applied for the job during a very long interview process. #CandidateExperience #Empathy

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If you apply for a job at Article, you will receive an email with a link to a Candidate Survey with an NPS score. We historically have used this data to: 1: when we see themes in the surveys, we use this data to adjust our hiring process and communications (two huge parts of a candidate experience) 2: this also helps the TA Team understand the labour market and the overall sentiment of job seekers 3: occasionally a survey response requires us to reach out and learn more, or give context As a consumer goods-based organization, we take the viewpoint that every candidate could be a future customer, so we see candidate experience as an extension of customer obsession (one of our guiding principles). Last year we had 25k people apply, and we hired .8%, so we rejected a lot of potential customers. I can't say we get it right all the time, but we are always working to make it better. Last week we just updated our survey. We're limited in formatting, but we're hoping these changes drive even better more detailed responses. TA leaders out there, love to see if you're doing similar and how it's going. #candidateexperience #talentacquistion #recruitment

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I always knew the recruiting world would call me back. It's been fun chatting the past two weeks with Sales and TA leaders on strategy on how hiring looks like in 2024. Looking forward to having more of these conversations. Sadly leaders have had less than stellar experiences with Recruiters looking to rush a contract. This kind of method only shows a lack of interest in knowing said business and culture. It not about getting a contract, its about forming a balanced partnership. That is where the magic happens. Hiring managers - It's Q3 and if you are looking for some key hires and have trouble finding them? Let's talk! What are you seeing in the market? Let me know in the comments! #EverythingTaylored #Takeaseat #Recruiting

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Most TA teams we talk to at Guide arrive with a common misconception: they think they want efficient interview scheduling. But what they really want, after digging into the details, is efficient interview coordination (where true operational efficiency lies). The difference is that scheduling involves 1 stakeholder (the RC) and coordination requires 4: 1. RC 2. Recruiter 3. Interviewer 4. Candidate If you “automate” scheduling i.e. build or buy tooling for the RC - but your recruiters or interviewers aren’t engaged, or need to ping you for information, or your candidates no-show and interview -you now have a reschedule scenario. And no matter how efficient that process is, it simply shouldn’t have happened in the first place. Great recruiting coordination *requires* great collaboration.

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Today, I'm celebrating a client who landed an INTERNAL PROMOTION to Director of Product at American Express, with a 25% increase - after being REJECTED for the role 2x before! 🎉 (she has been with the company 10+ years) When she first approached me, I immediately identified her struggles: 1. Communication: She had difficulty conveying her thoughts clearly.   2. Value articulation: She was not highlighting her contributions and achievements. 3. Agility: Her thoughts were clear, but she struggled to make them concise. Her peers and leaders saw her as a high potential. However, the feedback she was getting after trying to break through to the next level was that she was not clear and too wordy in her communication. She HAS amazing gifts: linear logical thinking with the vision to execute, business savvy (she was aware of her impacts on the biz), and she IS a top-rated leader. While her gifts are known, she needed to share her expertise CLEARLY and CONCISELY. Because NO ONE wants to be their orgs best kept secret. Here's how we addressed the challenges: 1. 90-Second Communication Sprints: We mapped out her key experiences and achievements in focused bursts to help her structure her thoughts and ideas in a clear, concise manner. (She's a product leader so she appreciated the sprints) 2. Articulation Practice: I had her practice conveying complex topics in easy-to-understand acronyms. 3. Stakeholder Messaging: I guided her on effectively communicating her contributions and achievements to key stakeholders using frameworks. After just one month, she got an opportunity to apply for the Director position. She had been rejected 2x before but it was time to slay her giant. SHE CRUSHED IT! Articulating your value is crucial for career progression whether it be in stakeholder meetings, presentations, or interviews. I'm so grateful that another client is going into the weekend realizing a dream they've sat with for years. Let that be a reminder you can too. #aLITTLEadvice --- Hi! 👋🏾I’m April, a certified Executive Leadership and Life coach. I help women leaders (Manager, Director, VP) secure and succeed in Senior Leadership roles. Ready to land a promotion? DM me "Exec" if you're ready. I'm going live on Sunday (today), July 7th at 6:30pm EST here on LinkedIn Audio to discuss how to get Executive Communication: How to organize your thoughts. Register: https://lnkd.in/gCaGNt6s

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👩‍🎨 Wellness Wednesday - Reflecting on Identity After Job Loss Job loss can deeply impact our sense of self. After nearly a decade at my previous company, I realized how much I tied my identity to my job and colleagues. It's been 7 months since leaving, and I'm only now embracing my new 'identity' beyond work. As someone in recruitment, I've always equated my job with who I am. However, I'm discovering that life encompasses more than just our careers and titles. Transitioning to solopreneurship has offered me valuable insights. I'm exploring my identity outside of work, delving into interests like music, art, and volunteering. If you're navigating a recent layoff and grappling with your identity, remember, you're not alone. Consider this moment as an opportunity for self-discovery, uncovering aspects of yourself you never knew existed. #WellnessWednesday #JobLoss #SelfDiscovery

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Forced Fun In the fast-paced world of staffing and recruiting, burnout can become an all-too-familiar challenge. As industry professionals, we pour our hearts into finding the right fit for every candidate, often facing setbacks like no-shows or unexpected ghosting. These moments can be disheartening, but they also highlight the resilience and dedication required in our field. That's why regular team-building events are not just beneficial—they're essential. Recently, we took a much-needed break to blow off some steam and reconnect outside the office. This experience was more than just fun; it was a vital opportunity to recharge, strengthen our bonds, and remind ourselves why we do what we do, to MAKE LIVES BETTER! Team-building activities foster a sense of unity and support, allowing us to tackle challenges with renewed energy and enthusiasm. They help us remember that behind every role we fill and every resume we review, there's a dedicated team working tirelessly together. Investing time in these events is investing in our team's well-being and effectiveness. It's a reminder that while the job may be demanding, we are not alone—we are a team, committed to lifting each other up and driving success together. To all my fellow staffing and recruiting professionals, let's make team-building a priority. Our teams deserve it, and the positive impact on our work is immeasurable. #TeamBuilding #StaffingLife #Recruiting #Leadership #WorkLifeBalance

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Dear Peloton Interactive Inc., The last 60 days have been filled with so many mixed emotions, but the truth is, I feel fortunate to have something that makes saying goodbye so hard. As my time at Peloton comes to an end, my gratitude is overwhelming. I was thankful on Day 1, and I’m still thankful 2,823 days later. Peloton’s mission of empowering people to be the best version of themselves anywhere, anytime is not just for their Members, but also their Employees. While these past eight years have been at times, challenging, they truly helped me become the best version of myself. Joining the Culture Club a month before we went into lockdown was no coincidence. It is this specific time in my life that makes me fully believe in the saying, “Everything happen for a reason,” because had I been selected as the Store Manager of Austin back in 2021, I might have left here the same girl with the same name. Peloton provided me a platform to discover my talents, skills, and love for Culture. They trusted me, they gave me the freedom to be creative, and in doing so, I found my voice, my passion, and my gift of connecting others. In the two years that I volunteered with the Culture Club, I went from sending Culture calendar invites to all of retail’s inbox to single-handedly creating monthly Culture calendars where everyday I planned an activity designed to build and foster relationships within every showroom & the Retail Team as a whole. There are so many things that I’m grateful for, but if I had to sum up it to one thing, I’d say I’m most grateful for learning that if my work isn’t inspiring, uplifting, or beautifying someone else’s life in some way, it’s not the job for me. I’m leaving here with an inner compass that simply demands that my work be aligned with my need to offer beauty and value to the world. Peloton, it’s been a wonderful ride. Even if we can’t be together in the end, I’m glad that you were a part of my life! Here are my 8 favorite quotes that summarize my journey here at Peloton: 1. If it doesn’t open, it’s not your door. 2. A setback is a setup for a comeback. 3. If it doesn’t challenge you, it won’t change you and if it scares you, you should probably do it. 4. The difference between who you are and who you want to be, is what you do. 5. Give and you shall never feel empty. 6. Exposing yourself to various cultures is vital for professional & personal growth. 7. Culture is how your employees hearts feel about Monday morning on Sunday night. 8. And saving the best for last... The most important KPI ever to exist: Keep People Interested Keep People Informed Keep People Involved Keep People Inspired! “Beginnings are usually scary, and endings are usually sad, but it’s everything in between that makes it all worth living.” - Bob Marley With love, Lindsay Love

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I so strongly agree with this - tailoring your resume to every job you apply is a complete waste of time. I know from personal experience. Stick to a master resume of your core and key skills and if you want to personalize an application, that's what a cover letter is actually for.

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I have seen this article being shared a lot across my network. In my experience it is the executives and c suite that push for in office work culture when the actual employees ask for (and thrive in) remote flexibility. I have worked in a very rich, on-site work culture at Patagonia and a fully remote, very productive culture at Trove Recommerce. In my experience, an employee's productivity and innovation is much more dynamic and fluid than the system they work in. Trust, flexibility, authenticity, mission, diversity of thought, clarity and ownership all play a large role in output. I believe your talent is your innovation, not their work location. Old systems can change and work cultures evolve, the successful companies will embrace the change and build progressive cultures listening to their employees needs. New ideas and new ways of doing things is a core tenant of innovation. How can you expect innovation from old ways of thinking about work? I am very proud of the innovative remote culture we have built at Trove- rooted in trust and clarity on our mission to build the next era of conscious commerce.

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Can we normalize #recruiters and HR people actually responding to candidates emails and inmails within 1-3 (or 3-5??? Something realistic?) business days, instead of making candidates follow up 3-4 times? With this job market, it’s been tough for all of us. I hear so much about “candidates don’t respond when they’re not interested” but what about “recruiters never respond in the middle of the interview process?” It’s tiring. I wish we could all make it easier on one another. #jobsearch #hireme #jobhunting #commoncourtesy

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As a TA Leader, I am curious why I see some job positions open for longer than 30+ days. The current job market seems to have a lot of highly qualified candidates available, so I would assume open roles are receiving strong applicants. And right now, I'm on the other side of this discussion! I am currently a job seeker, and I see roles staying open too long, so to be on the other side, I ask myself "why". The math doesn't seem to add up. When there are over 100 candidates, are none of them qualified? What is the reasoning to keep a requisition posted with that many candidates? Recruiters, what are the obstacles you are facing in filling these positions? I would love to hear your perspective.

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I've been seeing a lot of heartbreak over #relocating so I wanted to share some of the reasons why places do not or will not consider a candidate because of their location from a talent acquisition angle: 1) The company may not have legal or payroll access/setup to have workers in that state (i.e. if you live in Idaho, and they don't have payroll set up in that state, you will not be able to be paid salary/benefits - it's likely you would only be able to be a contractor as the same rules do not apply to them.) 2) Relocation funds may not be available in the budget for the role. As a candidate, would you choose a higher base salary, or relocation funds being available? Nearly everyone would choose base because that's NOT a one-time payment, so often we make the budget decision to push the base salary higher, thus limiting the candidate pool to people in the area that's supported. 3) If a company is doing return-to-office, or has a hybrid model for their jobs, that is a policy that is set across the board for everyone to mind. Is it fair to say "well, I'm in Portland and I'm talented so I deserve special treatment" when everyone who already works there doesn't get that choice? 4) If relocation funds are already scarce in this market, getting a visa or cross-country relocation is like a next-level ask in a lot of roles. Not because the company doesn't want to consider you, but because we have to prove to The Federal Government that we look every American into consideration and NONE of them stood up to how great you are. Assuming we CAN do that, because you're maybe director level or have a crazy rad resume behind you, it's a whole 'nother hurdle to GET YOU HERE. It took an additional 8 months to get my friend Kris here for his Senior Level Designer job at my last studio. We got lucky and got an H1B in the lottery, proved to the gov't he was as rad as we thought he was, but then of course they found fault with 6 other things, delaying him from a May start to November. That's a very hard ask for a team to endure that's already down a developer. I know it's hard to find a position, and even harder to find a remote one if you need it, but please understand there's so much more that goes into these decisions than just "we want someone local." Feel free to post any questions you may have, I'm happy to answer anything I can given my experience with relocating people, having remote workers, getting visas, and even bringing folks over from overseas.

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Nepotism, or giving jobs to family and friends, can ruin a company. When people are hired or promoted because of who they know, not what they can do, it hurts trust and lowers morale. Talented employees may leave, and new ideas may be lost. To build a strong and successful company, it's important to hire and promote based on skills and hard work. Let's support a fair system that rewards true talent. #Leadership #Fairness #WorkCulture #Meritocracy

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🌟 Update Time 🌟 What a journey this past year has been! Last fall, amidst the tech industry layoffs, I found myself faced with unexpected change as my role was unfortunately impacted. I was devastated, given I loved my role as a HRBP at Wrike and enjoyed the partnerships I made and the impact our HR team had in such a faced paced and every changing organization. However, the universe always seems to work in mysterious ways as this change couldn’t have come at a better time. In the JUST the past 5 years of my HR career I have navigated a global pandemic, political unrest, acquisitions, divestitures, reductions in force, recessions, an everchanging talent market, supporting employees during geopolitical tensions and relocations, as well as completing my Master’s Degree in organizational leadership, getting married and buying a home. While I coached leaders on navigating employee engagement and burnout in their teams, I too was growing more and more tired and consistently putting the needs of the business and leaders and employees I supported above my own. Have you ever heard the saying “the cobbler’s children have no shoes?” Well, I’m sure all my HR network will agree that our teams are often so focused on the needs of the organization and its employees that we often overlook our own. Since being laid off, I've taken this time as an opportunity to recharge, reflect, and refocus. I’ve spent much needed time with family, traveled, read books that have been sitting on my shelves for years, had the time to take the SPHR exam, educated myself on mental health best practices, participated in HR consulting passion projects, took my dogs to the park more, joined a new gym, discovered a new creative outlet hobby and fell in love with ceramics, and enjoyed being a newlywed. Most importantly, I’ve exhaled for the first time in what feels like forever. It's been a period of personal growth and learning, and I'm incredibly grateful for the chance to pause and reassess my goals. Now, as I step back into the professional realm, I'm thrilled to announce that I'm actively seeking new opportunities as a Human Resources Business Partner (HRBP) or in a strategic HR role. With a passion for fostering positive workplace cultures and driving organizational success through strategic HR initiatives, I'm eager to bring my skills and expertise to a new team. If you know of any opportunities or if you'd like to connect to explore potential collaborations, I'd love to hear from you! Let's chat and see how we can work together to achieve our goals. Thank you all for your ongoing support and encouragement throughout this journey. Here's to new beginnings, growth, and exciting opportunities ahead! 🚀 #HRBP #NewBeginnings #Opportunity

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At TAweek in January, I highlighted a disturbing trend: the rise of anti-LGBTQ+ bills and laws. This isn't just some fringe issue. In 2023 alone, over 500 anti-LGBTQ+ bills were introduced. This isn't progress; it's a backlash. And the retreat of some corporate allies, bowing to political pressures, only adds salt to the wound. The message here? When the going gets tough, the rainbows vanish. Now, I get it. Corporate America is driven by profit margins and shareholder value. But there’s a glaring hypocrisy in companies flaunting rainbow logos in June and then ghosting the community when the calendar flips to July. Allyship is not a seasonal sport. It’s a year-round marathon. Violent threats are up. The rhetoric aimed at turning us against each other is on the rise. It’s a deliberate attempt to make us forget that at the core of these "issues" are human beings who deserve the same respect and rights as anyone else. This is not just an LGBTQ+ issue; it’s a human issue. So, what does authentic allyship look like? It's a continuous commitment to education—knowing the history, the struggles, and the ongoing battles of the LGBTQ+ community. It's advocating against discrimination, not just when it’s convenient, but every single day. It’s supporting LGBTQ+ organizations, not just with words, but with actions and funds. And it’s creating inclusive environments where everyone feels safe and valued. To the CEOs and corporate boards: Put your money where your mouth is. If you’re serious about equality, show it. Not just with a tweet, but with policies, benefits, and practices that support your LGBTQ+ employees all year round. To the rest of us: Be the change. Whether you’re in a position of power or not, your actions matter. Speak up against injustice, educate yourself and others, and support those who need it. Don’t let Pride Month be the only time you think about equality. In the end, it's simple. Love is love. It doesn’t fit neatly into a month, a day, or a hashtag. It’s a constant, unwavering commitment to standing up for what’s right. So, as the rainbow flags are folded and the last of the parade floats are stored away, let’s remember: the real work of allyship is just beginning. And it's a commitment we must carry with us every single day.

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