---
title: "Taylor Crane - Fractional Jobs | LinkedIn"
url: https://stacklist.com/card/2e9cbebd-c179-4dee-957c-4e7dcc8823c6
source_url: "https://www.linkedin.com/in/taylorcrane"
stack: https://stacklist.com/stack/e0463f3f-bab9-45b3-b8fc-afe7976b7fcc
summary: "Taylor Crane, founder of Fractional Jobs based in New York, shares a case study of a 2x startup founder building an entire leadership team using fractional executives across sales, customer success, HR, finance, and growth roles at up to $250/hr. The post highlights the growing trend of seed-stage startups leveraging fractional talent for flexibility and cost efficiency while accessing experienced leaders from blue-chip startups."
tags: "fractional-hiring, startup-leadership, fractional-executives, saas, gtm-strategy, talent-acquisition, seed-stage"
key_entities: "Taylor Crane (person), Fractional Jobs (organization), LinkedIn (organization), Washington University in St. Louis (organization), Fractional Hiring (concept), Founder-Led Sales (concept), New York, New York, United States (location), GTM Strategy (concept)"
classification: "snippet"
content_hash: "sha256:56648d3d07974345e98dac42be000d4524712ffcd68316770943479fa3fb0af7"
acp_version: "0.2"
token_counts_approximate: 11046
visibility: public
agent_accessible: true
status: "final"
---

# Taylor Crane - Fractional Jobs | LinkedIn

Sign in to view Taylor’s full profile Taylor can introduce you to 1 people at Fractional Jobs Email or phone Password Show Forgot password? Sign in Sign in with Email or New to LinkedIn? Join now By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement , Privacy Policy , and Cookie Policy . Taylor Crane Sign in to view Taylor’s full profile Taylor can introduce you to 1 people at Fractional Jobs Email or phone Password Show Forgot password? Sign in Sign in with Email or New to LinkedIn? Join now By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement , Privacy Policy , and Cookie Policy . New York, New York, United States Contact Info Sign in to view Taylor’s full profile Taylor can introduce you to 1 people at Fractional Jobs Email or phone Password Show Forgot password? Sign in Sign in with Email or New to LinkedIn? Join now By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement , Privacy Policy , and Cookie Policy . 13K followers 500+ connections See your mutual connections View mutual connections with Taylor Taylor can introduce you to 1 people at Fractional Jobs Email or phone Password Show Forgot password? Sign in Sign in with Email or New to LinkedIn? Join now By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement , Privacy Policy , and Cookie Policy . Join to view profile Message Sign in to view Taylor’s full profile Taylor can introduce you to 1 people at Fractional Jobs Email or phone Password Show Forgot password? Sign in Sign in with Email or New to LinkedIn? Join now By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement , Privacy Policy , and Cookie Policy . Fractional Jobs Washington University in St. Louis Company Website Report this profile About I introduce startup founders & SMB owners to fractional execs and other senior fractional… see more Welcome back Email or phone Password Show Forgot password? Sign in or By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement , Privacy Policy , and Cookie Policy . New to LinkedIn? Join now Activity 13K followers Posts Comments Reactions No more previous content Taylor Crane Taylor Crane 23h Report this post Taylor Crane posted this I'm right now watching a client of ours build out their entire leadership team with fractional talent. He's a highly successful, 2x founder, and knows exactly what he's doing. Just raised a large Seed. Wants the best talent, but needs the flexibility and cost efficiency of fractional hiring. This is very cool to watch. I've known him for a while and have a lot of respect for how he builds companies. The roles he's hiring for, and why: • Fractional Head of Customer Success - to manage two full-time CSMs and build a best-in-class process. 1 - 2 days a week. So the founder can focus on other things. JD here: https://lnkd.in/gQ4WSHAT • Fractional Head of Sales - to hire a founding team of AEs, and coach the founder on founder-led Sales. 1 - 2 days a week. JD here: https://lnkd.in/e63u9piY • Fractional Finance & Strategy Lead - a highly hands-on modeling role to inform GTM/revenue. Not really leadership in this case, but the right person has likely held leadership roles anyway. 1 - 2 days a week. JD here: https://lnkd.in/eHvX_dj6 • Fractional Growth Lead / GTM Experiments - devise the hypotheses and experiments that find scalable growth channels, and manage outbound agencies to execute. More hands-on than leadership. 1 - 2 days a week. JD here: https://lnkd.in/gM3ztXh6 • Fractional Head of HR - already successfully hired. Owns HR Ops, compliance, onboarding, offboarding, and thought partnership to the founder as the company starts to grow. Every one of these roles is looking for leaders from blue-chip startups that have sold SaaS to large enterprises, compensation up to $250 / hr. The founder gets to surround himself with the folks that have done it before at successful companies. And the flexibility to change his team as the company grows and pivots and learns. And gets the cost savings helpful for any seed-stage startup. Super happy that Fractional Jobs gets to support this effort 💪 If you're interested in any of the above roles, head to the link above and hit the "request intro" button. Then, I'll make an introduction assuming the founder also opts-in. Fractional Jobs takes 0% commission. And if you're a founder that likes this hiring strategy, DM me to get intro'ed to exceptional fractional talent. Trust me, it'll be worth it. 124 31 Comments Copy LinkedIn Facebook X Taylor Crane Taylor Crane 3d Report this post Taylor Crane posted this End of day friday thought: the founders that are trying to hire a fractional exec for the first time see it as a *green flag* if the fractional is interested in full-time work too. The founders with actual experience hiring fractionals see it as a *red flag*. Chew on that! 74 20 Comments Copy LinkedIn Facebook X Taylor Crane Taylor Crane 6d Report this post Taylor Crane posted this A thought for the SaaS founders out there. I don't have time to use your tool. Can I recommend something? Build the tool for yourself, use it for me, and deliver me the result. That's what I want. I keep discovering and/or getting pitched on these self-service SaaS tools, they seem great and helpful. But I don't have the time for them. Instead of paying you $200 / month, I'd rather pay you $2,000 per month to do the whole thing for me. I know a services layer can be sucky, but with today's tooling you can still keep the team small and highly efficient/automated. Plus, you'll be dogfooding your own product and can open it up to self-serve later. Don't be afraid of the services layer. Fractional Jobs is mostly a services business (not the intention when I first started it). And it'll also become more productized over time anyway. But it's starting out very services-heavy. A great example of this in action - when Petra Labs pitched me on their GEO software, it came with the kicker that they'd manage it all for me and just report to me the results. I immediately signed up. I've never even seen the software they built. Don't care! Don't have time! They use the software to get the work done for me. Hope this helps turn some SaaS founders into services-as-software founders. 75 20 Comments Copy LinkedIn Facebook X Taylor Crane Taylor Crane 1w Report this post Taylor Crane posted this I'll be hosting a live session on Wednesday May 27th, for fractional executives and solopreneurs - and it's going to be a REALLY fun format (at least, for me!). I'll be putting three solopreneurs into a "hot seat", where they describe their current business problem and I talk through how I might approach solving it. It's all part of the Solo Sessions, presented by Lettuce Financial . 📆 Wed May 27th ⏰ 1 - 2pm ET (10am PT) Register for free here: https://lnkd.in/ea9AK-2n See you there! 64 4 Comments Copy LinkedIn Facebook X Taylor Crane Taylor Crane 2w Report this post Taylor Crane shared this I was uncharacteristically nervous about launching last week's survey, but wow, consider me completely blown away by the response from y'all. ICYMI, I'm giving away $2,000 to two fractional leaders for completing the Fractional Jobs "Survey about Fractional Work". If you have already taken the survey, I need to take a minute to say thank you. I was afraid that nobody was going to take the time to do it (I timed it multiple times to try to keep it to under 10min). This is hard to describe in words, but I feel like you all really showed up for me in an unexpectedly large way here, and it means a lot. I'm paying a research firm to conduct this survey, and they told me we needed a minimum of 100 responses to be valuable. I told them I was hoping to get 500. We're already over 1,500. Jeez. Keeping the survey open until EOD Sunday! Last chance to take it. Details below. If you do fractional work, I know how busy you are, but please take a moment to take the survey. It's a huge help for me, I promise this research will be valuable for you, and it'll help the whole fractional movement (which also helps you). Take the survey here --> https://lnkd.in/d3DMyxQN 𝗙𝗼𝗿 𝘁𝗵𝗲 $𝟮,𝟬𝟬𝟬 𝗴𝗶𝘃𝗲𝗮𝘄𝗮𝘆, 𝗵𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝘁𝗼 𝗯𝗲 𝗰𝗼𝗻𝘀𝗶𝗱𝗲𝗿𝗲𝗱: • Take the survey above (did I mention take the survey?) • Submit your email address at the end of the survey • Comment on THIS Linkedin post down below! (can be anything) I swore I’d never do the whole “leave a comment!!!” thing, but I’m making an exception here because the more responses we can get the more it benefits everyone. I’ll be choosing two people randomly who submitted the survey and left a comment on this post to win $1,000 each. NOTE: If you left a comment on the last Linkedin post, no need to do it again, you won't get two entries ;) 𝗣𝗹𝘂𝘀, 𝗜’𝗹𝗹 𝗯𝗲 𝗶𝗻𝘃𝗶𝘁𝗶𝗻𝗴 𝘆𝗼𝘂 𝗮𝗹𝗹 𝘁𝗼 𝗮 𝗟𝗶𝘃𝗲 𝗤&𝗔 𝘀𝗲𝘀𝘀𝗶𝗼𝗻: Once the results come out, I’ll be hosting a Q&A session to discuss all the results together. You’ll receive the invite only if you complete the survey. It’s gonna be a fun hang! On my last Linkedin post about this, I completely forgot to explain what Fractional Jobs even was. It's the largest network of fractional execs in the world, and so if you do fractional work, we'd love to have you :). We might land you a client or two! 🟣 Welcome! To the Fractional Jobs Survey about Fractional Work. 🟣 Welcome! To the Fractional Jobs Survey about Fractional Work. 17 18 Comments Copy LinkedIn Facebook X Taylor Crane Taylor Crane 3w Report this post Taylor Crane posted this A whopping 5 new fractional roles were launched today on Fractional Jobs , all from early and growth-stage startups. Love these days! And they're all really solid opps, too. 2x CTO roles, 1x Head of Sales, 1x VP People, and 1x Strategic Finance. Links to each are below. If you're new here, here's the rundown on how this all works. What is Fractional Jobs ? --> we're like a matchmaker that helps startups and SMBs find the right fractional talent for their need. Do you take a commission? --> No. The client pays you directly. We are not a middleman. Clients pay us a flat referral fee if they hire someone. We just connect you two! How do I get connected to a client? --> If you're a fit for one of the below roles, head to the link below and hit the "Request Intro" button. If the client opts-in to the intro, we'll make an email intro to the two of you directly. If you do fractional work but the below roles are NOT for you, then head to our website to start getting alerted of new roles each week. I'm trying to hire a fractional leader, can you help? --> Of course. For every niche and skillset you can think of, as long as you're looking for senior expertise (not junior). Learn more here: https://lnkd.in/g-kdCw7V Fractional CTO @ Healthcare-focused AI Model Validation Platform 2 - 10 hrs / week | Up to $200 / hr | Remote (Worldwide) https://lnkd.in/et3zYJ_T Fractional CTO @ A Capital Markets SaaS Startup 5 - 10 hrs / week | $200 - $250 / hr | Remote (Worldwide) https://lnkd.in/eYEDEgtU Fractional VP People @ A B2B Project Management SaaS 8 - 12 hrs / week | $200 - $225 / hr | Remote (USA / Canada only) https://lnkd.in/eZ8Z9SU3 Fractional Head of Sales @ An Operations Intelligence Startup 8 - 15 hrs / week | $150 - $250 / hr | Remote (USA / Canada only) https://lnkd.in/e63u9piY Fractional Finance and Strategy Lead @ An Operations Intelligence Startup 8 - 15 hrs / week | $150 - $250 / hr | Remote (USA / Canada only) https://lnkd.in/eHvX_dj6 Did I miss any common questions? Feel free to DM me or ask below. 85 11 Comments Copy LinkedIn Facebook X Taylor Crane reposted this Report this post Taylor Crane reposted this Zach Waterfield Zach Waterfield 3w Taylor Crane reposted this Excited to share that I've joined Rove as CTO. This one's a full-circle moment. In 2017, I started PadPiper with Jack Forbes and Courtney Sabo — a marketplace helping student interns find housing for their summer placements. We started at the University of Waterloo and grew to placing interns at Tesla, Nvidia, Google, Facebook, Yelp, and many others, often working directly with the companies themselves. We went through Y Combinator in W19, rebranded to Kopa, and expanded into adjacent markets like travel nursing and consulting. Then COVID hit. The intern and travel housing markets evaporated almost overnight, and I stepped away from the business in 2020. Jack and Courtney eventually sold the IP to Jonah, a fellow YC founder who used it to launch a luxury property management company in 2021. What Jonah Hanig and the team have built since is genuinely impressive. Rove has evolved from an ops-heavy property management company into one of the best luxury rental marketplaces in the United States — with incredible supply across New York, Aspen, the Hamptons, and South Florida, and LA launching soon. We're building Rove into the best place to list and manage a luxury rental — with AI agents that handle property management, guest interactions, and the operational work that's traditionally eaten owners and managers alive. The bet: software-native operations is what unlocks the next generation of luxury supply. When Jonah reached out last fall, the opportunity was hard to ignore: a lean team, millions in revenue, a category with massive room to grow, and a product I genuinely believe in. The surreal part? I'm back in a codebase I helped write almost 10 years ago, occasionally running into git blames from college-me. Most of it has been rewritten — but not all of it. Excited for what's next. If you're curious, take a look: https://www.rovetravel.com Luxury Furnished Vacation Rentals & Property Management | Rove Travel Luxury Furnished Vacation Rentals & Property Management | Rove Travel 212 58 Comments Copy LinkedIn Facebook X Taylor Crane Taylor Crane 3w Report this post Taylor Crane posted this I'm looking for coaches that work specifically with fractional executives. Is that you? If so, I'd love for you to DM me a URL or some details about your work. I'm working on something for the Fractional Jobs audience that'll be relevant for you. Your work could be more behavioral or developmental, performance-focused or transformational, doesn't matter. But as long as at least one of your focus areas is fractional execs. Also, if you're a fractional exec that works with a coach, feel free to send this to them/tag them below. 98 97 Comments Copy LinkedIn Facebook X Taylor Crane reposted this Report this post Taylor Crane reposted this Erin Gregory Erin Gregory 4w Taylor Crane reposted this I was excited to contribute to Fractional Jobs recently with a piece on how fractional work is restructuring the workforce for mission-driven organizations. I wrote about the path most of us took to get here, why nonprofits and purpose-led companies are leaning into fractional senior talent, and the partnership approach that makes it actually work. Read it here 👇🏼 Thanks Taylor Crane for the opportunity! #fractional #marketing #communications #missiondriven #leadership #consulting How Fractional Work Is Restructuring the Workforce for Mission-Driven Organizations How Fractional Work Is Restructuring the Workforce for Mission-Driven Organizations 65 10 Comments Copy LinkedIn Facebook X No more next content Slide to item 1 Slide to item 2 Slide to item 3 Slide to item 4 Slide to item 5 Slide to item 6 Slide to item 7 Slide to item 8 Slide to item 9 Taylor Crane replied to a comment 44m Maggie Blackburn 🩵 y'all should write a group case study! Taylor Crane replied to a comment 44m Daragh McGrath what if you can't afford them full-time? Then what? Taylor Crane replied to a comment 13h Elizabeth Balder, CDP same 😂 No more previous content Taylor Crane liked this Report this post Taylor Crane liked this Fractional Jobs Fractional Jobs 22h Taylor Crane liked this 🍕🟣 66 Fractional Jobs are Live Now 🟣🍕 Fractional Chief Financial Officer @ A Residential Trades Rollup 16 - 24 hrs / week | Home Services | Remote (USA only) https://lnkd.in/etBtRvVm Fractional Growth Lead - GTM Experiments @ An Operations Intelligence Startup 8 - 16 hrs / week | B2B SaaS | Remote (USA / Canada only) https://lnkd.in/eDsKNt-5 Fractional Head of Customer Success @ An Operations Intelligence Startup 8 - 16 hrs / week | B2B SaaS | Remote (USA / Canada only) https://lnkd.in/e_tmEeEz Fractional Sales Manager @ A Corporate Learning Media Brand 10 - 15 hrs / week | Media | Remote (USA / Canada only) https://lnkd.in/ePAFN6YV Fractional Growth Lead @ A Mental Health Marketplace 10 hrs / week | Healthtech | Remote (USA / Canada only) https://lnkd.in/ewzyfFVi Fractional Chief Marketing Officer @ An AI Dictation App for Radiologists 5 - 10 hrs / week | Healthtech | Remote (USA only) https://lnkd.in/ewgtYYk7 Fractional Senior Technical Recruiter @ An AI Systems Integration Startup 20 hrs / week | B2B SaaS | Remote (Worldwide) https://lnkd.in/e-StDJm4 Fractional Systems Architect @ An AI Action Authorization Startup 10 - 20 hrs / week | Infrastructure / Dev tools | Remote (Worldwide) https://lnkd.in/eW65Y3_y Fractional Controller @ An Employee Incentives Startup 2 hrs / week | Fintech | Remote (USA only) https://lnkd.in/ewGGCijr Fractional Performance Marketing Advisor @ A Sports Betting Startup 2 - 5 hrs / week | Sports / Gambling | Remote (USA time zones only) https://lnkd.in/edyFCs9J And we’ve got 56 more fractional jobs that you can check out at https://fractionaljobs.io 12 1 Comment Copy LinkedIn Facebook X Taylor Crane liked this Report this post Taylor Crane liked this Fractional Jobs Fractional Jobs 3d Taylor Crane liked this 🍕🚨New Fractional Finance Job Alert🚨🍕 We're working with A Residential Trades Rollup to hire a Fractional Chief Financial Officer. You’ll lead the development of their rollup strategy, unify finance and accounting across eight companies, and help prepare for future acquisitions. Fractional Chief Financial Officer @ A Residential Trades Rollup 16 - 24 hrs / week | $13K - $20K / mo | Remote (USA only) https://lnkd.in/etBtRvVm If you think you're a fit, hit that "request intro" button at the link above. Or, send it to your Finance friends. They'll thank you for it, and so will we :) 2 Copy LinkedIn Facebook X Taylor Crane liked this Report this post Taylor Crane liked this Fractional Jobs Fractional Jobs 3d Taylor Crane liked this 🍕🚨New Fractional Sales Job Alert🚨🍕 We're working with An Operations Intelligence Startup to hire a Fractional Head of Customer Success. You’ll take over management of the Customer Success team, own the full customer lifecycle, and help build out the team as the founder’s main point of contact. Fractional Head of Customer Success @ An Operations Intelligence Startup 8 - 16 hrs / week | $150 - $250 / hr | Remote (USA / Canada only) https://lnkd.in/e_tmEeEz If you think you're a fit, hit that "request intro" button at the link above. Or, send it to your Sales friends. They'll thank you for it, and so will we :) 12 2 Comments Copy LinkedIn Facebook X Taylor Crane liked this Report this post Taylor Crane liked this Fractional Jobs Fractional Jobs 3d Taylor Crane liked this 🍕🚨New Fractional Marketing Job Alert🚨🍕 We're working with An Operations Intelligence Startup to hire a Fractional Head of Growth - GTM. You’ll lead rapid GTM experiments to identify the right ICP, messaging, and channels, working closely with the founder and agency partners to find a repeatable growth motion. Fractional Head of Growth - GTM @ An Operations Intelligence Startup 8 - 16 hrs / week | $100 - $150 / hr | Remote (USA / Canada only) https://lnkd.in/eDsKNt-5 If you think you're a fit, hit that "request intro" button at the link above. Or, send it to your Marketing friends. They'll thank you for it, and so will we :) 15 1 Comment Copy LinkedIn Facebook X Taylor Crane liked this Report this post Taylor Crane liked this Fractional Jobs Fractional Jobs 3d Taylor Crane liked this 🍕🚨New Fractional Sales Job Alert🚨🍕 We're working with A Corporate Learning Media Brand to hire a Fractional Sales Manager. You’ll design and implement a repeatable sales process to sell annual subscription-based seat packages to Fortune 1000 companies, and help build and mentor a new enterprise sales team. Fractional Sales Manager @ A Corporate Learning Media Brand 10 - 15 hrs / week | $6K - $8K / mo | Remote (USA / Canada only) https://lnkd.in/ePAFN6YV If you think you're a fit, hit that "request intro" button at the link above. Or, send it to your Sales friends. They'll thank you for it, and so will we :) 7 Copy LinkedIn Facebook X Taylor Crane liked this Report this post Taylor Crane liked this Brian Hansen Brian Hansen 4d Taylor Crane liked this "𝗝𝘂𝘀𝘁 𝗱𝗼 𝗶𝘁 𝗳𝗼𝗿 𝗺𝗲." This is a sentiment I'm gladly experiencing as a consultant. Clients say, "I'll take your expertise AND your hands on keyboard work, so by the end of an engagement, you've done it for me and we're in a much better place than before." Advisory-only has its place, but I'm seeing more clients want both strategy based on experience AND the operational execution. We're also seeing this play out with software, where headless and agentic tools are taking the human out of the workflow. This shift is also enabling a shift to outcome-based pricing (not seats). This is how I price and how I think about value. I do not charge hourly. I charge based on the desired end result. Then I deliver it. Taylor Crane said it well recently. He said he'd pay 10x more for software he didn't have to use himself. 10x! He wants the outcome, not the work. That was eye opening. This opportunity is exciting: "Let me use services to help grow my business - and even better if I don't have to do anything myself." 8 2 Comments Copy LinkedIn Facebook X No more next content Slide to item 1 Slide to item 2 Slide to item 3 See all activities Experience & Education *]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> Fractional Jobs *]:mb-0 not-first-middot leading-[1.75]"> **** ****** *]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> *]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> ********* *]:mb-0 not-first-middot leading-[1.75]"> ********** **** ** ******* *]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> *]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> ***** ***** *]:mb-0 not-first-middot leading-[1.75]"> ******* * *** *]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> *]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> ********** ********** ** *** ***** *]:mb-0 not-first-middot leading-[1.75]"> **** ***************** ********* undefined *]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> 2007 - 2011 *]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> ********** ** ********* *]:mb-0">- *]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> 2010 - 2010 View Taylor’s full experience See their title, tenure and more. Sign in Welcome back Email or phone Password Show Forgot password? Sign in or By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement , Privacy Policy , and Cookie Policy . New to LinkedIn? Join now or By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement , Privacy Policy , and Cookie Policy . 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But for many entrepreneurs, these milestones turn into roadblocks. In our latest article, The Scalability Trap: Why Some Businesses Plateau at $250K or $1M, we dive into the hidden bottlenecks, mindset shifts, and leadership changes needed to break through these ceilings, and build a business designed for true scalability. 📖 Link in comments to read the full article! We’d love to know: at what stage has your business felt the biggest ceiling and how did you move past it? #BusinessPlanThatWorks #EntrepreneurTips #SmallBusinessGrowth #StartupStrategy #BusinessPlanning #StrategicPlanning #BusinessSuccess #EntrepreneurMindset 1 Comment Kimberley Gassmann Madison Professional Group • 12K followers 💡 Recruiter Tip | Your resume gets you noticed. Your story gets you hired. One of the biggest gaps I see in recruiting—especially in professional services and wealth management—is candidates focusing only on what they did instead of why it mattered. When preparing for conversations, think beyond responsibilities: ➡️ What challenge were you solving? ➡️ What impact did you create? ➡️ What did you improve, grow, retain, streamline, or influence? ➡️ What did your clients, team, or leadership gain because of your work? The strongest candidates connect experience to outcomes. And for hiring leaders—sometimes the best talent isn’t the person with the most years… it’s the person with the clearest evidence of growth, adaptability, and potential. What’s one interview answer or candidate story that has stayed with you? #RecruiterTip #Leadership #Hiring #WealthManagement #FinancialServices #CareerGrowth #TalentAcquisition #Recruiting #AdvisorCareers #PersonalBrand 2 Patrick McAdams Andiamo • 15K followers TA hiring just returned to a new high for this recovery cycle. As of May 5, there are 57,078 Talent Acquisition and Recruiter job openings in the US. That is up ~150% from the March 2023 low and up 2.2% over the previous week. Let’s keep perspective. This is still well below the peak levels we saw in 2021 and 2022. We are not back to that kind of market. But the recovery is real. April brought real uncertainty: geopolitical tension with Iran, declining stock prices, and rising oil costs. The chart reflects that hesitation. TA openings stalled for a bit rather than continuing straight up. Now, they have recovered that ground and moved back to the prior high. Talent Acquisition hiring is often an early signal of where companies are heading. When companies add recruiters, it usually means they are preparing for more hiring ahead. The market is not euphoric. But it does appear to be back in growth mode. 29 4 Comments Charlie Collin Charterhouse Partnership • 12K followers Recruitment is never broken, it just doesn't work in isolation. Hiring managers are focused on capability, delivery, and getting the right person in the seat. Talent teams are focused on process and long-term hiring health. Agencies are working in the middle balancing expectations with what the market can actually deliver. None of these perspectives are wrong. But when they operate separately, hiring slows down, frustration builds, and good candidates get lost. When they work together openly, honestly, and with shared expectations, without ego, competition, or territorial thinking, that’s when recruitment truly works. That's what we constantly strive towards. #recruitment #hiring #tips 31 1 Comment Anneli Scopazzi Boulevard Recruiting • 21K followers Yesterday I posted about business recruiter ramp to engineering recruiter. Today let’s take a look at engineering recruiter’s ramp to biz. In the inverse of the biz recruiter’s adjustment to Eng sourcing volume, the Eng recruiter would do well to slow volume down when moving to biz. At least in startups it’s pretty normal to see 4x interest rates in biz search versus Eng. I think because in startups Eng tends to be the big and highest volume hiring team that is also most competitive. When volume breaks a biz search, you spin up too many calls way too fast on your calendar. This needs to be more carefully managed or you will burn a lot of call time inefficiently. Keep your candidate list super tight. Talk to a few candidates and push a few forward to hiring manager call to extract all their feedback. Tighten the profile even further. Note there ARE some exceptions. We saw Sr Accountant face brutal Eng campaign rates a few years ago. But what I’m saying is true on average. 27 25 Comments Jermaine A. Higgins MBA G.I 2 A.I • 24K followers The recruiting landscape isn't just changing—it's being completely rewritten. We're seeing AI-powered candidate matching dominating agencies that refused to adapt, while those embracing tech + human expertise are crushing their competition. Here's what's working NOW: • Hyper-personalized outreach (300% better response rates) • Talent communities over databases • Predictive analytics for retention • Candidate experience as THE differentiator The firms stuck in 2019 methods are already falling behind. Are you evolving or dissolving? Ready to futureproof your recruiting firm? Email us at Info@knugget.io #recruitingtrends #staffingsuccess #talentacquisition #futureofrecruitment #leadgeneration 2 Susanna Madden Thrive Resources • 10K followers 6 phrases that quietly tell PE sponsors you’re not ready to lead a portfolio company ⤵️ Even if your resume says otherwise. In a Thrive Community Lunch & Learn, Peter Noverr, COO of Therabody, shared exactly how strong candidates lose sponsor trust early. With five PE-backed exits, he’s been in the room when decisions are made quickly. Most candidates show up with the right experience. But they get ruled out because their language signals risk. Here are 6 phrases that sponsors hear often and what they take away: ✖ “I led cross-functional teams…” Sponsors hear: You had a role, not ownership. Fix it: Describe the outcome, not the org chart. ✖ “We drove a strong culture and collaboration…” Sponsors hear: You’re focused on what’s hard to measure. Fix it: Lead with results. Let culture be the byproduct. ✖ “I was responsible for strategic direction…” Sponsors hear: You had ideas. But did you execute? Fix it: Show the strategy in action and the financial lift it delivered. ✖ “I helped scale the organization…” Sponsors hear: You’re vague. What scaled? How fast? What changed? Fix it: Use metrics. Revenue, headcount, margin, system rollouts. Make it real. ✖ “We made a lot of impact during my time…” Sponsors hear: You're playing it safe. Fix it: Say what you did, how it worked, and what it moved. ✖ “I’ve worked across multiple industries…” Sponsors hear: You’re broad, not deep. Fix it: Show sector-specific fluency. Make it easy to see the fit. Peter’s point was clear. Private equity firms hire based on clarity, cash flow, and confidence under pressure. If your language doesn’t reflect that, they move on. Inside the Thrive Leadership Community, we help executives refine the way they communicate so they stop sounding corporate and start sounding like the operator every fund wants to back. Want access to more live conversations like this one? Join the Thrive Leadership Community and sharpen how you show up in every room that matters. Start your free trial here: https://lnkd.in/ea7E9j53 15 5 Comments Liam Moir-Holland Talent Connect Group • 44K followers Big changes in U.S. tech hiring! The new $100K fee for new H-1B visas is set to reshape the market. What is likely to happen... - Startups & SMEs may struggle to justify the cost - Expect more competition for domestic tech talent - Companies may shift hiring offshore or embrace remote models - Senior/rare skill hires will still command sponsorship despite the cost Whilst a lot is up in the air... If the U.S. becomes more expensive and harder to enter for foreign tech workers, skilled professionals may look for alternative markets which could be a great advantage for the UAE if they can benefit by attracting more international tech talent, especially those dissuaded by U.S. cost/visa hurdles. Keen to hear peoples thoughts on this! Talent Connect Group (TCG) #TechHiring #H1B 52 11 Comments Joseph Campitiello twentyAI • 9K followers Thinking about hiring through a PEO, but not sure how that affects your team’s stock options? 💭 Good news — you don’t have to give them up. With a PEO, you stay the legal employer. You control equity, pay, and decisions that matter, while the PEO handles payroll, benefits, and compliance in the background. At In2America, we make U.S. expansion simple — helping startups stay compliant in every state and cut down on risk while keeping full control. In this quick video, I cover: ✅ PEO vs. EOR — what’s the difference ✅ How stock options work under a PEO ✅ Why this setup is perfect for VC-backed startups expanding to the U.S. 🎥 Watch below to see why working with In2America means less admin, less stress, and more freedom to scale. #In2America #I2A #PEO #EOR #USExpansion #StartupLife #GlobalHiring 4 Mike Schaefer FactoryFix • 11K followers Staffing and recruiting has been one of our fastest growing segments at FactoryFix, and for good reason. Firms have long found value in our skilled trades talent pool and AI recruiting automation. But something has quietly become the best kept secret in the package: unlimited labor market reporting. The coolest thing about that for me is that we're learning they keep finding new ways to use it. A few that I'm hearing come up most frequent: - Walking into client pitches with local wage benchmarks already in hand. - Setting bill rates they can actually defend. Briefing recruiters on supply reality before opening a req. - Delivering quarterly market briefings that turn transactional client relationships into long-term advisory ones. The ROI on the reporting alone makes a subscription pay for itself. If you're in staffing or recruiting and haven't seen what this looks like in practice, there's a link in the comments to learn more and request a complimentary labor market report for a role that matters most to you right now. 179 13 Comments Paul Smyth Nexus Search • 19K followers The market median isn't your hiring budget — it's just a reflection of who’s already in seat. That distinction matters when you're hiring for a senior PCF role. We recently ran a market mapping project for a firm on its licensing journey. They’d seen some salary data and assumed the "midpoint" would be competitive. But the reality? It wasn’t close. Why? Because the median tells you what people are earning — not what it takes to move them. And certainly not what it takes to attract someone who’s already thriving in a top-tier regulated business. There’s a real spread in PCF remuneration in Ireland. At the low end: firms focused on satisfying the Central Bank. At the high end: firms investing in people who will build, lead, and represent the business with credibility. And while total package matters — bonus, LTIP, equity, title — the base salary is still the foundation. If it’s too light, the conversation often doesn’t start. Market mapping isn’t just a salary report. It’s visibility: • Who’s out there • What they earn • What it might take to attract them • How your role, story, and strategy stack up If you want to appoint someone who makes a difference — not just a submission — you need more than averages. You need context. #ExecutiveSearch #PCFRoles #Remuneration #MarketMapping #LeadershipHiring #RegulatedFirms #FinTech #DigitalAssets #MoveTheDial 11 .Naftuly (Tuli) Kraus Blackbird Recruiting • 24K followers Most people think scaling means “grow faster.” Abe explains what real scaling actually is - and why most businesses break when they try it. If you’re building anything serious, this episode 21 of What It Takes podcast might change how you operate: https://lnkd.in/eSGF9Pwe 6 2 Comments Katie Ruger Robert Half • 13K followers Why do the stakes for hiring feel so high right now? The latest Market Moves newsletter from #RobertHalf dives into our Demand for Skilled Talent report to break down what we're seeing in the hiring market. Plus, why are some employers recruiting and doing layoffs at the same time? Get the intel here: https://lnkd.in/drnqn6-u Greg Thorpe WorkRocket • 7K followers A vacant role doesn’t just slow teams down; it quietly drains revenue every single day. So which hiring model really wins on speed and quality: in-house recruiting or RPO? In my newest article, I compare the cost, speed and performance of in-house recruiting vs RPO services. For anyone looking to cut down hiring costs, speed up time to fill or improve their quality of candidates, this article will guide you to make a well-informed decision on your next recruitment strategy. Read the full article here! https://lnkd.in/eXxwC7PV 9 Noreen (Walczak) Murphy The Luminance Group, LLC • 21K followers HIRING If this role resonates, take initiative. Connect with the people involved, communicate your expertise and impact, and share why your background and experience are the solution to what they need. Give yourself the chance to be seen, start a conversation. 3 1 Comment Amy Arenz 5K followers Hiring patterns point to a good year ahead! Here’s what I’m seeing in the recruiting market right now: 👉Our Q1 is booked Companies are moving forward with conviction; not just planning, but actively investing in critical hires. 👉AI remains in the lead Hiring is concentrated in Product and Engineering, especially Machine Learning, as teams push to build, refine, and scale real functionality. 👉Products are still being perfected There’s significant growth and innovation still needed across AI platforms. As companies focus on monetization and ROI, competition for this talent isn’t slowing down. 👉Security is on simmer Cybersecurity talent is in steady demand as new systems, data models, and AI-driven products continue to evolve. What’s especially interesting is where this work is happening; much of it behind the scenes, in infrastructure and automation beyond consumer-facing LLMs. Concero has been partnering with AI product companies for over six years, long before this space hit the mainstream. We’re all-in, with embedded teams supporting the technology shaping what’s next. #AmysMarketGauge #Q1 #Hiring #CyberSecurity #AI #ROI #ConceroSearch #Recruiting 42 1 Comment Kristen Heck LC Staffing • 2K followers “Hiring hasn’t been slow… it’s been expensive.” At the TempNet Conference in DC, I had great the opportunity to hear Noah Yosif share a clear picture of what’s really been happening in the labor market. And it confirmed what many of us are feeling in real time. Here are a few takeaways worth paying attention to: 1. The “low hire” environment wasn’t about lack of need. It was driven by elevated labor costs — fueled by inflation and higher borrowing costs. When capital is expensive, hiring slows. Not because businesses don’t need people… but because the risk is higher. 2. Hiring is starting to shift again. We’re seeing early signs of: Labor leverage increasing Compensation pressure stabilizing That combination is what begins to unlock hiring activity again. 3. Employers are getting more precise. The shift from credentials → skills is accelerating. It’s less about the perfect resume… and more about whether someone can actually do the job. 4. Hiring is not evenly distributed. Demand is concentrated in: Mid to senior-level roles Revenue-generating and operationally critical positions Entry-level hiring is still lagging behind. 5. Caution is driving behavior. Many employers are still hesitant to hire wrong… Which is why we’re seeing increased interest in search and placement support — getting it right the first time matters more than ever. Here’s the part that stood out most to me: After a few years of slowdown… 👉 𝗪𝗲 𝗮𝗿𝗲 𝗲𝗻𝘁𝗲𝗿𝗶𝗻𝗴 𝗮 𝗽𝗲𝗿𝗶𝗼𝗱 𝘄𝗵𝗲𝗿𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 𝗱𝗲𝗺𝗮𝗻𝗱 𝗶𝘀 𝘀𝘁𝗮𝗿𝘁𝗶𝗻𝗴 𝘁𝗼 𝗮𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗲 𝗮𝗴𝗮𝗶𝗻. And in markets like ours, we’re already seeing it pick up. If you’re a business leader, this raises an important question: Are you positioned to compete for the right talent as hiring picks back up… or still reacting to the last market? Curious what you're seeing in your market right now— Are things starting to move again? 25 3 Comments Josh Seaman RECRUITERDADDY • 27K followers Most agencies chase speed or scale. The smartest ones build leverage. When candidate experience improves, placements follow. When systems handle volume, recruiters focus on impact. That’s how agencies grow without burning out teams or bloating headcount. Not by replacing people, but by amplifying the ones who actually perform. #RecruitmentInnovation #AIinRecruitment #AgencyGrowth #FutureOfWork #HiringStrategy 53 16 Comments Kelsi Grismanauskas Robert Half • 8K followers 74% of hiring managers worry about keeping up with candidates’ compensation expectations through next year, according to the 2026 Salary Guide From #RobertHalf. Staying competitive starts with understanding market value for key roles. Let’s fix that. DM me for early access to the 2026 Salary Guide and get your own customized report. Use that combo to budget and plan your hiring strategy for the year ahead. #RHSalaryGuide #HiringTrends 2 Graham Locklear M Search • 21K followers this is me every time a new agentic startup has a high production quality/cinematic demo video.... pretty demos, flashy videos.. but once anyone can spin up an agent in 5 minutes, where’s the value come from? the real moat isn’t the agent itself (at least not for long IMO). it’s the workflows. the know-how. the distribution. the stuff you can’t copy easily.. what I am seeing many smart founders do right now is build wedge products..they have a simple and elegant point solution that gets them distribution and brand loyalty.. AND.. and here’s the important part if I'm an investor.. they have a POV on where the market is headed and a vision for how they could fit into that new world. very hard to be a founder in some ways today.. the technical shifts are happening so fast, its tough to stay ahead of the curve.. but I do think that having a narrow “wedge product” is a great way to potentially accelerate distribution and avoid being eaten by bigger fish while you are building.. think about it this way.. the more your agent/startup tries to do everything, the faster someone like openai, google, or microsoft shows up and eats your lunch. i think we will see many winners live in the niche. solve real problems. make users addicted because it actually helps them.. and then expand their offering.. but definitely not because the launch video was epic. — ps> more of this on my substack… link in comments 4 more of this on my substack… link in comments" aria-hidden="true" data-delayed-url="https://media.licdn.com/dms/image/v2/D4E10AQGT1gQ_Y7Jlcw/image-shrink_800/B4EZmcHwBPKQAc-/0/1759260902998?e=2147483647&v=beta&t=BKEnUszlJzgKOhsTWNh39dBzUp6BiPb1qNk5YvGhQvk"> Show more posts Show fewer posts Explore top content on LinkedIn Find curated posts and insights for relevant topics all in one place. View top content Others named Taylor Crane Taylor Crane Salt Lake City, UT Taylor Crane Spokane, WA Taylor Crane Clinton, MA Taylor Crane Birmingham, AL 67 others named Taylor Crane are on LinkedIn See others named Taylor Crane Add new skills with these courses 58m Software Testing Foundations: Bug Writing and Management 23m Balancing a Full-Time Job as a Creator 25m Redefining Your Productivity in the Future of Work See all courses