Egle Scerbaviciute

During a 30-minute interview, if you’re asked to give a brief summary of your profile, the focus should be on your professional background.\ This means providing a clear overview of your skills, the length of time you’ve been working, and a concise summary of what you’ve been doing in your current or most recent role. Ideally, this introduction should last around 3–7 minutes, depending on your years of experience. A common mistake is to spend too much time on personal details such as your name, hometown, school/university, or even marital status before getting to work experience. This often results in an 8–10+ minute introduction, which can take up a large portion of the interview unnecessarily. Timing is key. Be mindful of how long your answers are in a 30-minute conversation, and if needed, practice your introduction beforehand to keep it sharp, relevant, and professional. Kingston Stanley

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If you are applying for jobs through LinkedIn, your LI profile is way more important than the CV.. As recruiters and hiring teams, our first impression of the LinkedIn profile is this.... where you have worked / what you have delivered / job titles (perhaps even in that order) Once you apply, The hiring person (recruiter or hiring manager) makes a quick decision to then either, open the CV for more detail, or move on to the next, purely based on what they can see on your LI. Also, few other quick tips. - Put a postcode of the closest major city / town, rather than your home address - Focus on what you've delivered & how you achieved the success instead of responsibilities - Put some context around the organisation you have worked for, industry / size / turnover etc - For contractors, stop putting CEO / MD / Director as your title, it won't help you, keep it to Project Manager / CIO / Software Engineer etc - Leverage job titles that align to your next move, you'll likely get a better response. - If you never get profile views from roles you apply for, chances are, you are either applying for roles hiring teams don't believe you can fulfil OR you're not explaining your experience well enough to get a response. Sure there is a lot more to also add...

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Spoke with a client this week about why their preferred candidate got the job. It wasn’t because she had the longest CV or the biggest titles. It came down to three things: - She connected her experience to their problems. Instead of listing tasks, she showed how she’d fixed over complicated manual systems and delivered real results, the exact pain points they’re facing. - She asked commercial questions. Not “what’s the culture like?” but “where do you see the biggest risks in the next 12 months?” It made her sound like someone already in the seat. - She closed with intent. She told them clearly why she wanted this role and what she planned to do in the first 90 days. The client’s words: “She made it easy for us to picture her in the role. That’s why we hired her.” Skills get you to interview. How you show up in that room is what gets you the job.

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I was speaking with a close connection recently about how their internal HR team tries to hire Salesforce talent. The challenge? They’re often tasked with filling highly specialized Salesforce roles — Architects, Developers, Consultants — in areas they don’t have deep technical knowledge of. And that raises a question: how can you effectively hire Salesforce professionals if you don’t fully understand the certifications, clouds, and skills that truly make someone successful? This is where niche Salesforce recruitment agencies add real value: 🔹 Ecosystem Expertise – We live and breathe Salesforce daily, so we know the difference between someone who’s certified and someone who can actually deliver complex solutions. 🔹 Network Access – Years of focus in the Salesforce ecosystem mean access to talent far beyond what job boards can reach. 🔹 Passive Talent Reach – Many of the strongest Salesforce professionals aren’t actively looking. Agencies maintain relationships with this hidden talent — so without a recruiter, you’d likely never know they were available. 🔹 Time Savings – Instead of sorting through dozens of mismatched resumes, hiring teams see only vetted candidates who fit both technically and culturally. 🔹 Market Insights – We advise on market rates, certification trends, and availability, helping companies make smarter hiring decisions. 🔹 Higher Success Rate – The right Salesforce hire can accelerate digital transformation, improve adoption, and prevent costly project delays. Hiring Salesforce talent shouldn’t feel like guesswork. Partnering with a specialist recruiter ensures you’re making the right hire, the first time. If you’re planning to make a Salesforce hire in the next 3 months — whether it’s a direct hire or a project-based contractor — let’s connect and chat about how to be proactive in your search!

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A lot of recruiters jump straight into selling... “This candidate would be perfect for you!” “This role’s an amazing opportunity!”   And while we all want to move fast, speed without direction is useless.   We don’t open a search until we’ve listened - properly.   🔹 What are you really looking for? 🔹 What’s changed in the business recently? 🔹 Where have hires gone wrong before?   When you take the time to ask those questions up front, the rest moves quicker.   Because then it’s not about sending over a stack of resumes and hoping one sticks.   It’s targeted, thoughtful and it saves everyone time.   ❌ We don’t believe in compromising on quality just to check a box.    ❌ We’re not in this to hit volume, and submitting a stack of resumes that are not a good fit. That’s why we listen first. That’s how we move fast.   And that’s why we won’t ever flood your inbox with people who aren’t a fit.

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I interviewed a recruiter billing $1,000,000 50% of his yearly revenue comes from referral partnerships Here's how he does it.... 1. Make the reward impossible to ignore: He offers $1,500 per placement. Not per client. Per placement. Suddenly, people start paying attention. 2. Give them a choice that feels good: Cash. Or a $1,500 donation to their favorite charity. Now, even executives who “don’t need the money” are referring because their nonprofit wins. 3. Turn proof into motivation: Every time, he sends the donation receipt. Referrers don’t just feel rewarded, they feel proud. 4. Market it like it’s the product: He doesn’t bury the program in a website footer. He 𝘱𝘳𝘰𝘮𝘰𝘵𝘦𝘴 it: • Posts about payouts. • Celebrates partners publicly. • Mentions it in every conversation. Most recruiters market their services. He markets his referral program. 5. Let it become a growth engine With referrals, there’s: • Zero upfront cost. • Zero risk. • Revenue only when placements land. Clients refer clients. Candidates refer candidates. The system feeds itself. <FULL PODCAST BELOW>

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