Angeline Lo

𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞: 𝐓𝐡𝐞 𝐂𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐯𝐞 𝐀𝐝𝐯𝐚𝐧𝐭𝐚𝐠𝐞 𝐢𝐧 𝐖𝐢𝐧𝐧𝐢𝐧𝐠 𝐒𝐚𝐜𝐫𝐚𝐦𝐞𝐧𝐭𝐨’𝐬 𝐓𝐨𝐩 𝐓𝐚𝐥𝐞𝐧𝐭 ✔️In today’s competitive hiring landscape, candidate experience in hiring is no longer a secondary consideration—it is often the deciding factor in whether top candidates accept an offer or disengage entirely. Across Sacramento, organizations are investing heavily in employer branding, recruitment marketing, and talent acquisition strategies to attract talent. These efforts help create awareness and increase applicant flow. However, attracting talent and securing top talent are not the same. Find out more here: https://lnkd.in/ggSWyC32 #sacramento #hiring #itswhoyouknow

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𝐖𝐡𝐲 𝐬𝐭𝐚𝐲𝐢𝐧𝐠 𝐜𝐥𝐨𝐬𝐞 𝐭𝐨 𝐚𝐜𝐭𝐢𝐯𝐞 𝐡𝐢𝐫𝐢𝐧𝐠 𝐢𝐦𝐩𝐫𝐨𝐯𝐞𝐬 𝐭𝐡𝐞 𝐫𝐞𝐬𝐮𝐦𝐞𝐬 𝐈 𝐰𝐫𝐢𝐭𝐞. Along with resume and LinkedIn optimization, I regularly stay connected with 𝐚𝐜𝐭𝐢𝐯𝐞 𝐡𝐢𝐫𝐢𝐧𝐠 𝐧𝐞𝐞𝐝𝐬 across different teams and organizations. This proximity offers valuable insight into how candidates are evaluated in real scenarios - not in theory and helps me continuously refine how I position professionals in today’s job market. It highlights: • Why strong profiles still don’t get shortlisted • Which skills influence decisions vs filler keywords • How resumes are filtered before interviews • What decision-makers notice in the first few seconds These insights directly shape how I: ✔ Write resumes aligned with current expectations ✔ Optimize LinkedIn profiles for better recruiter discovery ✔ Position professionals for stronger interview traction Effective resumes aren’t built on templates or assumptions. They’re shaped by 𝐫𝐞𝐚𝐥-𝐰𝐨𝐫𝐥𝐝 𝐡𝐢𝐫𝐢𝐧𝐠 𝐛𝐞𝐡𝐚𝐯𝐢𝐨𝐫. If your applications aren’t getting the response you expect, a market-aligned perspective can make a meaningful difference. 📩 Happy to help with a resume or LinkedIn review.

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TA tech stacks have gotten out of control. Many teams are juggling recruiter notebooks, spreadsheets, CRMs, multiple sourcing tools, and an ATS - making reporting messy, slow, and inconsistent. In 2026, the TA teams that win won’t be the ones adding more tools… They’ll be the ones simplifying. ✨ Fewer platforms ✨ Cleaner data ✨ Better visibility ✨ One source of truth That’s why we built Hiregate - a comprehensive Recruiter/Candidate Tracking System that pulls together all of the data from spreadsheets, CRMs, sourcing tools, and your ATS into one streamlined platform. No more chasing down updates. No more fragmented reporting. Just clarity, speed, and a tech stack that actually works with you. If your team is buried in too many tools, it might be time to rethink the stack: 🔗 https://hubs.ly/Q03VZl5F0 What’s one tool you wish you could remove from your workflow tomorrow? 👇Drop your thoughts below #TalentAcquisition #Recruiting #HRTech #RecruitingTech #HiringTrends #PeopleOps #TalentStrategy #FutureOfWork #Hiregate

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The top 10 Talent Acquisition plays of 2025 (based on conversations with 75 leading TA operators) Most of the gains this year didn’t come from shiny new tools. They came from executing fundamentals with real rigor. Here’s what moved the needle 👇 1. Persona-based candidate messaging Teams that interviewed real employees and built messaging around actual motivations consistently outperformed generic outreach. 2. Email sequencing (done properly) Not “send one nice message and hope.” Structured, multi-touch sequences that compound over time. 3. Firmographic market mapping Using tools like Dealroom or Crunchbase to understand who you’re really hiring from before sourcing even starts. 4. Centralised messaging + A/B testing High-performing team leads provided frameworks, tested messages, and scaled what worked. 5. Recruiter battle cards Prepared responses for common objections, grounded in real value propositions. 6. Candidate experience as a competitive advantage Forward-looking, thoughtful feedback that creates goodwill, even for candidates you reject. 7. AI as a multiplier, not a role replacer AI taking admin, triage, and prep work, recruiters focusing on judgment and relationships. 8. Systemised AI use across teams Not “everyone experimenting in isolation,” but shared workflows, prompts, and standards. 9. Sourcing as a strategic intelligence function. Top teams treat sourcing as a way to gather market data, signal shifts, and inform strategy. 10. Hiring like a GTM motion Clear ICPs. Tiered effort. Measurable funnels. TA borrowing discipline from sales and marketing. The pattern? Nothing here is magic. It’s about systems, clarity, and execution quality. 2026 won’t reward teams that do more. It’ll reward teams that do the right things, consistently. Which ones have you experimented with?

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I've had a TA Partner reach out to me who is on the market, and they asked where I would suggest to find roles in TA. We all know LinkedIn is the go-to, but with the volume of applications on there, it can be tough(trust me I know, I have lost count for a role this week). So, instead of me giving my own suggestions, I thought I'd throw this out to my incredible global network of TA professionals 🫂❤️ Where are the best places you've found or posted TA roles, besides LinkedIn? Please drop your suggestions in the comments below! Let's help our fellow TA professionals find their next amazing role and connect them with companies that are truly hiring. Let's help each other out ❤️🫂 #TalentAcquisition #TACommunity #Recruitment #JobSearch #Networking Two places to look are the rec hub. and Ericsson and don't forget to click follow.

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Looking for recommendations to Indeed Smart Sourcing (previously Indeed Resume) alternatives. All these other spiffy automation and AI sourcing tools ya'll recommend are cool, and I'm SO happy for ya'll. But if you don't recruit for GTM or Tech Talent....guess what....the data sources for those sourcing tools aren't even relevant. Shout out to my healthcare, manufacturing & skilled trades, and service industry Talent Acquisition professionals. We ride at dawn. DISCUSS below ⬇️

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TA partner great pay appears to be fully remote JUST PASSING ALONG THE ROLE! Requirements You've built recruiting programs from scratch. You've created processes where none existed, set up systems that actually worked, and left things better than you found them. You're comfortable building the plane while flying it - whether that's drafting an interview scorecard, setting up an ATS, or facilitating a debrief. You're a recruiting generalist with real range. You've successfully hired across all sorts of functions - eCommerce, Marketing, Product, Operations, Finance, and more. You can assess a VP and a Warehouse Associate with equal skill because you understand what great looks like in different contexts. You know how to close. You've convinced people to choose your company over others, guided fence-sitters to a confident yes, and navigated tricky compensation conversations with grace. Hiring managers breathe easier knowing you're on their team. You thrive in a fast paced environment. You've seen hypergrowth and know how to bring structure without slowing things down. Bonus points for consumer brand experience. If you've recruited for CPG, DTC, or consumer brands, you already speak our language and understand our talent landscape. https://lnkd.in/gb9pstxY

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