Cindavi

"𝗜'𝗺 𝗴𝗶𝘃𝗶𝗻𝗴 𝗺𝘆 𝘁𝘄𝗼 𝘄𝗲𝗲𝗸𝘀 𝗻𝗼𝘁𝗶𝗰𝗲." 📝 My candidate had accepted our offer and was ready to move on... ...then their current company panicked. "We'll match the salary. Plus a bonus. Plus a promotion. Please stay." The candidate called me: ☎️ "They're offering me everything I've been asking for. Should I take it?" I asked one question: "Why didn't they offer this 6 months ago when you first asked?" ...silence... "Because they didn't think I'd actually leave." Exactly. He stayed anyway. The counteroffer was too good to pass up and he finally felt valued. Three months later, he called me again. "They gave me the promotion in title only. No new responsibilities. No team to manage. And they've been treating me like a flight risk ever since... ...and I think they're interviewing my replacement." Six months later, he was laid off in "budget cuts." The truth about counteroffers: ▶️Companies don't suddenly value you more. ▶️They just fear losing you right now. There's a difference.

**Tough Role. Remote Location. Great Outcome.** A multi-site food company was facing a familiar challenge: filling a Food Scientist role in Arkansas—a location that wasn’t drawing much qualified candidate interest. That’s when they partnered with Cindavi, and within just 30 days, the result was clear: ✅ A qualified candidate with the right experience ✅ A smooth, collaborative interview process ✅ An offer accepted — with relocation set for early August What made the difference? 🤝 Alignment between the company and Cindavi 🎯 A clear strategy for targeting the right talent 🏡 A compelling narrative around why someone would want to live and thrive in the community long-term A win for the company. A win for the candidate. And a great example of what strategic recruiting partnerships can deliver. #foodscience #cindavi #recruiting Connor Morgan Alex Doyle

"What's your current salary?" 💰 The candidate paused. "I'd prefer to focus on the value I can bring to this role. What's the budget for this position?" The hiring manager pushed back: "We need to know your current comp to make a fair offer." "I understand, but I'd rather discuss what this role is worth based on its responsibilities and impact." Here's what happened next... The candidate had done their homework. With 5 years of DoD aerospace experience and solid PCB design skills, they knew the market rate for their expertise and wanted to negotiate from there, not from their previous (lower) salary. The hiring manager saw this as evasive. We moved on. That candidate? Just accepted an offer elsewhere - 20% increase, same industry. Three months later, we're still trying to fill that position - and probably paying more than we would have originally. The takeaway: Smart candidates know that your future value isn't determined by your past paycheck. #salarynegotiation #paytransparency #hiring #marketvalue

She nailed the interview. Team loved her. Feedback was glowing. ...Then came the pause. “We just need to loop in one more person before we decide.” A few days passed... Then a week... By the time they were ready to move, she wasn’t. She had two other offers... and took one. Here’s the pattern we see: ✅ Fast offers don’t scare strong candidates. ❌ “We’re still aligning internally” does. ❌ “We’re waiting on one more person” does. ❌ “We’ll follow up next week” does. Speed doesn’t mean desperation. It means alignment. Clarity. Confidence. The best companies don’t move fast because they’re rushed. They move fast because they’re ready. #hiringstrategy #recruitingtruths #leadershipclarity

“It’s not a high-priority role.” That’s what the hiring manager told me. Then I saw a Senior Mechanical Engineer on LinkedIn with the #OpenToWork banner. He looked familiar. 📌 He was on their team. 📌 He’d been covering for the open role for 3 months. 📌 And now? He was quietly looking for a way out. The role might not feel urgent at the top. But it clearly was to the people carrying the weight. When leadership says, "We’re not in a rush,” what the team hears is, "Don’t expect help anytime soon.” Open roles don’t stay isolated. They drain bandwidth. They shift morale. They start a chain reaction. That engineer? He’ll land somewhere great. But the damage? Already done. #hiringpriorities #recruiting #OpenToWork

"Thanks for your interest, but we've decided to move forward with other candidates." 📧 Standard rejection email. But this candidate wrote back: "I understand I wasn't the right fit. Could you share one thing I could improve for next time?" Most people don't respond to rejection emails. ... but something about this one made me pause. So I called them. "Your technical skills were solid, but you seemed nervous. We weren't sure if you could handle client presentations." Their response: "I've actually given presentations to 200+ people. I was just intimidated because I really wanted this job." Here's where it gets interesting... While we couldn't move forward, I knew someone who could. I reached out to a former colleague whose company had a similar opening and a more relaxed, supportive environment. They got the job there - better culture fit, amazing growth opportunities, and a team that appreciated their thoughtful communication style. 18 months later, they messaged me: "That rejection led me to the perfect role - thank you for seeing my potential." The real story? Sometimes the best candidates don't shine in every interview. One rough conversation doesn't erase their potential - it just means we need to look deeper and give second chances when we see the spark. #secondchances #hiring #networking #potential

"𝗧𝗵𝗲𝘆 𝗮𝘀𝗸𝗲𝗱 𝗳𝗼𝗿 𝘁𝗼𝗼 𝗺𝘂𝗰𝗵 𝗺𝗼𝗻𝗲𝘆. 𝗛𝗮𝗿𝗱 𝗽𝗮𝘀𝘀." 💰💢 The hiring manager was firm. The candidate wanted $95K. Budget was $85K. "If they can't even research market rates, they're not detail-oriented." But something bothered me about this logic. So I called the candidate. "Help me understand your salary expectations." Their response floored me: "I have a special needs child. The extra $10K covers specialized therapy not covered by insurance. I'm willing to discuss other compensation - extra PTO, flexible schedule, professional development budget." They weren't being greedy. They were being a parent. I went back to the hiring manager with this context. "Can we get creative with the offer?" Final package: $85K base + $10K professional development fund + extra flex time for appointments. Candidate accepted immediately. Two years later, they're the top performer on the team and has never used a sick day because the flex time eliminates the stress of appointment scheduling. The takeaway? Before you assume someone is "unreasonable," ask them to explain their reasoning. You might find they're actually being very reasonable - just dealing with circumstances you hadn't considered. #salarynegotiation #hiring #worklifebalance

"We don't post salary ranges because we want to see if candidates are truly interested in the role." 🙄 ... A hiring manager told me this last month. I almost laughed. Here's what actually happened when they finally started posting ranges: Without salary ranges: ▶️ 100+ applications per posting ▶️ 95% completely unqualified ▶️ First question in every phone screen: "What's the salary?" ▶️ 60% of candidates dropped out after learning the range With salary ranges posted: ▶️ 40 applications per posting ▶️ 63% qualified candidates ▶️ Phone screens focused on actual job content ▶️ 7% dropout rate after initial conversations But here's the real kicker... The candidate they ultimately hired said:  "I wouldn't have applied without seeing the range. I was happy at my current job, but your salary range made me realize I was being underpaid." 😮 They got a passive candidate who wasn't even job hunting. The truth? Hiding salary ranges doesn't attract people who "truly want the role." It attracts people who are desperate enough to apply blindly. The best candidates - the ones with options - won't waste their time on mystery compensation. Salary transparency isn't about being "candidate-friendly." It's about being efficient. #salarytransparency #hiring #recruitment #jobpostings

"This candidate is overqualified." 🙄 I used to think this was a legitimate concern... Last year, a hiring manager rejected Sarah - an Engineering Manager-level candidate applying for a Technical Lead role. ▶️ 15 years of experience (role needed 8) ▶️ Led teams of 25+ (role managed 6) "She'll leave as soon as something better comes along." But here's what they missed... Sarah's kids just started high school. She WANTS fewer reports. She's prioritizing work-life balance over title climbing. The company hired someone "appropriately qualified" instead. That person left after 8 months for a promotion elsewhere. Meanwhile, Sarah took a similar role at a competitor. She's been there 15 months, transformed their entire operations, and has zero plans to leave. The lesson? "Overqualified" often just means "we made assumptions about what someone wants without asking them." Sometimes the best hires are people stepping back intentionally, not stepping up desperately. #hiring #recruitment #careertransitions

I have a weird habit. I don’t just share wins with my team. I share the almosts. The reply that could’ve turned into a meeting. The call that nearly converted. The message that didn’t land, but still got a “thanks for reaching out.” Why? Because momentum matters. Wins are great, but they’re often the result of 10 near-misses before them. And if you only celebrate the finish line, you miss the value of the grind. #salesculture #growthmindset