LOOP

IT'S OFFICIAL! LOOP and SCI are merging, forming a new industry leader in professional staffing, recruiting, and consulting. Together, we're doubling down on our commitment to connect exceptional talent with exceptional opportunities and help businesses thrive with the right teams in place. Read the full press release here ↓

As a hiring manager, it’s worth reevaluating the interview questions you're used to asking. Many of the classics, while well-intentioned, invite rehearsed answers and don’t reveal much about how a candidate really thinks. Instead of: "What are your strengths?" Try: "What do people on your team come to you for help with most often?" Instead of: "What are your weaknesses?" Try: "What’s a piece of feedback you’ve received more than once in your career?" Instead of: "What did you do in your most recent role?" Try: "What problems have you been most interested in trying to solve at work?" Better questions = better hires. If you want to move beyond surface-level impressions, swap the predictable questions for ones that generate real insight.

It's worth celebrating 10 years in business with a trip down memory lane! We're grateful for the past and focused on the future.

This week we're celebrating Loop turning *10* years old! Over ten years we've evolved, expanded services, opened new offices, added to our team, adapted to change, and insisted on excellence. Through everything a decade in business has thrown our way, our mission and purpose hasn't changed. We're still connecting people to opportunities that transform organizations and careers. The names of our colleagues, partners, clients, and friends that have allowed us to pursue our goals could fill a book, so we'll simply say thank you to all of you who made it possible. We're proud of what we've built together. Here's to the next 10 years!

Imagine working with a contingent workforce partner who is as invested in your success as you are. What could a true partner do for you and your company? - Identify and attract high-impact talent quickly to elevate your business - Foster strong candidate engagement throughout the hiring process to improve retention - Accelerate onboarding to help new hires contribute value from day one Sound like something you are interested in? Connect with our contingent staffing team today: https://lnkd.in/dqKmwia3

Candidates, we want you to ask us (your recruiters) questions about the hiring process when we talk to you! Below are some examples of questions that will prepare you to do your best. When we initially reach out to you about the position: 1. What qualities were other candidates missing that caused them not to be selected? 2. What will the process look like from start to finish? What types of interviews should I be prepared for (phone, virtual, in person)? Questions about the job: 1. Outside of the required technical skills, what are some other qualities a great candidate can bring to the table? 2. Have you heard anything about the top performers at the company? What do they do well? Questions about the company's goals: 1. Why is this role open? 2. Do you have any insight regarding the roadmap and projections for this role's first 6 months? 3. What are some of the current goals that the company has and how does this position work to support in hitting those goals? Questions regarding the opportunity for growth: 1. Did the client mention anything to you about future promotions or growth opportunities? 2. Are there official/unofficial programs or opportunities to allow individuals to grow either personally and professionally?

Did you know that 68% of the 250 million US-based LinkedIn users are active daily? LinkedIn's engaged community is what distinguishes it as a peerless professional platform for building relationships, sharing ideas, and driving business conversations.

Looking for a new career opportunity? The possibilities are right in front of you! LOOP is currently looking for business and technology professionals to fill several exciting roles. Check out just a few of the positions we’re currently hiring for below. (And if you don't see your skillset represented by these job titles, make a connection anyway. New jobs hit our desk every day!) If you are interested in any of these roles, send your resume to Camey Kauffman (ckauffman@looprecruiting.com) and she'll point you in the right direction!

🏀 March Madness Game-Changers 🏀 In basketball, the all time great players aren't just the ones who score the most points or contribute individually. They elevate their teammates and help create an environment where everyone performs at their best. The same is true in recruiting. The right hire isn't just someone who can do the job - they're someone who can transform a team, uplift their colleagues, and drive a culture of success. At Loop, we specialize in finding game-changers - candidates who don't just achieve success, but redefine what success looks like within an organization. Looking for that kind of impact player for your business? We can help!

The average recruiter will fill a few open roles. The average recruiter will post their reqs on job boards and hope for the best. The average recruiter will email you resumes as soon as they receive them, expecting one of them will be a match. A great recruiter partners with hiring managers and understands their team's function within the organization. A great recruiter takes the time to identify pain points, bottlenecks, and industry challenges and devises a strategy to overcome them. A great recruiter mines the market of both passive and active candidates, with their clients' business and revenue goals in mind. If you don't have a great recruiter on speed dial who genuinely cares about matching the right person to the right job... we might know a few who do. 😉