Alessandro Kling’s Post

PROBLEM FACED BY COMPANIES I spoke with a client who was stuck on a critical hiring challenge. They had been trying to close a senior sales role for weeks. On paper, every candidate looked perfect: ✅ Right industry background ✅ Solid years of experience ✅ Strong resumes But when it came to the real match… something was always off. ❌ That’s when it struck me: they weren’t simply hiring for a role 🪑—they were looking for someone who could truly drive growth and blend into their culture. And that’s exactly where My Niyukti steps in. We don’t just share profiles—we connect organizations with people who bring spark, ownership, and long-term impact. Because let’s be real: • Hiring isn’t about filling positions, it’s about building futures. • Skills matter, but culture fit makes the difference. • Resumes show credentials 📄, but people shape success. So here’s a thought for you: 👉 What’s the one trait you look for in a teammate that no CV can ever capture? #MyNiyukti #HiringSolutions #RecruitmentPartner #StrongerTogether #WorkforceBuilding #TalentAcquisition #BusinessGrowth #HiringMadeEasy #FutureOfHiring #RecruitmentAgency #TeamSuccess

Something I’ve never understood in recruitment when pitching new clients: they always want to know the big-name companies I’ve recruited for. But honestly, that’s not really the best measure of a job well done. Think about it, is it hard to sell a company like Amazon or Google? Everyone knows them. They pay extremely well, have great benefits, and a strong work culture. Most candidates already want to work there! Now compare that to a small, little-known business in the middle of nowhere, with a modest salary or a tough brief. Finding the right person for a role like that? That’s where a recruiter’s real skill shows. Next time you’re in a pitch, don’t just talk about the big brands you’ve worked with. Share the stories where you filled a tough role that others couldn’t - that’s the work that really matters. #Recruitment #Thoughts #Pitch

“You need a network to close this role”. Meanwhile, this ICE COLD outreach got an 89.3% response rate. Ok, I knew some of the people I reached out to. But the vast majority were complete strangers. The niche I was hiring in was completely new to me too. Where’s the catch? I was hiring a Campus Manager for StartSchool - the most ambitious tech education initiative in Lavian history. Even people who didn't want to participate in the hiring process felt compelled to respond with well-wishes. What’s my point? Almost everyone you reach out to will see the message. If they’re not responding, it’s not because they don't know you. It’s because your message wasn't compelling enough to respond. What’s the lesson? Before blaming your lack of network when you’re facing a difficult search, review your offer. Are you sure it’s attractive enough? If you are sure, are you explaining it well enough? There's A LOT you can do to position any role (even if you don't know the candidates personally) to get amazing people to respond to you. And you don't need to literally be saving the country either. You won't get a 90% response but 15-20% of the people will want to get on a call with you. This mindset is why we can close hard-to-fill roles in less than 3 weeks. Follow for more tips on top-tier headhunting.

Founders often say — “We’ll post the role and see who applies.” But the best startup hires never apply. Headhunting isn’t about “sending CVs.” It’s about convincing someone who’s already happy at a stable company to take a call about a high-risk, high-reward journey. It’s knowing who just quit silently after a funding freeze, who’s itching to build again, who’s loyal but stagnant in a big org, and who’d move only for the right founder or mission. You won’t find that through keyword filters. You won’t find it through a job ad. You find it through headhunters who live in those founder-to-builder conversations every single day — the ones who know how to spot startup DNA beyond the resume. Early-stage founders don’t need more resumes — they need real believers. That’s where headhunting makes the difference. #startuprecruiting #headhunting #foundercommunity #talentacquisition #startupculture #hiring

Referrals & Reviews: Why They Matter… There’s something genuinely meaningful about a client taking the time to leave a review or recommending you to someone in their network. It’s not just kind words; it’s a sign of trust. And in recruitment, that’s everything. Lately, I’ve had a few lovely clients do just that, share their feedback and pass my name on. It’s the kind of support that makes this work feel purposeful. That’s the heart of values-based recruitment: - It’s not about ticking boxes or rushing to fill a role. - It’s about understanding what matters to the business and the people in it. (The ‘why’) - It’s about hiring with intention, not just urgency. No sales pitch. No pressure. Just thoughtful conversations, clarity, and connection. If you’ve ever wondered what recruitment could look like when it’s built on trust and values — this is it. #ValuesBasedRecruitment #ClientTrust #ReferralsMatter #HumanFirstHiring #RecruitmentWithHeart #achieverecruitment

Earlier this week a candidate said to me: “Thanks for reaching out… you’re the first recruiter who’s actually asked what I’m after instead of sending me a list of jobs.” It stuck with me, because really good recruiting is exactly the same as really good selling. You have to ask lots of great questions to truly understand what lights someone up, what are their motivators, frustrations, ambitions, and values. My advice? Speak to lots of recruiters, then shortlist the ones who: Are honest, Challenge your thinking Give you proper advice (even if it’s not what you want to hear). The days of picking up the phone and just pitching roles are long gone. Recruitment, like sales starts with curiosity, not a script. #jobsearch #jobs #talent #recruitment

A tough reality check from the hiring desk Having recently posted a few job openings at Pacific Nexus Solutions Limited, I must admit — I’m devastated. Too many applications are coming in with: ❌ Faked CVs ❌ Zero understanding of the role applied for ❌ No effort to align skills with requirements Hiring is not just about filling a seat. It’s about trust, honesty, and building a team that can grow together. When someone submits a CV that isn’t genuine, it doesn’t just waste time — it damages trust before the first interview even starts. To every job seeker: ✅ Know the role you’re applying for ✅ Take the time to understand the company and its vision ✅ Be honest about your skills and where you want to grow I’d rather hire someone with fewer skills but genuine honesty and a willingness to learn than someone with a polished but fabricated CV. As entrepreneurs, we want to create opportunities — but those opportunities have to be built on trust and authenticity. Let’s raise the standard together. #Hiring #Entrepreneurship #Integrity #PacificNexusSolutions #PapuaNewGuinea

“We didn’t know who to pick - they were all that good.” That’s what one of my clients said after I supported them with a very specialised sales hire. They were referred to me by someone I’ve worked with before. And like many companies, they were expecting the usual: - Maybe one decent CV - A long wait - A drawn-out process Instead, they got: - A shortlist of high-quality candidates - Fast, clear communication - A process that felt like I was part of their team, not just a service provider We filled the role fast. But what they valued even more was how we did it: honestly, clearly, and with care. I don’t “slot candidates into jobs.” I solve business problems by being honest, reliable, and hands-on. Recruitment doesn’t have to feel painful. It can actually feel like a partnership. Has a recruiter ever made hiring feel easy for you?

🔍Referrals ≠ Talent Let’s talk about something many of us have experienced but few openly address: referral bias in hiring. Every day, talented professionals leave their hometowns, countries, and comfort zones in search of better opportunities. They bring skills, grit, and the hunger to prove themselves — but are often met with closed doors simply because they don’t know the right people. Yes, referrals can help companies find trusted talent faster — but when a referral becomes the only ticket in, we risk missing out on real capability. 💡 Just because someone doesn't come with a name attached, doesn’t mean they don't bring value. 💡 Just because someone is starting fresh, doesn’t mean they’re starting from zero. 💡 Talent is everywhere. Opportunity is not. Let’s be more mindful. Let’s look beyond who recommended someone and start looking at what they’re capable of. To those who are starting over and feel unseen — keep going. Your value is not defined by who refers you. One opportunity is all it takes — and it’s coming. 🚀 #Hiring #Referrals #BiasInHiring #DiversityAndInclusion #Talent #JobSearch #OpportunityForAll #CareerGrowth

You can’t build a diverse team if your pipeline always looks the same. Most companies wait until the job is live to think about diversity, too late. The best strategies start months earlier with how and where you source. Audit your go-to channels. Are they pulling from the same networks? Same schools? Same referrals? If so, you’re not growing your reach. Partner with organizations that serve underrepresented talent. Build relationships, not just one-off campaigns. And don’t just recruit; show up, sponsor events, and give talks. Also, rewrite your job posts. Ditch the padded lists and be clear on what’s essential. Research shows that overly long or “ideal candidate” posts turn off qualified people who don’t tick every box. #diversityhiring #talentacquisition #inclusiveworkplaces #recruitmentstrategy #equityintech