Mentat helps people land their dream jobs
themacro.com
themacro.com
They would be mutually recursive if Fallout's was a reference to Dune, and Dune's a reference to Fallout.
This is just a simple reference, perhaps indirect, but not recursion.
I'm back on the job market and able to consider relocating, and I would be very interested in considering their services as a job seeker, but I can't tell anything from their website to suggest any way they might actually help me. Plus, I'm pretty idealistic in terms of my expectations for my next employer, and seriously won't compromise about some of the stuff.
It's a shame. This is nearly the sort of thing that would be worthwhile, but I don't know if I can justify almost $300 without more up-front information about whether they will be compatible with my search standards and exactly what effort they will put in.
If they just offer a resume make-over and then they troll Indeed and LinkedIn so you don't have to, that hardly seems worth it. The importance of resume formatting is extremely overstated (I know from being part of tech hiring teams within several past jobs).
At HireArt we certainly do try to do this, but we're still a small part of the recruiting market.
All of these things seem like services provided by a Recruiter/Headhunter. I guess Recruiters only start providing these services once you reach a certain payband. External Recruiters are sales people for HR, and the higher the sale (% of your salary), the more services they are likely to add. Mentat looks like they will be targeting young professionals that haven't made it to that level yet.
That being said, people are woefully uninformed about the hiring process. Your resume is not a life story, its a flyer with keywords that convinces the Recruiter to pass your name to the Hiring Manager. Also networking is way more effective than any tool/trick/strategy when getting a new job.
(I already work for an awesome client, btw. Just wanted to experiment)
I had planned to keep my operation secret because if the employer discovered that I didn't personally apply, that could be an immediate discard reason.
Also, if you're already a good professional / job hunter, making sure the agent is equally good/consistent can be as demanding as doing the thing yourself in the first place.
Probably Mentat should keep those in mind - applying-on-behalf is a double-edged sword.
The first disconnect occurs when management wants something, but HR loses it in translation, and that job description is classified and immutable for the next decade. So it gets posted, and everyone complains that the "right candidates" aren't applying. Well, that's because we can't actually write job descriptions to tell candidates what we're actually trying to do.
If by some miracle I get to post a job the way I want to describe it, I have the option of receiving every resume that comes in or letting HR screen, whereby they interpret what I want and probably trash a lot of quality candidates. Because they were doing Java instead of Python or didn't include SQL or something like that. So I tend to do my own screening, looking for evidence of critical thinking, curiosity and potential, which takes some time.
Maybe I found my candidate and I've hired them. I mentioned I'm big on potential, critical thinking and curiosity. I think I'm a pretty good manager and people developer, and I'd even like to think that those who have passed through my team have learned a lot. Naturally I don't have the sort of pay scale or rapid advancement culture to work with, so I eventually lose them to someone who does. (As an aside, I used to work with a great HR recruiter, who could really deliver the right candidates - naturally she went somewhere else to get paid more!)
And then we start over. So I like the idea of startups like Triplebyte and such, who I can maybe trust to think like me and get me a few candidates for a last round interview and a hire. Naturally, my large, old school company will have none of that :)
From the candidate perspective, these same issues manifest differently, but share the same root causes. I can see why startups who understand the process on the inside are starting to try and monetize their knowledge of the game. Personally, I'm a pretty big fan of Jobscan - it's a really helpful tool to help you adjust the language in your resume to match the keywords from the job posting, which is useful in getting your resume into the hands of an actual human to read. From there, you may still run into the above issues, but the first hurdle has been cleared.
You aren't wrong, I'm just stating why it's not happening.
Even if you can get the company to buy into the broken nature of its talent pipeline, there's a lot of human capital consulting out there and the top tier firms haven't quite bought in to the talent pipeline as a(n external) service concept yet. While the natural idea might be to get into the human capital consulting game to fix this, it's really hard for little firms to get into large companies, because as they say, nobody ever got fired for bringing in Mercer, Aon Hewitt, Towers Watson, Deloitte, etc (the "top" HC consulting firms).
If you can't tell, I care about this quite a bit. It impacts my long term effectiveness as a manager.
I feel like one of the things that a recruiter (or really, any separate person, like a good/pro-active reference) can do is actually tout your abilities. When we tout our own abilities, it often sounds way too self-serving or obnoxious.
I'm only now getting to the point where interview = offer is no longer true, but it's been for executive level positions where I don't know that they realize I'm on the early end of 30 until they see me. Still, if I could get that interview percentage up, that'd help my odds.
At any rate, the $249 is still deductible from taxes.
Anyhow, I'm telling you that to lead into this question - do you know what about the cultural fit isn't going well? All of us are bad cultural fits for some organization or another, but if you're getting that consistently, start looking bigger picture about yourself, and also the types of organizations you're looking to work with. There's going to be a pattern somewhere.
If this is happening with multiple interviews and organizations of various size and type, your best bet is to try and identify the factor and see if there's something you can change about yourself to whatever degree that's acceptable to you and/or possible. If you're primarily applying to the same kinds of organizations (let's say small tech startups in the bay area, just to give an example), maybe you'd be happier or more successful looking at a different industry/size/location.
I've gotten a fair number of interviews. I've never passed even one unless the company primarily used an objective test.
Says rich man who's never had to look for a job.
EDIT: And just to soften/clarify, I think the service sounds like a great idea--there is plenty of room for any attempt to make the horrible hiring process work better.
Just terrible wording on that quote--<head shake>!
"You don't need to follow anybody!
You've got to think for yourself!
You're all individuals!"
(crowd, in unison) "Yes, we're all individuals!"The Pythons, bless them, recognized comic genius on the spot, and kept the line in the movie.