Joel Schwan
@joelschwan.bsky.social
📄 Helping jobseekers shine on paper.
💼 Guiding businesses in WFM & CWM strategies.
👉🏻 Need my help? www.schwanstratifyr.com
💼 Guiding businesses in WFM & CWM strategies.
👉🏻 Need my help? www.schwanstratifyr.com
Job posts aren't inventories.
They're invitations.
Common mistake: Listing every task, tool, and "nice to have."
Describe the problems this role exists to solve instead of a checklist.
The brain looks for purpose before it looks at your requirements.
They're invitations.
Common mistake: Listing every task, tool, and "nice to have."
Describe the problems this role exists to solve instead of a checklist.
The brain looks for purpose before it looks at your requirements.
December 21, 2025 at 9:12 PM
Job posts aren't inventories.
They're invitations.
Common mistake: Listing every task, tool, and "nice to have."
Describe the problems this role exists to solve instead of a checklist.
The brain looks for purpose before it looks at your requirements.
They're invitations.
Common mistake: Listing every task, tool, and "nice to have."
Describe the problems this role exists to solve instead of a checklist.
The brain looks for purpose before it looks at your requirements.
If every role feels “urgent,” your hiring process is "broken".
Common mistake: Rushing offers because the team is overwhelmed.
Slow the decision instead of the process by making your success criteria clear before posting the role.
Because clear expectations reduce mis-hires and early turnover.
Common mistake: Rushing offers because the team is overwhelmed.
Slow the decision instead of the process by making your success criteria clear before posting the role.
Because clear expectations reduce mis-hires and early turnover.
December 21, 2025 at 9:07 PM
If every role feels “urgent,” your hiring process is "broken".
Common mistake: Rushing offers because the team is overwhelmed.
Slow the decision instead of the process by making your success criteria clear before posting the role.
Because clear expectations reduce mis-hires and early turnover.
Common mistake: Rushing offers because the team is overwhelmed.
Slow the decision instead of the process by making your success criteria clear before posting the role.
Because clear expectations reduce mis-hires and early turnover.
Plot twist: your business doesn't need more effort. It needs a different structure, and no amount of hustle compensates for architecture that's wrong.
December 20, 2025 at 10:50 AM
Plot twist: your business doesn't need more effort. It needs a different structure, and no amount of hustle compensates for architecture that's wrong.
Let’s be honest: Too many workplaces count on their employees not knowing their rights.
December 16, 2025 at 11:19 PM
Let’s be honest: Too many workplaces count on their employees not knowing their rights.
Two major reasons why people are deleting their LinkedIn.
1. Our feeds have become dominated by non-work-related topics, personal rants, and viral content.
2. An overabundance of ghost/fake job postings.
1. Our feeds have become dominated by non-work-related topics, personal rants, and viral content.
2. An overabundance of ghost/fake job postings.
December 14, 2025 at 1:25 PM
Two major reasons why people are deleting their LinkedIn.
1. Our feeds have become dominated by non-work-related topics, personal rants, and viral content.
2. An overabundance of ghost/fake job postings.
1. Our feeds have become dominated by non-work-related topics, personal rants, and viral content.
2. An overabundance of ghost/fake job postings.
𝗜𝗳 𝘆𝗼𝘂 𝘁𝗵𝗶𝗻𝗸 𝗛𝗮𝗹𝗹𝗼𝘄𝗲𝗲𝗻 𝗶𝘀 𝘀𝗽𝗼𝗼𝗸𝘆 - 𝗵𝗮𝘃𝗲 𝘆𝗼𝘂 𝗯𝗲𝗻𝗰𝗵𝗺𝗮𝗿𝗸𝗲𝗱 𝘆𝗼𝘂𝗿 𝘁𝘂𝗿𝗻𝗼𝘃𝗲𝗿?
October 30, 2025 at 1:24 PM
𝗜𝗳 𝘆𝗼𝘂 𝘁𝗵𝗶𝗻𝗸 𝗛𝗮𝗹𝗹𝗼𝘄𝗲𝗲𝗻 𝗶𝘀 𝘀𝗽𝗼𝗼𝗸𝘆 - 𝗵𝗮𝘃𝗲 𝘆𝗼𝘂 𝗯𝗲𝗻𝗰𝗵𝗺𝗮𝗿𝗸𝗲𝗱 𝘆𝗼𝘂𝗿 𝘁𝘂𝗿𝗻𝗼𝘃𝗲𝗿?
Me: “I’m great at receiving constructive criticism”
Also me (receiving constructive criticism):
Also me (receiving constructive criticism):
October 21, 2025 at 11:31 PM
Me: “I’m great at receiving constructive criticism”
Also me (receiving constructive criticism):
Also me (receiving constructive criticism):
Being an expert does not mean you know all the answers. It means you're fascinated by the questions.
October 13, 2025 at 6:09 PM
Being an expert does not mean you know all the answers. It means you're fascinated by the questions.
Stop manifesting.
Stop journaling.
Just plug your dongle into the right widget and watch your pipeline explode.
Stop journaling.
Just plug your dongle into the right widget and watch your pipeline explode.
October 11, 2025 at 12:50 PM
Stop manifesting.
Stop journaling.
Just plug your dongle into the right widget and watch your pipeline explode.
Stop journaling.
Just plug your dongle into the right widget and watch your pipeline explode.
Next time someone says something ridiculous in a meeting, I'm just gonna counter with, "whatever, I'm getting cheese fries."
October 7, 2025 at 1:24 AM
Next time someone says something ridiculous in a meeting, I'm just gonna counter with, "whatever, I'm getting cheese fries."
Every company wants loyal employees.
No company wants to invest in their development.
The price of the first is the second.
No company wants to invest in their development.
The price of the first is the second.
October 5, 2025 at 1:01 PM
Every company wants loyal employees.
No company wants to invest in their development.
The price of the first is the second.
No company wants to invest in their development.
The price of the first is the second.
Just fyi- If you disassociate enough, any job can be remote. 🙃
August 27, 2025 at 1:54 PM
Just fyi- If you disassociate enough, any job can be remote. 🙃
Mid-level ICs ask for tasks.
Senior ICs create impact.
The difference is in the questions you ask, and the way you show up.
Senior ICs create impact.
The difference is in the questions you ask, and the way you show up.
August 19, 2025 at 1:03 PM
Mid-level ICs ask for tasks.
Senior ICs create impact.
The difference is in the questions you ask, and the way you show up.
Senior ICs create impact.
The difference is in the questions you ask, and the way you show up.
For a Senior Talent Management Partner role focused on Employee Engagement & Insights at a major gaming company like Nintendo of America in the expensive Redmond market, this salary range seems low...
Comparable roles in the area typically pay $200,000+ for senior positions.
Do better, Nintendo.
Comparable roles in the area typically pay $200,000+ for senior positions.
Do better, Nintendo.
August 13, 2025 at 3:17 PM
For a Senior Talent Management Partner role focused on Employee Engagement & Insights at a major gaming company like Nintendo of America in the expensive Redmond market, this salary range seems low...
Comparable roles in the area typically pay $200,000+ for senior positions.
Do better, Nintendo.
Comparable roles in the area typically pay $200,000+ for senior positions.
Do better, Nintendo.
Career growth tip: Always take notes in meetings.
That way you can look busy while you’re actually writing a grocery list.
That way you can look busy while you’re actually writing a grocery list.
August 11, 2025 at 12:37 AM
Career growth tip: Always take notes in meetings.
That way you can look busy while you’re actually writing a grocery list.
That way you can look busy while you’re actually writing a grocery list.
True story - I once hired a candidate with a AOL email address that was clearly made in middle school, and they were beyond great.
Turns out your embarrassing teenage email choices have very little to do with how well you perform.
Who knew?
Turns out your embarrassing teenage email choices have very little to do with how well you perform.
Who knew?
August 8, 2025 at 7:42 PM
True story - I once hired a candidate with a AOL email address that was clearly made in middle school, and they were beyond great.
Turns out your embarrassing teenage email choices have very little to do with how well you perform.
Who knew?
Turns out your embarrassing teenage email choices have very little to do with how well you perform.
Who knew?
39% of job seekers in the US now use AI to apply for roles.
Half of them think the job might not even be real.
This is what we call in the biz "a trust collapse".
Without trust, both sides (hiring manager & job seeker) disengage.
Half of them think the job might not even be real.
This is what we call in the biz "a trust collapse".
Without trust, both sides (hiring manager & job seeker) disengage.
August 7, 2025 at 11:09 PM
39% of job seekers in the US now use AI to apply for roles.
Half of them think the job might not even be real.
This is what we call in the biz "a trust collapse".
Without trust, both sides (hiring manager & job seeker) disengage.
Half of them think the job might not even be real.
This is what we call in the biz "a trust collapse".
Without trust, both sides (hiring manager & job seeker) disengage.
I've finally come to the conclusion that the sole purpose of homework is to condition children into accepting that:
- unpaid overtime
- ridiculous hours
- not even being able to escape work even in your own home
are normal things to expect in the future.
- unpaid overtime
- ridiculous hours
- not even being able to escape work even in your own home
are normal things to expect in the future.
July 31, 2025 at 12:00 PM
I've finally come to the conclusion that the sole purpose of homework is to condition children into accepting that:
- unpaid overtime
- ridiculous hours
- not even being able to escape work even in your own home
are normal things to expect in the future.
- unpaid overtime
- ridiculous hours
- not even being able to escape work even in your own home
are normal things to expect in the future.
A recent ad said: "Stop hiring humans."
That isn’t bold. It’s dangerous.
(even if it's just a marketing tactic)
Use AI to support people, not replace them.
That isn’t bold. It’s dangerous.
(even if it's just a marketing tactic)
Use AI to support people, not replace them.
July 30, 2025 at 12:55 AM
A recent ad said: "Stop hiring humans."
That isn’t bold. It’s dangerous.
(even if it's just a marketing tactic)
Use AI to support people, not replace them.
That isn’t bold. It’s dangerous.
(even if it's just a marketing tactic)
Use AI to support people, not replace them.
Firing a contractor “at will” might not be legal if your agreement lacks a clear termination clause. Contractors aren’t employees. Contract law applies.
May 30, 2025 at 12:48 PM
Firing a contractor “at will” might not be legal if your agreement lacks a clear termination clause. Contractors aren’t employees. Contract law applies.
"Recruiters only spend 8 seconds on your resume."
Cool. Now what are 𝘺𝘰𝘶 gonna 𝘥𝘰 about it?
Y’all treat this stat like a fun fact, not a call to action.
Cool. Now what are 𝘺𝘰𝘶 gonna 𝘥𝘰 about it?
Y’all treat this stat like a fun fact, not a call to action.
May 29, 2025 at 4:12 PM
"Recruiters only spend 8 seconds on your resume."
Cool. Now what are 𝘺𝘰𝘶 gonna 𝘥𝘰 about it?
Y’all treat this stat like a fun fact, not a call to action.
Cool. Now what are 𝘺𝘰𝘶 gonna 𝘥𝘰 about it?
Y’all treat this stat like a fun fact, not a call to action.
The ATS isn't what you need to "beat"...
The AI isn't what you need to "beat"...
What you need to beat is the life of the hiring manager.
The test of a good resume is this:
How quickly can the reader conclude that you have the industry, functional, and hard skills to do this job?
The AI isn't what you need to "beat"...
What you need to beat is the life of the hiring manager.
The test of a good resume is this:
How quickly can the reader conclude that you have the industry, functional, and hard skills to do this job?
May 27, 2025 at 1:24 PM
The ATS isn't what you need to "beat"...
The AI isn't what you need to "beat"...
What you need to beat is the life of the hiring manager.
The test of a good resume is this:
How quickly can the reader conclude that you have the industry, functional, and hard skills to do this job?
The AI isn't what you need to "beat"...
What you need to beat is the life of the hiring manager.
The test of a good resume is this:
How quickly can the reader conclude that you have the industry, functional, and hard skills to do this job?
"What’s the culture like?"
Candidates often ask this. Culture isn’t just values listed online or printed on a wall; it’s daily behavior, especially when no one is watching. Strong leaders set the tone through actions, not words. When behaviors match stated values, culture is strong.
Candidates often ask this. Culture isn’t just values listed online or printed on a wall; it’s daily behavior, especially when no one is watching. Strong leaders set the tone through actions, not words. When behaviors match stated values, culture is strong.
May 19, 2025 at 12:24 AM
"What’s the culture like?"
Candidates often ask this. Culture isn’t just values listed online or printed on a wall; it’s daily behavior, especially when no one is watching. Strong leaders set the tone through actions, not words. When behaviors match stated values, culture is strong.
Candidates often ask this. Culture isn’t just values listed online or printed on a wall; it’s daily behavior, especially when no one is watching. Strong leaders set the tone through actions, not words. When behaviors match stated values, culture is strong.
"Busy" isn’t a badge of honor. It's a confession of poor priorities.
May 17, 2025 at 7:48 AM
"Busy" isn’t a badge of honor. It's a confession of poor priorities.