Nate is Learning
Hey. I’m Nate Guggia. Every year I talk with hundreds of Marketing, People, and Recruiting leaders. I use this newsletter to distill what I’m hearing.

Latest

Nov
28

If Only You Could Recruit Grit

At a tactical level—within the context of top-of-funnel recruiting—things like “hunger” and “shit to prove” and “curiosity” and “grit” exist in the ether.
2 min read
Nov
22

Marketers Ruin Everything (Again)

Some marketers on LinkedIn are just really good at, well, marketing. They've branded the attribution conversation and rallied tribes around methodologies for observing and articulating how people make buying decisions.
1 min read
Nov
17

Recruiting Above Your Awareness Level

Every engineering candidate is comparing one startup against all the others that are trying to recruit them. What does Startup A offer that Startup B doesn’t?
1 min read
Nov
15

Why You Need to Be Measuring Time-on-Page

If you knew that the right person was spending a serious amount of time on an asset you made for them, wouldn’t you continue investing your resources there?
1 min read
Nov
11

Marketing Victimhood: Trashing Recruiters on LinkedIn

Publicly airing your woes feels closer to a cheap attempt at marketing your victimhood in a hail-mary attempt to get attention than a genuine attempt at improving the system for your fellow job seekers.
2 min read
Nov
10

Hiring Is a Risk Calculation

Taking bets on people who fall outside of the lines simply means that the company is more at risk of losing.
Nov
02

In Our Own Little Worlds

In the grand scheme of our self-absorbed little lives, the overlap of mutually beneficial worlds is rare.
Oct
27

How to create a "What happens when you say yes to an interview" asset.

Recruiter enablement assets don't need to be sexy. They just need to be relevant, informative, and easily shareable.
1 min read
Oct
24

Do Candidate Referrals Result in a Lack of Diversity?

Generally speaking, the golden ticket candidate for the recruiting industry seems to be the one who possesses the combination of aptitude and diversity. When, in the end, aptitude + cultural compatibility are actually better measures of long-term success.
1 min read
Oct
20

How much will I get paid in exchange for this work?

These are emails that were sent to me yesterday in response to my post about the challenges of creating a consistent hiring process. They are from real candidates who are actively interviewing.
1 min read