Find a Job While You Surf the Net with the Switch Chrome Extension

At Switch, we’re always working to make the job search and hiring process easier, faster and smarter. That’s why we’re excited to let you know about our latest product: the Switch Chrome Extension. Read the news, select your fantasy leagues or online shop, anytime a website you visit has a job opportunity for you, the  Switch Chrome Extension will light up. Click the Chrome Extension logo to view the jobs which are relevant to you!

How does the Switch Chrome Extension work?

Anytime you’re on the internet, Switch works in the background to scan available job opportunities that are a match for you on any website you are visiting. Our super smart tech identifies opportunities that are match based on your Switch profile. When we find an opportunity for you, the chrome extension will light up. Then, you can apply directly from the chrome extension - that easy!

Say goodbye to the deep-dive into company careers sections and reading through unlimited job descriptions - the Switch Chrome Extension does the work for you. You don’t even need to be looking for a job, just continue surfing the web!

Get the Switch Chrome Extension to let us help you find a job, without even thinking about it.

You’ll need a Switch jobseeker account in order to use this extension. Setup your profile and we’ll match you with jobs that are relevant to your experience and selected job functions.

Don't Have the Switch App? Download it for free on iOS or Android



At A Startup You Have To Know When To Hire, Fire, And Mentor

Hiring the right people at a startup is one of the most important factors of a company’s success, right after “is the idea actually new and innovative?” A startup has to be lean and mean; every single person and position is critical to success. That’s why it’s just as crucial to know when to hire, as it is to fire or spend the time mentoring.

Unfortunately, the nature of growing a new company means that sometimes the strongest employees hired at the beginning stages are not the right fit as the company evolves. There comes a time for every founder and CEO where they will need to consider hiring, firing, or mentoring and often these are all the same team members.

When to Hire

If you’re a founder or CEO, you most likely feel equally passionate and responsible for the company you are building. You probably also feel like you want to be involved in every aspect of the business, but unfortunately being human means you also have human limits — you need a team. To determine when to hire, the first step is to accurately audit your current employees, including yourself. Is there a certain obvious area where you are not meeting determined goals? Perhaps hire an outside consultant to take a fresh look at answering this question.

I found that my focus is overseeing the product. While I’d like to do everything, focusing on the product means that areas like sales and marketing are ones I identified where I needed to hire strong team members. Determine what specifically within these job functions is needed; do you need a marketer who is an expert in SEO, or someone who specializes in branding? Most likely, you’ll need someone who is a jack-of-all-trades. Again, determining your needs is done by taking a good long look at the strengths and weaknesses of the employees you currently have, while mapping to long and short-term goals.

Hiring a person for a startup has additional challenges to a large company. Make sure employees understand the unique challenges and dynamics of working in a startup. The nature of the work is completely different to an established company. Work is 24/7 and things happen fast. You need a team that can not only respond, but are productive in this environment.

When to Fire

It may sound harsh, but a key learning of mine is: don’t wait too long to fire someone. When you’re building a startup and dealing with a small number of employees, it’s crucial that every person is dedicated to the growth of the company. Act quickly to get rid of team members who are not performing or a bad fit. The three main reasons to fire someone are non-competence or lack of interest, a personality or culture misfit, and ethical issues or dishonesty.

Other key indicators that it’s time to fire someone are that an employee is not meeting deadlines and poor at task management. If you find yourself consistently assigning this employee unimportant or secondary tasks because you can’t trust they’ll get things done, then it might be time to let them go. Lastly, if you have an employee who spends more time arguing about how they can’t do something than finding solutions or getting things done, they may not be a fit.

Quite frankly, a startup is not the right fit for everyone. It’s equally fast moving and high pressure.

When to Mentor

Saying goodbye to employees is not always the right route. There are times when you need to examine management styles, communication, and if you have set-up employees for success. If there are issues when there are 10 employees, the same issues will still be there at 100 employees, only magnified.

If you’ve really thought about your hiring process and you know you’ve brought on a great team member who is still self-motivated, driven, and excited, but for some reason, they are not meeting goals, it’s a key indicator that it’s time for mentorship. Most of the time, I’ve found that there is a miscommunication between goals that need to be met and what the employee is working toward. The team member may also feel that the goals being set are unrealistic or they do not have enough support. Having an open conversation with an employee can determine the best way to mentor and support in order to ensure they can excel at their job.

Building, maintaining, and growing the right team is crucial for startup success. Undoubtedly, there will come a time where you will have to say goodbye to some of your team members. The startup environment might not be a fit for everyone, so it’s critical for the company’s success to make sure the team as a whole works together and act swiftly to either hire, fire, or mentor.

This article originally appeared on

Will a Decrease in H1-B Visas Affect Hiring Practices? You Better (H1-B)elieve It!

Nervous is one word to describe how companies and job seekers are feeling about the April 2017 H1-B lottery. The H1-B and other work visas for knowledge workers or people with exceptional abilities as the law defines it have been attainable at all levels for U.S. companies, permitting companies to take advantage of a global talent pool and allowing companies from overseas to open U.S. offices or relocate their headquarters to build and expand their operations.

The bottom line is, the current H-1B program allows companies to make hiring and growth decisions based on the ability to build the right team with the right people with limited restrictions. However, there is a predicted plan to decrease the number of H-1B visas granted. Furthermore, this will also more than double the salary minimum. This means the talent who are awarded visas will be limited to those who are very highly-skilled and in the top pay bracket. Here is what that will mean for recruiters.

An increase of offshoring as companies hire expensive top talent from abroad.

A decreased amount of guaranteed H1-B visas means that businesses will put resources behind visas for the same candidates. Those in the top talent, high salary, and top experience brackets. Furthermore, the value of these candidates will inflate since there will be so few of them. As a result, Candidates will then have the upper hand in salary and terms negotiation. Companies will be competing at an entirely new level to bring on these employees. Furthermore, to account for bringing on these in-demand candidates, companies will look to save money in other areas. One way will include increasing the use of offshore subcontractors for smaller startups and setting up larger offshore development offices for large enterprises.

Decreased quality level of junior staff; companies will invest more in learning and development.

An increased amount of resources dedicated to bringing on top talent means fewer resources available for hiring junior staff. Small businesses, will not be able to offer the same competitive salary and benefits for junior staff. As a result, companies will be forced to either bring on less experienced junior staff at a lower salary or combine roles. For example, instead of hiring two experienced sales team members at a competitive salary, companies will invest less in one more experienced salesperson. (Recruiters love that.)

Top talent will have the upper hand. Large companies will dominate the US and startups will look to go abroad.

The top talent from overseas will go to large companies in the U.S., who can afford to offer more competitive compensation. As a result, startups and smaller companies who cannot compete may change their operations to countries outside of the U.S. This can have a direct impact on the number of jobs created in the US. According to the national foundation for American policy, more than 50% of the U.S. unicorns have at least one immigrant founder and have created roughly 760 U.S. jobs each.

There is no doubt that a decrease in H1-B Visas will affect hiring. Overall, the proposed changes to H1-B gives more power to top talent, regardless of location. Candidates in-demand will be the ones who receive visas, and the level of junior talent will decrease for companies. We could see companies investing more in training and development for employees. That could mean less reliance on H1-B candidates which could beneficially grow junior and entry-level talent. However, that will only work if companies do not opt to offshore those jobs.

*This post originally appeared on

Startup Your Career with Yotpo, One of the Top Places to Work in NYC!

TL;DR: Yotpo is currently hiring Account Executives, Enterprise Sales Development Representatives and Sales Development Representatives

Interested? Contact full job descriptions are below.

What Does Yotpo Do?

For retailers today, lack of visibility can make or break a business. Yotpo takes a smarter, data based approach to content marketing which allows companies to amplify their visibility through user-generated reviews, social Q&A and rich media. Currently, Yotpo works with more than 200,000 of the world’s top businesses. Backed by Bessemer Venture Partners, Marker, Blumberg Capital and others, Yotpo uses data analysis to provide simple-to-use, intuitive content solutions for companies, which can be leveraged to increase sales, traffic, and customer retention. Yotpo’s new approach to user-generated content has been generating buzz from TechCrunch to Forbes and they’ve even been mentioned as a top place to work in NYC!

Champagne, Champagne: Yotpo’s Office Life

With its focus on engagement and building brand integrity, it’s no wonder that trust is highly prized at Yotpo. Title’s are just that at Yotpo, the management style is flat and open and the culture is inclusive and diverse. Beyond the totally innovative technology, the great people and the dedicated teams are what employees say keep them at Yotpo. Yotpo’s culture is one that celebrates all victories, from a company update to the addition of a new team member, the fridge is always stocked with champagne. Other perks include a massage chair and catered lunch once a month!

Okay... you're sold, here are the positions Yotpo is currently hiring:

Account Executive

Yotpo’s Account Executive position is a role integral to their continued growth strategy not only within the US market, but globally. Yopto is looking for high-energy, driven Account Executives who have an existing knowledge of SaaS, digital marketing and direct B2B sales, with an emphasis on new business acquisition. You will be introducing the platform to new prospect accounts, spanning a broad cross-section of industry verticals to join the Yopto client base that has already surpassed 150,000 clients.

Job Highlights

  • Manage qualified inbound leads from Yopto’s robust SDR team while utilizing online and offline sources to cultivate additional leads to maintain your pipeline

  • Run scheduled demos for high level decision-makers including Directors of Marketing and CEOs across all verticals

  • Drive the full sales cycle to attain new business, continuously seeking creative strategies to do so

  • Achieve and consistently exceed monthly and quarterly sales goals

  • Proactive daily account management in our CRM (


  • 2-6 years of full cycle sales experience within the SaaS space

  • Experience with a highly consultative short sales cycle

  • Knowledge of e-commerce, online marketing and social media

  • Ability to uncover business pain points while delivering a solution

  • Understanding of the decision making structure in small to mid-size companies

  • Strong work ethic, high energy, results driven, and a team player

  • Bachelor or University Degree

  • Must have a valid U.S. work authorization to apply

Sales Development Representative

As a Sales Development Representative, your role will have a significant impact on the growth of Yotpo as an organization. Simultaneously, it will have an immediate impact on the advancement of your career. Yotpo is scaling at a rapid pace and it is imperative to find candidates who embrace a challenge, are eager to learn, and have the passion to be successful. Yotpo is focused on helping employees succeed through teaching the skills needed not only for this role, but throughout employee’s careers.

Who are you?

  • A challenger: You love the chase of finding new business opportunities and introducing outbound sales leads to a product you’re passionate about. Making cold calls doesn’t intimidate you because it affords you so many opportunities to challenge and better yourself professionally.

  • An educator: You tend to be the expert in your craft and are excited by offering a tailored and customized approach to a savvy audience of digital marketers.

  • An investigator: You enjoy taking a step back and evaluating different types of companies, problem-solving, and figuring out how you can help them improve - all while meeting your own monthly sales goals.

  • A sponge: As your qualified business leads are being passed to a team of Account Executives to close, you’ll have a consistent feedback loop that will help you hone and sharpen your skills.

  • A collaborator: You’re happiest when on a team, surrounded by people who are there to support you and help you develop, but also push you to your limits and help you maximize your potential.

Qualified Candidates

  • 0-2 years of sales experience

  • The ability to effectively manage time, prioritize tasks and work within deadlines

  • Must have a valid U.S. work authorization to apply

Enterprise Sales Development Representative

As an Enterprise Sales Development Representative, your role will have a significant impact on the growth of Yotpo as an organization. Yopto is scaling at a rapid pace and this is one of the newest teams, it is imperative for Yopto to find candidates who embrace a challenge with an eagerness to learn and a passion to be successful. Yopto will help you develop the skills you need to grow with them. This position reports to the Director of Sales and Business Development and the Head of Enterprise Sales at Yotpo.

Job Highlights

  • Manage qualified inbound leads from Yopto’s robust SDR team while utilizing online and offline sources to cultivate additional leads to maintain your pipeline

  • Run scheduled demos for high level decision-makers including Directors of Marketing and CEOs across all verticals

  • Drive the full sales cycle to attain new business, continuously seeking creative strategies to do so

  • Achieve and consistently exceed monthly and quarterly sales goals

  • Proactive daily account management in our CRM (


  • 1-3 years of outbound prospecting

  • Strong written communication skills

  • Ability to think creatively and outside-the-box

  • Time management skills and ability to prioritize tasks within deadlines

  • eCommerce experience is a plus

  • Must have a valid U.S. work authorization to apply

What Linkedin’s Redesign Tells Us About the Future of Hiring

This week, Linkedin launched the redesign of their website, which includes easier-to-use chat windows and encourages users to start conversations directly with connections at companies. What can the redesign tell us about hiring trends? Candidates and hiring managers are focused on immediate ways to connect instead of going through traditional, lengthy applications. This is both due to an increase of hiring needs, especially in the technology sector and frustration with traditional methods of hiring.

The redesign emphasizes how traditional hiring methods are no longer working for companies. Job seekers are bypassing traditional methods of online applications and connecting immediately with hiring managers. We’re seeing the traditional cover letter, resume and application process disappear, especially for in-demand roles like software developers (the most desired role in the technology sector), where hiring managers have to move fast.

As the analyst, Tim Bajarin said in Time in 2016, “the technology sector is set for explosive growth in 2017 from new wireless technologies to innovations in healthcare,” and this explosive growth also indicates rapidly increasing employee needs. For companies to meet their employee needs, they need to interact with qualified candidates in a more direct way, instead of wasting time shuffling through candidates who are not a fit and spending unnecessary time scheduling interviews.

Linkedin also announced a new newsfeed model that looks similar to Facebook’s and uses a smarter algorithm to recommend the right content and opportunities for users. This is indicative of how job seekers and companies value a smarter, social experience applied to hiring. There’s a shift happening in the hiring process, information is being brought to candidates and hiring managers, instead of the reverse.

Overall, hiring is becoming immediate and on-demand and Linkedin’s redesign is one indicator of how the job market space is evolving. We can continue to expect this in 2017, as companies look to make their hiring process smarter and more efficient.


So, You Want a Higher Starting Salary….

Negotiating salary is point of nervousness and anxiety for hiring managers and candidates alike. Hiring managers want to make sure they can provide the salary level needed for desirable candidates and candidates want to make sure they are competitively compensated for their work. We’re here to make the job search process easier, so we’ve put together are few tips that can help candidates in their negotiation as well as the job search.

Be prepared to take on more responsibility, deliver more than expected and work longer hours

If you’re hoping to make a higher starting salary, be prepared to take on a role with more responsibility and go above and beyond previous or current roles. Salary increase is directly related to the amount of responsibility and work a job demands. When negotiating an offer, discuss with the hiring manager how you are prepared to take on x,y,z added responsibilities and why this also merits a higher salary.

Always know what your desired salary is, you don’t want to be caught off guard if the recruiter or hiring manager asks

When starting the job search process, be prepared with what your desired salary is and your dream salary. A hiring manager could ask at anytime for the desired salary and an unprepared job seeker could start off discussions asking for a lower amount than what they really want. If a hiring manager does ask for a desired salary, always offer a range instead of a specific number or say you are looking to make “above a specific amount.” This still leaves the door open for further negotiation.

Don’t be afraid to pursue multiple opportunities and compare different offers against each other

A job seeker in demand is obviously more desirable for companies (we always want what we can’t have!). As a job seeker, it’s a smart idea to pursue various career opportunities in order to find the best fit. Pursuing various options also provides the job seeker with an upper hand when it comes to final negotiations. While job seekers shouldn’t aggressively pit opportunities against each other to start a bidding war, they should make hiring managers aware that they are considering a variety of opportunities and are in demand. If a company really wants an in demand candidate to join their team, they will be more forthcoming with a competitive offer.

Good luck in the job search! You got this!