Bill Schultz
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  • Redwood City, CA
  • United States
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Bill Schultz's Discussions

Director of Talent Acquisition- Blue Chip Startup

Started this discussion. Last reply by Bill Schultz Aug 5, 2013. 2 Replies

Hi Recruiters-I got a call last week from my contact at a very interesting company in the Peninsula. (Bay Area) They have developed an extremely disruptive technology and have the backing of some big…Continue

Tags: career, Corporate Recruiting, lifetime, a, in

Any NYC Recruiters?

Started Jun 7, 2013 0 Replies

Preferably in the Marketing/Advertising Specialty.  Got a couple of lucrative searches to partner.  Thanks,Billbill@sandhillsearch.comContinue

Tags: Agency Recruiting

Linkedin Makeovers

Started this discussion. Last reply by Bill Schultz May 16, 2013. 6 Replies

Anyone know someone who does Profile makeovers (and is good at it)?Thanks,BillContinue

Tags: Recruiting Tools / Sourcing


Started this discussion. Last reply by Amy Ala Miller Nov 30, 2012. 23 Replies clients send an email asking for your help on 2 (juicy) searches and then go dark? candidates not read a job description or refer to it in any way?....does this guy I'm viewing use the…Continue

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Latest Activity

Bill Schultz commented on Eric Putkonen's blog post 'The Systemic Problem in Recruiting Top Performers'
"I think everyone's version of A player is different.  It's the recruiter's job to ferret out the best match for the organization.  I wouldn't butt heads with a hiring manager who says "I only hire A players"…"
Aug 16
Bill Schultz and Lucy Guerra are now friends
Aug 16
Bill Schultz commented on Amy Ala Miller's blog post 'If You Don’t Want My Advice…'
"my buddy asked advice on responding to a hiring manager who is interested in meeting him but wants to know his salary requirements.  So, I gave him the wordspeak and said "Do not deviate"  Waiting to see if he mentioned pet care…"
Nov 12, 2013
Bill Schultz commented on Amy Ala Miller's blog post 'If You Don’t Want My Advice…'
"Thanks, Keith.  I haven't yet but I know it's good wine (bc it tasted good)   "
Nov 11, 2013
Bill Schultz commented on Amy Ala Miller's blog post 'If You Don’t Want My Advice…'
"Yea but a lawyer would put his mother on the clock from word one.  "
Nov 11, 2013
Bill Schultz commented on Amy Ala Miller's blog post 'If You Don’t Want My Advice…'
"Great blog, Amy and interesting topic.  I, too have been frustrated by people asking for advice and not really  heeding it or wanting it.   Recently though, I had a nice experience.  One of my neighbors was a chef at a…"
Nov 11, 2013
Bill Schultz commented on Greg Savage's blog post 'Can we trust LinkedIn?'
"@ Keith- Good point.  They were talking about using the skills section to find the folks who misspell some key words either by mystake or on porpoise.  "
Oct 30, 2013
Bill Schultz commented on Brian K. Johnston's video

Johnston Search: Your 7th Anniversary Contest! [Inbound Recruiter]

"It's been a roller coaster ride!  Congratulations, Brian."
Oct 30, 2013
Bill Schultz commented on Greg Savage's blog post 'Can we trust LinkedIn?'
"I recently went to a Linkedin Education Seminar for Recruiters  at HQ.  I was surprised to see that 90% of their focus was uncovering the hidden candidate and getting there first.  Not much was mentioned about the quality of the…"
Oct 30, 2013
Bill Schultz replied to Charlie Allenson's discussion 'Recruiters with no manners'
"It's on our mission statement:  "We give feedback, always." Those who don't are cowards or just pricks.  "
Sep 3, 2013
Bill Schultz replied to Kenneth's discussion 'Did we create a recruitment solution that nobody wants?'
"lol, you cold, man. "
Sep 3, 2013
Bill Schultz replied to Katy's discussion 'Help working with a difficult hiring manager'
"That's a tough one Katy.  Did he give you any hint as to his lack of responsiveness?  Other priorities or candidates not meeting his standards?  I would be reluctant to go to the CEO with it.  Unless this guy is the one bad…"
Sep 3, 2013
Bill Schultz commented on Amy Ala Miller's blog post 'Help! I’m Being Replaced By Pinterest!'
"Now you tell me. I've been getting no pinterest on my postings. which leads to no pinterviews and no pplacement"
Aug 23, 2013
Bill Schultz replied to Bill Schultz's discussion 'Director of Talent Acquisition- Blue Chip Startup'
"HI Amy-  Thanks but: have a face for radio.   B "
Aug 5, 2013
Amy Ala Miller replied to Bill Schultz's discussion 'Director of Talent Acquisition- Blue Chip Startup'
"you should make a video Bill. That's the "thing" nowadays"
Aug 5, 2013
Amy Ala Miller liked Bill Schultz's discussion Director of Talent Acquisition- Blue Chip Startup
Aug 5, 2013

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Bill Schultz's Blog

Lessons Learned from Stinky

Posted on August 23, 2012 at 2:31pm 2 Comments

Stinky is my 13 year old cat.  The other day I  was…


Writing a Compelling Linkedin InMail

Posted on July 17, 2012 at 2:22pm 19 Comments

InMails are expensive but quite useful.  If you take your time to devise  compelling text for your inmail, you will reap the benefits.  While each person won't be a slam dunk for the position at hand, you will have impressed them with your style enough to rise above the recruiter fray.  

1. The Subject:

I often spend the most time on this part.  It should clearly convey the reason for the message.  It should be catchy but not salesy.  It should be complimentary…


Why Recruitment is like March Madness

Posted on February 27, 2012 at 9:00pm 6 Comments

Next week's Headline for Sale....

When does an Interview become a consulting gig?

Posted on January 12, 2012 at 6:45pm 14 Comments

I have this client, see.  He is a first time CEO.  NIce company, good product- early stage, angel funded (so cash is king) but profitable.  Going out for VC funding soon.

The issue is he's not hiring anyone.  Well he is for one role but we are sending candidates opportunistically.   He's offering them consulting gigs (which is fine as these are exploso candidates) but when the subject of money comes up, he says something to the effect of "well, i'm letting them peek under the kimono…


Comment Wall (2 comments)

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At 8:33am on August 15, 2012, Paul S. Gumbinner said…

Hi Bill:  Here is an offer letter I particularly like.  The tone is wonderful and there isn't too much legalese.  I have, of course, edited it:

May 30, 2012

Private & Confidential                                                        


[Candidate name]


Congratulations, you made it!


[Candidate Name]


Getting the right fit is rare, so whenever we find someone we believe to be a true [Company Name in a familiar tense} we want them to join our team…so we are delighted to confirm with you our offer of employment as [title and company and location].


We would like to offer you a semi-monthly salary of $5,833.33, which equates to $140,000 per annum.


It is our sincere hope that we’ll be welcoming you onboard as a valued full-time [Company name in familiar tense] joining our vibrant team of great global talent. On your acceptance of the role, we’ll need you to sign our “all-in-one” confidentiality, non-competition and assignment agreement (which is enclosed). You will need to sign both copies, returning one copy to me.


Our benefits package is under constant review and below is just a snapshot of what is currently on offer, some of which you need to have been with us for up to 90 days to secure.


.               Health care – Eligible 1st day of month following start date

.               Dental/Vision Care – Eligible 1st day of month following start date

.               Flexible Spending Account – Eligible 1st day of month following start date

.               Annual Vacation leave – 18 days prorated for calendar year 2012 based on start date

.               Employer paid 1x Salary Life Insurance Coverage – Eligible 1st day of month following start 

.               401K with Employer Match – Eligible 90 days after start date

.               Pre-Tax Transit Benefit – Eligible 30 days after start date

.               10 national holidays where the office is dark and your day is bright

.               The morning off after your birthday so you can enjoy your hangover

.               4 half-day Summer Fridays – take them anytime between Memorial Day and Labor Day


We adhere to a policy of employment-at-will, which allows either party to terminate the employment relationship at any time, for any reason, with or without cause or notice.


Should you decide to resign your employment with us (for any reason), you agree to provide at least four (4) weeks’ notice advance, written notice prior to the effective date of your resignation.  We also have a severance policy, which can provide you with two (2) weeks’ notice of termination of your employment.


You acknowledge and agree that these notice periods are reasonable and necessary so that we can replace you without jeopardizing our success or client relationships.  As a result, we also have the right at any time during the applicable notice period to (i) reduce or change your title and/or responsibilities, (ii) relieve you of your offices, duties and responsibilities and place you on a paid leave of absence, and/or (iii) waive any or all of the applicable notice period without any further obligations to you, including but not limited to, making any payments to you in lieu of notice.


If you have any questions please do not hesitate to call, email, skype, poke, nudge, wink at or holler at me.


We are on a thrilling journey and hope that very soon you will be sharing it with us. We look forward to hearing your decision soon.



Yours sincerely





[Name and title]


At 2:55am on June 13, 2012, Dyll Davies said…

Hi Bill,

Nice to touch base with you on Recruiting Blogs.  Joking aside I see you are west coast US based.  I am here in London, UK.  I do some US recruiting from time to time.  I am not sure if any of your companies ever look for EMEA/European based staff.  I am a bit of a specialist in early stage tech companies and have helped some US companies build their operations from scratch in EMEA.  I thought there may be potential for mutual benefit between us.  If not, no worries, and nice to 'meet' you.




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