đŹ Doing the same thing over and over again expecting different results ? You might be a fool.
The Allyance newsletter provides references on recruitment, diversity and inclusion.
Good morning readers !
I promised you a big surprise⊠đȘ
The Allyanceâs entire team is delighted to invite you for an evening of celebration as we commemorate five remarkable years of The Allyance. This milestone represents not just our companyâs growth, but our unwavering commitment to creating inclusive spaces where every voice is heard, valued and empowered.
đ Do you want to celebrate The Allyanceâs 5th birthday on Friday the 28th of November? Send an email to me (caroline@theallyance.one) and you will be able to join us. I canât spill the beans but ⊠we will dance !
Weâll be honoring the diverse voices and perspectives that have shaped The Allyance, including our colleagues, partners, and community members from all backgrounds who continue to inspire us daily.
â The Allyance newsletter provides many useful references on recruitment, diversity and inclusion. Here are some articles about the horrible job market, quotas and disability, free sourcing tools, a tech hiring philosophy and a podcast.
đ„ AI-Driven Hiring Creates New Barriers in an Already Frozen Job Market - The Job Market is Hell
The current job market has become a âlate-capitalist nightmareâ according to Annie Lowrey from The Atlantic where AI mediates both sides of hiring: candidates use ChatGPT to write applications while employers use algorithms to filter them, creating a dehumanized process where qualified applicants rarely reach human reviewers.
Despite low unemployment rates, hiring has stalled to its lowest levels since the Great Recession, with workers now spending an average of 10 weeks searching for jobs. The crisis is hitting marginalized groups hardest: Black workers are experiencing a dramatic surge in joblessness, partly due to federal layoffs, while over 10 percent of workers under 24 are unemployed.
Job seekers with strong credentials are sending out hundreds of applications and receiving zero responses, never getting the chance to demonstrate their value beyond what an algorithm can parse.
Online hiring platforms have made it easier to find an opening but harder to secure one: Applicants send out thousands of AI-crafted résumés, and businesses use AI to sift through them.
âš Beyond Quotas: Building Workplaces That Truly Include People with Disabilities
Since Iâve heard Sara Minkara for the first time, I have been following her work. The former U.S. Special Advisor on International Disability Rights, argues that employment quotas for people with disabilities often become compliance exercises rather than genuine inclusion, with some companies paying fines instead of hiring, or putting disabled employees on payroll but telling them not to come to work.
While over 100 countries have quota laws, they frequently fail because they donât address underlying barriers like inaccessible hiring technology, inadequate accommodations, or the lack of pathways to professional growth and leadership roles.
Real inclusion requires asking how companies can actively dismantle obstacles and invest in employees with disabilities to help them thrive, not just meet minimum legal requirements. Sara Minkara emphasizes that accessibility needs, whether physical infrastructure, assistive technology, or individualized accommodations, should be viewed as essential as lights and bathrooms, not special favors to be negotiated.
True progress demands pairing quotas with enforceable accessibility standards, vocational training, mentorship programs, and technology designed with disability in mind from the start. This isnât about âgiving people with disabilities a chanceââitâs about unlocking talent, perspective, and innovation that every workplace needs.
Quotas may be one of the most visible disability employment policies worldwide, but they raise a deeper question: are we content to count numbers, or are we ready to truly build an inclusive workplace that benefits from the contributions of everyone?
đ Free Sourcing Tools
Dear recruiters, dear sourcers, these tools are for you !
I read in the weekly recruitment newsletter Sourceurs? Non, peut-ĂȘtre ! last Sunday and discovered that during SOSU, Guillaume Alexandre and Pierre-AndrĂ© Fortin shared the results of several months of work. They made numerous tools available free of charge to support your sourcing efforts. They tested Claude, Gemini and other tools, then moved on to Lovable.
Now you can (among many other things): generate searches on LinkedIn, generate the best Boolean queries you could dream of, find LinkedIn profiles based on names, clean up your LinkedIn feed and search for Meetups.
đ€© Hiring The Right People at Orus
Samuel Rossille, CTO at Orus, shares his companyâs hiring philosophy built on one core insight: the best candidates arenât always the ones with the shiniest rĂ©sumĂ©s. Samuel trusted The Allyance in the past and Iâve always liked his humble attitude towards candidates.
In a nutshell, Samuel recommends to look for potential, not perfect credentials. He credits his own career breakthrough to someone who saw his capacity to stretch and learn, not just his existing qualifications.
At Orus, they evaluate candidates across five dimensions: fundamentals, craft, architecture, autonomy, and impact. The structure eliminates bias and feel-based hiring while keeping interviews focused on what actually matters.
My favorite part is about âMove fast, show respectâ because a dragging hiring process signals low commitment. Orus keeps timelines tight with quick feedback loops, treating the hiring process as the start of a relationship that requires momentum.
The best people are often the ones you canât perfectly describe in a job ad. So when Iâm on the hiring side now, I remind myself: donât just scan for the checklist. Scan for the energy, the capacity to stretch. Because thatâs where the real leverage is.
đŠ The Allyance in the spotlight
đ° Un podcast sur lâIA
Aurelie Giard-Jacquet đet moi avons enregistrĂ© un podcast ensemble ! Nous avons Ă©voquĂ© lâutilisation de lâIA dans le recrutement :
Que peut on automatiser pour dégager du temps pour les candidat.es
Comment construire une recherche booléenne ?
Comment augmenter la conversion de ses contacts avec les candidat.es ?
Quelle place accorder aux outils dâentretien vidĂ©o ? (Ma rĂ©ponse va vous surprendre !)
đ€« Backstage secrets
âš Congratulations Clara for her role as a Senior AI Engineer !
âš Congratulations Rebecca for her role as a Head of Data !
âš Congratulations Nikita for his role in the US !
đ« I am coaching two Engineering Managers, a Senior Backend Engineer and a Customer Success Manager.
đ We signed 4 new contracts with new clients last month.
You can contact us : contact@theallyance.one
đ©·Hot jobs we are working on
đ«” SRE Engineer (Gaming)
đ«” Funding Fullstack Engineer (HealthTech)
đ«” Engineering Manager (MedTech)
đ«” Senior Machine Learning Engineer (GreenTech)
đ«” Senior Backend Engineer (Freelance)
More details hereâŠ
I hope to see you on the 28th of November ! I am ready to dance with you.