Kevin Grunewald

Recruiting | Sales | Marketing | Engineering | Tech | Career Guide

10 years of experience in Talent Acquisition with 3 years of experience in Workday HRIS. 
Strategic thinker and effective communicator with a mix of technical competence and an innate ability to communicate with industry professionals, consistently delivering high-impact results. 

*Accomplishments*
>2021, hired 100 people in Biopharma, Technical Engineering & Tech.
>2022, hired 125 people in Technical Engineering across all sectors of Renewables.
>2023, hired 150 people across the United States in Renewables, Skilled Trades, and Field Operations.
>2024, hired 150 people across the Midwest in Skilled Trades, Engineering, IT, Supply Chain.

Outside of work, I'm passionate about creating impactful, authentic content that connects with real people, whether it's career tips, personal branding insights, or everyday motivation. As a content creator and career strategist, I love partnering with brands that align with my message and audience.

If you’re a brand looking to collaborate on sponsored content, campaigns, or creative partnerships that drive value and visibility, let’s connect. You can reach out to me about potential partnerships or brand deals at kgrunewald22@gmail.com 

Check out the links on my website to learn more!


DISCLAIMER! 
1:1 calls are not to discuss opportunities at my current employer, nor is it a guarantee of employment.

Talent Acquisition Partner II

-Working together with my regional ops managers on projects at our San Jose, Sacramento,
  Arizona & North Hollywood offices for our technical install and service teams.
-Currently working in a multi-functional team across multiple time zones.
-In an unfavorable market, I've been able to hire residential electricians for multiple locations
across the US.
-Working with candidates internally and externally to get referrals.
-Rewriting job descriptions and doing market research with the Sr. leadership team.
-Negotiating compensation on offers to candidates.
-Increased applicant pool by 30% in the last 5 months by sourcing and doing deep dive
Boolean searches, resulting in higher quality hires for our residential Install and service teams.
-Grew a previously stagnant talent pool by 25% in the last 2 months, resulting in a 35%
reduction in time-to-fill for our residential electrician roles.

"Someone viewed your LinkedIn profile."


Yes... it was me. 

Hello!!

Stop doubting yourself. 
It only takes one person to believe in you.

Recruiting | AI | Helping Companies Hire Faster & Smarter | Personal Branding | Brand Partnerships

Read this before you jump into your Friday interviews.


It’s Friday.
Energy is low.

The temptation to “coast” is real.
But here’s the truth.

Some of your biggest career wins happen at the end of the week.

-Interviews get scheduled.
-Final rounds happen.
-Decisions are made. 

If you have interviews today, this is not the time to wing it.

Here’s how to truly finish strong:
-Research the company beyond the homepage
-Don’t just know what they do, understand how they make money, who their customers are, and where they’re heading.

Look at:
-Their products or services
-Recent news, funding, or leadership changes
-Competitors and market position
-Understand the role in context

Ask yourself:
-Why does this role exist right now?
-What problems is this person expected to solve?
-How does this role impact the business?
-Then connect your experience directly to those needs.

Prepare stories, not just answers
Anyone can say they’re a hard worker.

Few can clearly explain:
-A challenge they solved
-The impact they made
-The results they delivered

That’s what interviewers remember.
Show energy, even on a Friday

Hiring managers notice effort. 
They notice curiosity. 
They notice preparation.

And yes, they remember who showed up sharp when everyone else was checked out.

Finish the week strong. 
Not because it’s Friday. 

If you’re interviewing today. I hope you crush your interviews!

Recruiting Leader @ Zapier | Former Educator | Advocate for job seekers, humanizing recruiting, and making the workplace more equitable for everyone!!

WARNING: There are scam accounts using my name. The only domains I use are "zapier.com" and "bonniedilber.com". If the email comes from any other domain, it's a fraudulent account, please report to your email provider, and to the FTC. https://reportfraud.ftc.gov/
If you receive comments referencing me on your posts, these are bots as part of a scam, please report and block those accounts! 

A bit about me: I'm a former educator and dog/toddler mom who is passionate about equity in the workplace. I love to be outdoors except when it's super hot, I'm a foodie who hates cheese, and I like cooking, politics, and travel. I have a full time job managing the GTM/Ops recruiting team at Zapier, and also love creating content on recruiting, workplace culture and trends, and career development. There's a lot of misinformation and I try to combat it as much as I can! 

My goal is to educate and bring transparency to recruiting and hiring processes - I hope my content helps you understand why things play out the way they do. That doesn't mean I always like or agree with the realities of being a part of the working world in 2025, but I think we're all better off when we understand the rules of the game we're playing. 

All opinions are my own and do not reflect those of my employer! If you'd like to work at Zapier, please apply directly on our jobs page. 

I do not have the capacity to respond to DMs or answer one-off questions but DO answer reader questions and offer free 1:1 chats via my newsletter on beehiiv - your best bet is to submit it there!
You can access all of my resources here: https://linktr.ee/bonniedilber

Bonnie Dilber

Well y'all, for the first time in over 3 years, I'm HIRING for two Sr. Recruiters to join my team at Zapier!

One role MUST be a seasoned sales recruiter with experience hiring Account Executives for SaaS companies, the other can be more of a generalist across GTM/Ops roles.

I've detailed what we're looking for and what to expect in the interview process on the job posting, but I'll highlight a few tips:
- I care a lot about the application questions - an imperfect resume with thoughtful responses will go further than the perfect resume who skips those questions. 
- Builders and "figure it out" people do really well at Zapier in general, and certainly on our recruiting team. Our recruiting team has built our enterprise sales team from the ground up in the last year, we've built AI workflows that other companies have adopted, we test out new systems all the time - if you enjoy that kind of thing, you'll be a great fit. 
- The values on Zapier's website show up in how we operate more than any other place I've worked - if you lean towards transparency, authenticity, and are comfortable giving feedback in all directions, then you'll do well here. 
- Candidates who are leveraging AI in their work thoughtfully (which includes knowing where to use AI and where not to) will have an advantage as AI fluency is an expectation at Zapier. 

If this seems like a good fit for you, I hope you'll apply! I'll drop the app below. :)

Recruiting Leader @ Zapier | Former Educator | Advocate for job seekers, demystifying recruiting, and making the workplace more equitable for everyone!!

In full transparency, I:
- do not answer calls from numbers I don't know
- will not give our personal information on a call with a person whose identity I have not verified (on the rare occasions I accidentally answer)
- do not engage with job opportunities where I don't have basic details like title and compensation 

I share this because I see a lot of recruiters out there criticizing applicants for not answering their calls or engaging with their outreach. And personally, I don't think this is a realistic expectation in 2026 when we're inundated with spam, and when scams are rampant. 

My suggestion to my fellow recruiting professionals:
1. Always emails from a professional domain. 
2. Let people know when they can expect to hear from you, or better yet, schedule a call at this convenience.
3. Provide information about the opportunity you're contacting them about, or be open to providing that info before requesting someone spend their time on a call with you. 

And if you're on the market or hearing from recruiters, please know that the above are both reasonable and protective measures you can take in this market where sadly anyone can be a target.

The bar for AI fluency has risen significantly in the last year and as someone who is theoretically going to be hiring for her team in the next few weeks 👀 , AI fluency will be top of mind. 

A year ago, "I've been using ChatGPT to plan my next vacation" or "Claude helps me speed up emails to customers" met the bar. 

Today, that's table stakes, and companies are looking for things like: 

"I built a workflow where an agent identifies inbound emails that could be potential customers, adds them to my CRM, enriches the profile and routes them to the right AE based on company size and location."

"I automated our weekly reporting by connecting ChatGPT to our CRM and data warehouse, cutting a 3-hour manual process down to 5 minutes."

“I created a custom prompt library and evaluation framework so our team gets consistent, on-brand outputs instead of generic AI responses.”

“I fine-tuned an internal GPT to answer questions using our SOPs, product docs, and past tickets — and tracked deflection rates to measure impact.”

“I built a hiring intake assistant that turns messy stakeholder notes into structured job requirements and scorecards.”

If you've done this kind of stuff, be ready to talk about it in interviews. If you haven't, then pick one of those ideas or come up with one of your own and start building!

P.S. I'd be lying if I said I can do this on my own; I use Zapier's copilot heavily to drive the process and then make a few tweaks from there so if this is overwhelming, start there. :) 
P.P.S. I'm going to drop some of the resources we're shared around AI fluency and AI in the hiring process in case you're considering applying at Zapier!

I keep seeing suggestions that people use AI to create resumes that match the job posting, lie about their experiences, etc. so they can "beat the ATS". 

And while I often try to educate on how ATSs work, today, I'm going to just embrace that and say, "OK sure, the ATS only moves forward people who perfectly match the job description." 

Even if that were true (which it's not, but if it was), eventually, you will have to talk to a recruiter or a hiring manager, and at that point, your lack of relevant experience, or your misrepresentation of your experience will come out and be disqualifying...and likely will disqualify you from future employment at that company as well because most companies aren't going to give a second chance to people who submit fraudulent applications.  

So it simply makes no sense to try to game the system. 🤷‍♀️

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Kevin Grunewald

Bonnie Dilber

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taplio

The Battle

Kevin Grunewald

Bonnie Dilber

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Kevin Grunewald's LinkedIn Performance

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Ready to grow your LinkedIn presence?

Performance ScoreKevin Grunewald's LinkedIn Performance