Melissa Grabiner

Senior Talent Acquisition Partner

Hi there - thanks for stopping by. 😊

👋 Follow me for daily tips on Job search advice, HR & Talent Acquisition wisdom, productivity tips and heartfelt inspiration.

✍️ 𝗕𝗿𝗮𝗻𝗱 𝗣𝗮𝗿𝘁𝗻𝗲𝗿𝘀𝗵𝗶𝗽𝘀: I collaborate with B2C and B2B brands on sponsored LinkedIn posts and videos, webinars, and speaking engagements, highlighting products and services that deliver meaningful value to both the brand and my audience.

⭐️ 𝗔𝗱𝘃𝗶𝘀𝗼𝗿𝘆 & 𝗖𝗼𝗻𝘀𝘂𝗹𝘁𝗶𝗻𝗴: I serve as a trusted advisor to early-stage companies and partner with organizations to help optimize their Talent Acquisition strategies.

You can reach me at melissa@grabiner.us

🚀 𝗕𝗼𝗼𝗸 𝗮 𝗰𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗰𝗮𝗹𝗹 𝘄𝗶𝘁𝗵 𝗺𝗲 𝗮𝘁: 𝗵𝘁𝘁𝗽𝘀://𝘁𝗼𝗽𝗺𝗮𝘁𝗲.𝗶𝗼/𝗺𝗲𝗹𝗶𝘀𝘀𝗮𝗴𝗿𝗮𝗯𝗶𝗻𝗲𝗿

Top-Rated Resume Writer, Job Search Coach & LinkedIn Branding Expert — Helping 700+ Job Seekers Land Their Next Opportunity!

Whether you're struggling to get interviews, making a pivot, or trying to bounce back after a layoff, I offer straightforward help that actually get results. 

My offerings and how I will help you win: 

🔸 Resume rewrites that showcase your true value
🔸 LinkedIn profile makeovers to attract recruiters
🔸 Interview coaching & salary negotiation tips
🔸 Personalized job search strategy & mentorship

𝗔𝗯𝗼𝘂𝘁 𝗺𝗲:

I am an Entrepreneur, Content Creator and HR and Talent Acquisition professional with over 2 decades of experience. On LinkedIn, I am considered one of the biggest thought leaders having over 480,000 followers. 

I am Ranked #2 Female LinkedIn Creator Worldwide and Ranked #1 HR LinkedIn Creator in the USA.

In the past year, my posts have amassed 2.1 million engagements and over 194 million impressions. I have been a guest on over 60 podcasts and host various LinkedIn Live Events.

I have been interviewed by The Wall Street Journal, Harvard Business Review, Market Watch, Fast Company, Indeed Business and was featured three times on the Times Square Billboard in New York City.

I am also a multiple award-winning Global Senior Leader with extensive multi-industry experience in HR and Talent Acquisition.

> Built and led a strategic Talent Acquisition function for one of the world’s largest companies.

> Eighteen years of experience managing 35+ direct reports with zero attrition.

> Oversaw hiring activity for more than 25,000 employees throughout my career.

> Proficient in full life cycle recruiting across multiple levels, functions, and industries.

> Specialize in designing and implementing talent solutions and strategies for organizations of all sizes.

Senior Talent Acquisition Leader

A few months ago, I interviewed a candidate who bombed the interview.
 
It would have been easy to reject her, but I went with my gut and gave her a chance.
 
And she’s killing it. ❤️ 
 
Some of the strongest hires:
 
💡Think deeply before they speak
💡Aren’t great at “selling themselves”
💡Get nervous when everything is on the line
💡Ask thoughtful questions instead of rushing answers
 
The interview didn’t reflect the employee she became.
 It reflected an amazing human being under pressure.
 
A reminder to hiring teams:
 
Don’t be too quick to dismiss someone who doesn’t interview flawlessly.
Sometimes the best hires don’t “kill” the interview.
 
Instead, they shine when leaders look beyond the moment and hire for potential, not polish.
 
 🍀 Please share to promote giving people a chance.

New week.
New month.
New possibilities.

If you’re navigating a transition or waiting on your next step, this is your reminder: 

Keep going. 

What’s meant for you may be closer than you think. 🩵

P.S. Need help? As a Top-Rated Resume Writer, I have helped over 700 job seekers. Numerous client testimonials are on my website and LinkedIn page. To learn more: https://lnkd.in/gqPK5hau

My prior boss is one of the kindest people I know. 

When she left the company, I cried like a baby.

She didn’t just manage my performance. 
She significantly changed my life. 

Years later, I still carry the lessons she modeled:

💡 Choose kindness 
💡 Protect your team
💡 Lead with empathy
💡 Give credit generously
💡 Care about your employees
💡 Praise in public, coach in private
💡 Support without micromanaging
💡 Celebrate progress, not just perfection

Be the leader people cry about when you leave.

Not because they’re afraid of what’s next, but because you made an impact that lasts. ❤️ 

🍀 Please share to promote kindness in the workplace.
🙏 Follow me for more like this.

Being unemployed is not a red flag.

It’s simply the reality of today’s job market.

I’ve hired countless people who were between jobs and they’ve been phenomenal.

Some of the best talent is still on the market and not because they aren’t amazing, but because they’re stuck in a system that’s broken.

A system where:

💡 Companies are looking for perfection
💡 Fake jobs are appearing left and right
💡 Age bias quietly shapes decisions no one admits to
💡 Roles are being "reposted" even after the hire is chosen
💡 Interviews feel like interrogations instead of conversations
💡 Candidates are ghosted after multiple rounds of interviews
💡 Hiring processes that take weeks if not months to complete
💡 People are judged on career gaps instead of career capability
💡 Candidates are completing lengthy assignments without being paid

After all, the right hire isn’t always the one who’s currently employed.

It’s the one who’s ready to show up and make an incredible impact. 🩵 

🍀 Please share to promote giving people a chance.

We need to stop treating resume gaps like red flags.

Penalizing people for gaps is outdated and incredibly unfair.

I recently hired someone with 9-month gap and she's killing it! 

It doesn’t mean one lacks skill.
It doesn’t mean one lacks ambition.
It doesn’t mean one lacks commitment.

Sometimes it means they survived something.
Sometimes it means they prioritized what mattered.
Sometimes it means they had the courage to reset.

If someone is ready, capable, and qualified that’s what should matter.

Let’s normalize career gaps.

Starting today.

🙏 Please share to help normalize gaps.

Hiring isn’t just a process.

It shapes people’s careers, incomes, and futures.

And when hiring is done poorly, the impact lasts longer than we think.

If we want better talent outcomes, we need better hiring practices.

⛔ Requiring unpaid projects
 ↳ No one should work for free.

⛔ Posting roles that aren’t truly open
 ↳ It wastes time and erodes credibility.

⛔ Providing little to no feedback
 ↳ Even brief clarity shows respect.

⛔ Ghosting candidates
 ↳ There is never an excuse. Candidates deserve closure. 

⛔ Dragging out the hiring process
 ↳ Long timelines signal misalignment and cost you top candidates. 

⛔ Putting candidates through interview marathons
 ↳ Multiple stages are unnecessary and create fatigue.

⛔ Hiding salary details
 ↳ Transparency saves time for everyone and builds trust early.

⛔ Running an overly rigid or impersonal process
 ↳ Candidates want to feel seen and not processed.

Want to attract top talent?

Start by treating candidates like they matter.

🍀 Share if you believe hiring can be better.
 💙 Give me a follow for more.

I’m thrilled and honored to be featured in Inc. Magazine 😀

A big thank you to Brian Honigman for the thoughtful conversation and capturing my perspective so well.

In the article, I share insights on building trust which is something I’ve seen firsthand after helping more than 700 job seekers.

I’m incredibly grateful to every client who has trusted me to be part of their journey.

Open article: 4 Ways to Attract More Clients as a Solopreneur by inc.com

4 Ways to Attract More Clients as a Solopreneur

After working as employee for 34 years in best Pharma companies, started consultation and Consulted about 65 companies in last 12 years of consultancy in the field of sterile and non sterile dosage forms, formulations and API both. Last 7 months did Third party review of 10 sterile lines after client's FDA audit and submitted detailed review and currently doing another third party review of another company for remediation program.
We also help in upgrading existing facilities and person's training in GMP requirements.

We are more prepared and glad to help pharma companies for all international audits..

We are able to fill that wide gap between Regulatory requirements and inspector's expectations which are causing problems to companies now. While QA department of the company focus on requirements only, we also add on what auditors are expecting much more than requirements.

We undertake due diligence of plants/facilities for potential, for products, machinery, capabilities, people etc.

We undertake third party audits on behalf of procurement companies of USA and Europe.

I am  effectively using 45 years experience in Pharma operations including production, projects, Quality,  now working independently in GMP audits, inspections, training, GMP consultations, Quality systems, Risk assessments etc.

Those companies which are going to face US FDA, MHRA, TGA, WHO Geneva audit soon; may approach us for pre-audit and assess their Quality/GMP status or those who have problem with these audits in recent past also should approach us for correction and re-approval as soon as possible with our help!  We can help in both scenarios.

I have experience in putting up and operationalising all sterile formulations projects and production, for last 36 years culminating in US FDA approval for a facility.

pl Contact: +91 9850894074 Email: rrvidwans@rediffmail.com,    rrvidwans@yahoo.com

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The Battle

Melissa Grabiner

Vidwans Rajendra

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taplio

The Battle

Melissa Grabiner

Vidwans Rajendra

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);}Melissa Grabiner's LinkedIn Performance

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Performance ScoreMelissa Grabiner's LinkedIn Performance