# Shally Steckerl

Shally Steckerl shares practical recruiting and talent-sourcing tactics, including ways to find candidates through public licensing records and to build target-company lists around skills rather than industry competitors.

- Profile: https://b2binfluencer.marketing/creators/shally-steckerl/
- LinkedIn: https://www.linkedin.com/in/shally
- LinkedIn followers: 184,946
- Topics: artificial-intelligence, recruiting
- Based on 9 dated posts, latest 2026-10-07

## Summary

Shally Steckerl is most useful for practical recruiting and talent-sourcing tactics for practitioners.

- Best for: A recruitment technology company co-marketing a practical sourcing tactics guide.
- Not for: An enterprise HR platform keynote and gated whitepaper for CHROs and total-rewards executives.
- Check first: Ask for audience analytics and sponsorship terms before committing.

### Takeaways

- Use public licensing-board renewal dates to time candidate outreach.
- Map target companies by skill adjacency, not just industry competitors.
- New York City AI enforcement alert points elsewhere for policy details.

## Main ideas

- **Use public licensing-board renewal dates to time outreach**: Shally Steckerl argues that recruiters overlook searchable rosters of active licensees published by professional licensing boards. The rosters are free and public; the value lies in the renewal-date column. Renewal is a decision point when people are weighing fees, continuing education and whether to stay in the field. Find a board by searching for state plus profession plus "license lookup," filter to active licenses in the hiring discipline, sort by expiration or renewal date, and contact people in the 60 days before renewal rather than after. Check each board's terms of use because some restrict bulk downloads, and use the date to time a conversation, not to pressure anyone.
- **Map target companies by skill adjacency, not competitor lists**: Shally Steckerl argues that the usual target-company list—direct competitors—is short, obvious and already being worked by every recruiter in the market. Instead, ask who employs the skill you need, regardless of what they sell. Three searches can help: look at who is posting the roles you need to fill, since posting a title means employing that skill and repeated postings can signal a bench or retention problem; search by title and sort by employer count, then use repeated company names to build the list; and search by process rather than product to find unrelated industries using the same engineering or operational skill. Keep the list in a file so it compounds across requisitions.
- **Treat regulatory scrutiny of hiring AI as a sourcing priority**: Shally Steckerl flags a joint AI enforcement policy statement from New York City agencies and a signal from the DCWP commissioner that workplace AI will face more scrutiny following the Comptroller audit of Local Law 144. They see bias-audit and notice enforcement becoming real for talent acquisition leaders. The post points to an external source rather than explaining the rules in full; ask for guidance on how the requirements apply to your hiring process.
- **Deliver tactics as short, executable playbooks with limits included**: Across the posts, Shally Steckerl uses a recurring format: a strong opening, a contrarian reframe of what most people do, then numbered steps readers can run the same day. Two of the three posts rely on public data anyone can access, making the advice testable. The licensing post covers board terms of use and cautions against surveillance; the company-mapping post warns that a competitor list is a list of everyone else's candidates.

## Work to read

- [Use licensing-board renewal dates as a recruiting signal](https://www.linkedin.com/posts/shally_steal-this-every-state-has-a-professional-activity-7511130325272641538-f6Tb)
- [Build target-company lists around skills, not competitors](https://www.linkedin.com/posts/shally_steal-this-save-this-bookmark-it-everyone-activity-7513659551804612610-OU0_)
- [NYC AI enforcement alert for talent acquisition leaders](https://www.linkedin.com/posts/shally_dcwp-tlc-and-cchr-issue-enforcement-policy-activity-7513643537863692289-V3zu)

## Partnerships

Shally Steckerl's three posts are self-contained sourcing tutorials: each teaches a method, gives numbered steps, and tells readers to try it themselves. That instructional, tool-and-method framing is what a brand would need to build a co-marketing arrangement around. The posts do not mention sponsorship, co-marketing, or paid partnerships, and no official partnership inquiry route, rate card, media kit, sponsorship policy, deliverable specification, or disclosure practice is published. Before committing budget or deliverables, ask whether they accept sponsorship and establish the format, placement, timing, and disclosure terms directly.

## Alternatives

- Anilkumar Maruti Patil: Choose this creator when the guide shifts from finding candidates to keeping a plant staffed. The work reviewed targets manufacturing and plant HR leaders facing vacancies and early exits: one post examines an 800-employee unit where applications per opening fell from about 100 to two or three, and accepted offers turned into silence, first-week departures, or thirty-day exits blamed on culture mismatch. A second post sells a succession system — 30 critical roles mapped in 21 days, a ready-now dashboard, and a 48-hour takeover plan for when a plant head or finance lead quits — and prices the delay in lost output, from Rs 2.6 lakh on day one to Rs 2.4 crore by day 90. For companies selling continuity planning, retention diagnostics, or employer-brand repair to industrial employers, this is the closer match. The posts also offer a proven campaign format: a numbered day-by-day plan, a named outcome, and a specific customer story, with the plan delivered by comment or WhatsApp message.
- Fabian Herhold: Choose this creator when the campaign hinges on outbound messaging craft, or when the sponsor wants its own product's adoption story told rather than a sourcing method taught. One of Shally Steckerl's posts breaks down recruitment email subject lines into five categories — personal touch, the open-job trigger, curiosity, problem-solver, and urgency — with short and longer examples readers can lift, advice to keep to one to three words and A/B test, and a warning not to send from a CRM or a primary domain. The other post is a founder's account of opening a recruiting software beta: 150 workspaces, 64 active in a week, new users reaching a first real result in about 24 minutes, bug tickets filed by the AI agent itself, and the argument that activation matters more than signups. For a recruitment technology company, that second post offers a template for talking about a product in the same category — a different kind of value than a sponsored guide.
- Arushi Malviya: Choose this creator when the sponsor's goal is pipeline rather than instruction. The reviewed work lays out a demand-generation motion for companies seeking more inbound: one post reports $2.1M in revenue generated for more than 80 clients across two dozen industries and seven countries, then gives five client snapshots with numbers attached — 93K impressions and 1.5K new followers in 30 days for a cybersecurity company, 51 qualified calls booked in 90 days for an agency, and a SaaS founder closing $3K in the first week. It then describes the four-part system offered to new clients: personal brand, lead generation, employee-generated content, and info consulting. The companion post explains why the motion compounds, tracking what happens when a company's five or six visible employees post consistently across months one, three, and six, and arguing that paid media cannot buy the familiarity that builds. For a sponsor aiming to fill a pipeline through founder and employee content, this is the working model.

---
AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/