Hi Everyone,

I am interested in making a transition from recruiting/talent acquisition into compensation as an anaylst.

If anyone is willing to share their experiences transitioning into this field and what the day to day usually looks like I'd greatly appreciate it!

Hello I found this website through a user recommending it .. I signed up for it for USD50 per month.. when i applied for a contract , i only received the JD with no details of the recruiter.. there is only one support email id , which says that i have to search a candidate and submit , and then only will receive the contract .. does this sound okay to you ? or have i been scammed ? thanks

Hey team,

Lost access to Talent Neuron and I have some difficult and unrealistic hiring managers that I need to coach. Basically, is there any free software that shows supply and demand of candidates with specific job titles or skills and also shows a realistic salary we should be offering.

Any help is GREATLY appreciated

Would any GTM recruiters or TA leaders who employ them care to share some insights with a marketer doing some content research? I need to learn what you care most about, what grabs your attention, and what would make you consider exploring an operational efficiency tool. While I appreciate all the help I can get, I need to specifically understand the decision making process at companies that are either in a scale-up or are always hiring for sales at high volume like an enterprise company. SaaS only. Thanks in advance! I swear I'm not trying to sneakily sale you anything. I'm Head of Content and just need to create good marketing material that resonates.

I did find out that that $25,000 is only per situations below other than that it is the $750.00 application fee yearly along with the Tax Validation Certificate - Compliance

Please Note: whether a recruiter needs to provide security to the Director of Employment Standards as part of its application depends on the type of work the recruiter will engage in during the term of the license. However, if your application is complete (i.e., you have submitted a Tax Compliance Verification number that shows tax compliance, you have submitted any necessary security, etc.),

>>>A security is not required <<<as part of a recruiter’s application in either of these situations below ( so NO $25,000.00 only if circumstances below so if none of the situations below you only pay the $750. 00 recruiter license fee every year.

1. the applicant will not act as a recruiter in respect of foreign nationals during the term of the licence, or
2. the applicant will act as a recruiter in respect of foreign nationals during the term of the license but only in respect of positions with wages at or above the median hourly wage.

“Foreign national” means an individual who is not a Canadian citizen or a permanent resident within the meaning of the federal Immigration and Refugee Protection Act.

Warm Regards,

Temporary Help Agency & Recruiter Licensing Unit

Ministry of Labour, Immigration,

Upvote1DownvoteReplyreply

Recently took an external agency job. I really like it. I work 8-6 M - F but I like to stay busy and so I've gotten a Saturday / Sunday waiting tables job. I enjoy waiting tables 2 days a week and the extra money is earmarked for Subway Pass / Health Insurance / Roth IRA.

Is it a bad look if a coworker / boss sees me at my part time job?

I've billed well elsewhere (well into six figures) but I like to keep myself busy and make extra money. I don't strictly speaking need the money but every little bit helps in a place called NYC.

Hello,

A friend was discussion with me this and she needs some insights.

She was approached by an ex colleague to hire a Cofounder for his startup based in US. Preferably, in the AI domain. Since she has never hired a Co founder before, she was wondering how to start her search and how much she should charge for it?

Any help will be appreciated

I hire a fair share of people, and idk, a very active LinkedIn account, and flashy content marketing stuff - everything that is "good" has almost become a red flag to me.

Hello All,

How is everyone doing? I hope everything is great. So I am totally new in regards to Recruitment sector, my main focus is Staffing and I am new in that as well. What I wanted to know was is it necessary to learn Recruitment along with Staffing or if I want to learn Staffing only should that be fine? For Recruitment & Staffing I would like to know best rated courses / training? Please do provide a list where I can learn all that so I can master it, thanks.

A question for those seeking jobs and those who often recruit. Do you use anonymous job boards or marketplaces? Do you think it's worth it?

Thank you

I’ve been actively applying for various roles, including Director-level positions that align with my professional background and experience. However, my husband believes it’s unlikely for an external candidate like me to secure such roles, as he assumes these positions are typically filled internally by existing employees within the organization. To be honest I’ve never held a director position but I’ve been doing my managers responsibility because she’s lazy but my previous job title is supply/procurement analyst so I’m applying for Director of supply chain or Director or procurement positions. Please let me know if I’m wasting my time?

Someone talk me out of this lol…. I’ve been in recruiting for 5 years and I’m burned out. I want out and I’m trying to transition into project management.

WELL, I got a job offer as a junior PM. $62k per year, fully remote.

My current job: Sr Recruiter, $145k per year, fully in office.

Am I crazy for considering this?? The pay cut is devastating…. But if I’m fully remote, I could move to a lower cost of living area (currently in San Francisco). And it’s in the field I’m more interested in, so potential for growth there.

Any advice is appreciated. I don’t want to make a mistake and lose a great job, but I’m really SO burned out that I dread coming into work every day.

I’ve been in the recruitment agency for a few years now- starting at a larger firm, I worked on the “candidate” side of recruitment. I had a lot of luck and amazing contractors who sent me referrals and that I truly enjoyed working with, but I was getting more and more frustrated with my employer and the consultants pulling in the jobs. After a long talk with my fiancé- I decided to leave the firm and start at a smaller firm and I’d like to try working on the client side for a change! However, I feel stressed calling hiring managers or talent managers because their previous experience with firms are typically poor.

The way I approach recruitment is that I would want transparency and honesty from someone else- so I am always honest with my candidates. I have no problem fighting for my candidates (more money, hours), but I think it’s more how the clients are approached initially that can impact contract roles and when recruiters call every single day- the relationships seems to start in a tough place.

I’ve been working with some current clients, but I’d like to work with new clients as well (more clients means more jobs and options for candidates). If it doesn’t make sense for the hiring manager or VP to use an agency- i totally understand, but it’s frustrating that I can’t even give it a try!!

But any advice or tips would be SO helpful! I don’t enjoy calling people every week because I personally HATE when people do that to me, but that seems to be the trend in staffing. PLEASE help!

PS: To hiring managers/talent acquisition- there are still some recruiters out there that want to work hard WITH you and find good candidates that do good work!

To candidates: It never hurts to work with a recruiter (IMO), but don’t be afraid to ask the hard questions and expect transparency. In my experience- no one wakes up in the morning thinking “i can’t wait to apply to jobs today” so make sure the recruiter is a good fit for you!!

For the past 10+ years I've been focused on Technology Recruiting and doing some Consulting and Advisory work. Over the past 2 years some of our clients have asked for help with their Engineering Roles.

For the past year, I've been looking for a strong Engineering Recruiter to come in and own this side of our business. We've even looked at building an Engineering Division but can't find people who, KNOW, this space.

Are there Engineering Recruiters still out there? Or did everyone move to tech?

Hi guys,

So I’ve been a technical recruiter with agency for about 2.5 years. The role started off very good because it was easy, good company culture and better market. However with time, the market slowed down and it got worst and worst. It got harder to make placements and more micromanagement. I was making about 75k with commission. So I would get around 4000-4500k per month, the comm kicked off about 6 months into the role because I was making lot of placements for a US client. The base was only 50k though. The role started to also get very repetitive and I didn’t like the disrespect of being just a sales recruiter.

I recently got an offer for a large health care company for around 62k. The role is for in house talent acquisition role. Its a 1 year contract but you do get benefits and about 2 weeks vacation after 3 months. Accepting this role would mean a pay cut of around 500-700 monthly? So I’m really not sure if it would be worth it for me to make this transition. Any advice would be greatly appreciated. I also want to know if this would look better on my resume and if I would make more faster.

at recruiting / staffing firms, who is responsible for finding clients to partner with?

I understand that recruiters source candidates, but who sources the companies that need candidates?

I've been at my company a little over a year, 2 years total in staffing. Performing well, headcount of 35+, 400k+ billed this year, educational services mainly. But I don't like the giant corp I work for and it seems like they don't value recruiters at all. They've only cut sourcing resources and lowered comission during my time here. It is also a somewhat toxic competitive environment.

I want to be with a small/medium sized company with less bureaucracy and restrictions. My question is how do I find them? Also, what should I be looking for as a next step and what is realistic?

I want to make 60-70k base or to have high commission rates. Would love remote but open to in-person/hybrid or even relocation (anywhere) if comp and leadership is good. Are these realistic expectations? Im about an hour from Chicago. Open to education, skilled trades, construction, labor, it, solar, manufacturing. Would love to find a team of dedicated and skilled professionals that will help me develop and grow.

Is anyone else seeing that the job market for us is getting better? There seems to be more job postings recently.

I’m posting a job to LinkedIn. They’re recommending at least 5k total spend. I can only spend $700 total for a 30 day period. Would it be better to set a more limited time period (ie spend the $700 over two weeks) or should I stretch it over the 30 day period? I worry people will think the job is closed if I end the listing early.

I have 12 YOE and was a senior manager over 5 junior recruiters in my last role in big tech before being laid off, and I can’t even get an entry level contract sourcing role. It’s been 5 months now since I was laid off, I’m depressed man. This market sucks.

Hi yall, good morning. I’m looking for some encouragement or advice. I’ve been making six figures as a GTM recruiter in tech since 2021, but since I’ve been laid off every time I start to gain any sort of tenure with a company (including my current company now where I just hit 2 years). It’s always due to a RIF or restructure and I’ve had good feedback & worked my butt off as a contractor trying to get converted. I’d been interested in moving to HR as a more stable career path for a long time, and finally managed to get an offer for an HR generalist 1 role, full time with benefits. They’re giving me the top end of their range (which is $65k because it’s a junior role) but won’t go any higher, & I haven’t heard back from any other HR applications. Should I take the plunge? It sucks take a paycut like this, but maybe I can work my way back up to six figures in the next few years. I know I can land another contact and make similar money, but I don’t wanna be in the same position a year from now.

Curious to hear which type of companies tend to be the best to work with - Startups, Mid-sized businesses, Corporate, FAANG, etc...

For context, I'm looking for a better niche as an external, tech recruiter

What's your experience?

My LinkedIn RPS contract is up for renewal and they've gone with a minimum spend pricing model, which irks me to no end. I'm in Canada and the magic number seems to be between 8-10K CAD.

I'm just not getting the value as I seldom use InMail credits, but I would like to have access to candidate contact information. I have an ATS already, so really I'm just looking for a sourcing tool.

There are so many new beautiful AI scrapers and dynamic sourcing tools that go well beyond LinkedIn's clunky platform...what have you found has a combination of good tech talent representation and contact details?

Hey folks,

So, I just came across some exciting news from college that TCS is hiring freshers for their BSc Ignite/Smart Hiring 2025 program! This is for 2025 pass-outs/final-year students (yes, us!). The eligibility criteria? A pretty reasonable 50% overall in college and school.

Here’s the catch: the exam is on February 14th. (Valentine’s Day? More like Career Day, am I right?) Now, this sounds like a golden opportunity for entry-level aspirants, but I’m honestly not sure where to begin.

For those who’ve attended similar drives or have insider knowledge:

What exactly is this program all about?

What’s the selection process like? (Is it just the exam, or are there interviews, group discussions, etc.?)

How do we prepare efficiently for it? Any tips on the syllabus, study resources, or strategies that worked for you?

I’d love to hear from anyone who’s cracked similar hiring drives or knows how to approach this. Let’s crack this together!

Drop your wisdom below because helping each other is what makes Reddit awesome! 💡

I sometimes like to get straight to the point and don't like giving out fluff answers. I have a speech impediment and I feel like the more I talk, the worse it gets lol

An MSP customer I am working with is using Greenhouse and LinkedIn and they are getting phony candidates. They come through Greenhouse, everything seems to check out on the surface and then either use someone else's linkedin profile or scrape it or impersonate it. They will schedule an initial phone screening and then cannot speak to what is on their resume, etc.

Has anyone else had this issue?
Are logical next steps to open cases with Linkedin and Greenhouse?

I’m currently a 25F with a BA in Comms. I’m an executive search consultant for ~2yrs and 7months now. I’ve been on over 30+ executive searches for nonprofits, higher ed, and other sectors as a project manager and researcher role (building candidate pools). I’ve done intermediate outreach to candidates via LinkedIn. I’ve helped my firms internal HR department with internal searches and PTO tracking systems. Also, helped come up with systems to track progress with every active search. Lastly, I also help with proposals/RFPs and contract agreements. It’s been great! But I’m ready for a challenge - the firm I work for is a boutique search firm and I want more experience. Although, things can get hectic and fast paced, it can also be super slow sometimes. I’ve been helplessly applying to so many jobs and haven’t really gotten many interviews, not sure if I still seem really junior?

I’ve been contemplating getting an MBA with a concentration in HR Management. I truly enjoy the work I do, but just ready for something new…

Please share your experiences/thoughts or any advice below! Thank you and happy holidays!

Looking for advice or tips on claiming a company page that's already been claimed. I'm an internal recruiter and our company page was claimed likely by a previous recruiter or hiring manager who hasn't been with the company in awhile. We have a separate employer account that we made awhile back in order to source candidates that have their resume public, but can't find a way to link it to our established company page since it's already been claimed. I called Indeed support and they weren't very helpful or didn't understand what I was asking.

Is this possible or are we better off starting fresh? Our current company page has all of our reviews and info so would prefer to keep those if possible.

So I intend to leave my job in January and don’t have a landing spot yet. Long story short, I took an in-house executive recruiter role with a big company and the job absolutely sucks. I’ve worked 60+ hours a week since I started 8 months ago.

The culture is terrible and it’s just not a great fit. It’s gotten so bad I started having panic attacks from the stress and have been open with my boss about it not working out. We have discussed it and I expect a package (they care more about an NDA than anything, as the market is aware of our reputation).

I objectively have a strong resume and experience, although mostly skewed towards in house executive search.

I intend to take a couple months off and hit the reset button for the first time in my career. I am ready to take a step back and into a more traditional TA role and thinking about doing contract work again. I am concerned that I look overqualified on paper, as my focus has been on recruiting for VP+ roles starting at $350K+ and a total package in the $800K range. I don’t mind taking a pay cut for a position with better work-life balance and a good culture, but I’m sure people will question the optics.

Anyone have any advice on how to position myself?

Note: I am not a job hopper and have never worked for a company for less than 3 years.

I have a couple companies asking for me so recruit talent for q1-2025, based on my network and experience. I applied for the required Recruiter license (for Ontario), and indicated I would not be recruiting foreign workers.

I have looked everywhere to understand the SLA (turnaround time) for approving licenses and cannot find anything. Does it take one month/3 months/6 months? My application is pretty vanilla but my prospective clients are asking for supporting starting in mid January.

I called them and they told me no one will give me a standard review timeline (!). I informed my MPP that no SLA for a licensing unit is concerning, especially as it prevents small businesses like a small recruitment firm from operating.

I'd appreciate any insight on timelines for recruitment (not temp agency) license. Thanks in advance!