Hi all! Interested in hearing how agency owners are finding business lately. I’m in Canada and it’s definitely been slow and a lot more difficult to get clients. Interested to see how everyone else is finding it!

Currently contracting with company A in NYC. I interviewed at company B over the summer but they rejected me because I was overqualified. Surprisingly, company B called me back last week and offered me a contract role with ability to convert to FTE in 2025. Company C is offering me FTE in their NYC office.

Company A:

• $75/hr with potential to join full time in 2025.
• When/if converted to FTE, 125 shares at $19 strike price.

Company B:

• $95 with potential to join full time in 2025.
• Equity is unclear, they have not released this info yet.

Company C:

• $175k base, full benefits, 401k match, hyrbid work environment etc.
• Equity; 3500 shares at $20.71 strike price.

10 YOE in HCOL city. I think I know which offer to choose based on this high level information but just need someone to gut check me and surface things I'm not thinking about.

I’ve been working for a startup recruitment company for over a year as a contractor (in UK). I was new to recruitment and they took me on to help me out at the start, but I’ve grown to love it (and I’m good at it: lots of positive feedback from clients and candidates). They said they’d move me onto an employment contract but have changed their mind and the nth hour and now will only continue to work with me if I agree to stay on as a contractor. This is because they ‘can’t afford’ the contributions.

I have two kids, I’m a single-parent and the 100% work from home and flexibility suits me but I’d like to know if there are other more secure roles in recruitment which might suit.

40h per week 100% onsite roles just won’t work for me right now. But are there roles out there which are a bit more flexible?

Currently working for £14ph; 16h pw; 10% on first placement per month to and 15% on any further placements. It beats most regular part time work which fits with school hours, but I know I’m being undervalued.

I recently joined a recruiting agency and I have no tools provided by the company. I signed up for JuiceBox AI, but I quickly ran out of the number of e-mails I could send. Similarily, I hit the limit of inviting candidates to my network on LinkedIn very quickly. I use other ways to find candidates, but I was wondering if there is any better tool out there that is not expensive but you guys find helpful in finding candidates. Any recommendations of tools that you use that are free/not too expensive are appreciated! Thank you!

I joined a company not long ago that had just built and implemented an applicant tracking system when I started. I thought to myself, "cool, new ATS system to learn" at first until I realized its absolute garbage and the WORST applicant tracking systems I've ever used on so many levels.....I could explain further, but that is a whole separate post for another day and subreddit.

I came from recruiting in an industry that had MORE than enough candidates to recruiting in an industry that you're lucky to get more than 2 good candidates interested in a role across all recruiting efforts (website, job boards, LI messaging, referrals). I've run dry on my LinkedIn searches at times due to not finding qualified candidates, the location of our offices, pay, and just people in this industry I've noticed generally stay way longer with a company compared to others. I'm talking 5, 10, 15+ year candidates with one company.

I've been trying to think of more creative ways to find more candidates and was like "wait a minute....our new system only has applicants from the time we implemented this system.....where are all the resumes of candidates from our old ATS system?" My thinking is -someone we previously passed on for maybe being too junior or a runner up candidate we couldn't extend an offer to at that time is maybe a better fit for openings now?

So I asked where all those resumes were and was guided to our shared file that included over 20,000 resumes in it......AMAZING. Until I realized I have to open each resume ONE BY ONE and not having a damn clue about them until I start reading their resume.

The obvious suggestion would be upload all of those resumes into the new system....which I have a feeling would be impossible given the MANY limitations of the system I've already learned. The main one being their resume parsing function is simply flawed - I have 0 confidence this would be able to be done on such a large scale. To be fair, I have not yet asked my IT team but one would think if it could be done...it would've already.

Clearly, this could have been handled better but that's not the point I want to focus on. So my question is, does anyone have any suggestions of how I can utilize all of these resumes that does NOT entail me opening them one by one? Is there any way I can upload them somewhere else that won't cost an arm and a leg so I can at least use key words to search through them?

Many thanks in advance, recruiters of reddit.

I’ve (27M) been in HR & TA for 4 years, mainly doing recruiting. Where I currently am is a manufacturing company and I’m an HR Bilingual Assistant, been here for a little over a year and if I’m being honest, I’m tired of being there. It’s not my environment, it never was really. Only reason why I’m there is because on my previous role as a field recruiter, I was fully remote and got laid off. I make decent to good money where I am though but I’m just not happy and want to leave BAD. I was always against “Contract Recruiter” roles or positions because to me, they are not stable jobs, they always say “…with a possible extension or FT possibility” and that never grabbed my attention. Also, they didn’t really offer any benefits like PTO, health insurance, 401k & match, etc. Now, I’m considering since obviously the pay is hire and I don’t know, I’m open to it now. I recently got married and tbh the stress and burnout feeling I have at my current job is affecting my personal life too. I’m willing to try something new now and most, not all obviously, are remote positions true creditable (at least to me) companies/agencies like Robert Half and Insight Global. Is it possible to get another contract job right after the other contract is coming to an end? How does it work? In other words, which is the smartest choice for me based on this brief information?

Thoughts? Advice? I have a BA in Psych with a track to IO Psych and an MBA in HRM.

Thanks y’all :)

I got slammed with a painful rejection today and just want to rant!!!

So it’s a health tech startup in London, and interviewed for a TA Specialist role. It was going to be the first TA hire and I was really keen on the opportunity.

I scaled through the first stage and was sent a task to work on as stage 2. Upon receiving the brief, I had a feeling they were making candidates do free work. I understand there’s no TA person to advise them yet, but there’s an HR lady with good years of experience working with them :(

We were given a week to work on the task which is ample time tbh. The task is the kind where you have to review what the company is currently doing across their career page, Glassdoor page, live roles, website, interview process, job ads, etc. I literally had to sit down and comb through all they were doing (the task spans employer branding, process improvement, and analytics), so that I could provide actionable and specific recommendations to each.

It felt like unpaid work for a job I wasn’t even sure I would get, but had to do it regardless, because sadly, it’s an employer’s market currently.

Got slammed with a rejection email that I didn’t make it to the next stage (with feedback though, guess that’s a plus). What made it even more annoying is that I (plus other applicants) didn’t get any opportunity to make a presentation or even talk through the solution we had prepared. Plus, they had the gut to reject me via email! Like, do you know how much time I spent putting that together or do you even know how annoying it was knowing I was doing free and unpaid work for you?!!!

I’m comforting myself by telling myself that it’s a very big loss to their company.

PS: Can recruiters/HR normalise advising hiring managers not to contract out work to candidates? It feels very unfair! If you would send them a task, make sure it simulates real work but it’s not actually REAL WORK!

Hi All!

Im currently working in online marketing but torn between switching to Public Relations or HR (Talent Acquisition) two completely different departments lol.

Any advice on finding ways to help my decision?

In PR I enjoy the concept of media relations getting the story of the company out there for the media.

Talent acquisition I feel like I have a natural ability to help find proper people in the proper roles and really interests me.

How do I get my boss (client owner) to play hardball with the client in terms of a more compelling offer? I think there is a time and place to push back hard on a client and let them know you will lose the candidate if you don’t do XYZ. My boss is always ready to go back to the candidate to ask for flexibility yet so rarely will lay it out for the client. I don’t need to go back to a candidate with a bs offer when I know they are going to say no. How do I communicate this with my boss and cause action.

I currently work remote and have been for nearly 3 years - unfortunately I've had no raises or cost of living increases. In applying around, the only interviews I've landed are for hybrid (4 or 5 days a week) - so I wanted to ask: how have you handled the return to in-office?

Hi! My company provides $2k/year per employee to put towards L&D of their choice (approved by HR). I’d love to go to a recruiting/TA conference. Are there any good ones that you would recommend? I’d love to hear past experiences as well

I am in Healthcare Staffing and I was curious what the concongregation thought about this and how often your HR team checks in/communicates with candidates who are in onboarding.

My HR team seems to think it's okay to have 1 initial intake call with our clinicians (that maybe lasts 5 mintues) then communicate everything else through text messages including important medical appointments, new hire documents, etc. Basically everything pertaining to onboarding.

Just curious how everyone else does things regardless of the industry. Does your HR team find it acceptable to have minimal phone conversations with candidates during onboarding? I feel like too much is lost in text messaging that results in delays, confusion, and start date pushes.

If you're cold calling candidates, do you leave them voicemails? I recently started a big project of trying to cold call candidates for fulltime engineering positions, I'd say they actually answer the phone about 2% of the time. It's quite time and energy consuming to leave a voicemail every time, is it worth doing the 98% of the time that they don't answer? But if you're not leaving VMs, what's even the point of calling? The response rate is so low that I don't see it as a good use of time otherwise

Hey everyone, senior EU recruiter here.

I lead a team of recruiters for a small, but nonetheless truly international headhunting agency.

This year, we managed to branch out to US through one of our biggest customers. Most of the positions are mid to upper management in production plants and I was wondering if you could give me some tips, as this is a fairly new area for us.

Is there anything specific we should look out for, some candidate icks which might not be as obvious, or anything relating to the market itself?

Our current point of interest is NY state.

Thanks a lot!

Hello! I've recently been intrigued by an entry level hospitality recruiter position available online. It says that it's commission based. When I looked at a couple other hospitality recruitment companies, they are commission based as well. Which makes me nervous. Is the money there?? Is it worth it?? Any input is appreciated! Thanks!

How can I use my organization's LinkedIn's messaging instead of using my personal LinkedIn messaging when responding to job applicants. Right now, I have to use my personal LinkedIn messaging which looks unprofessional. Importantly, it means I have to give my personal LinkedIn login details to the recruiting team, for them to be able to respond to job applicants.

Anyone in the US doing skilled trades recruiting? Specifically for the construction industry . What’s the market like, where are you finding your candidates?

I’m over our current ATS (UKG/Recruiting Gateway).

I’m looking to make a justification for partnering with a new ATS system. I’ve been seeing a lot of good things about iCIMS, wanted to see if anyone had feedback or pros/cons with it.

Any insight is appreciated!

We have been on Jobvite for a long time. Some of the Jobvite people told us there is a "new" Jobvite platform (maybe as of two years ago), has anyone migrated WITHIN Jobvite to their "new" platform and if so, what was it like? Also, has anyone migrated from Jobvite to Lever or JazzHR? (Which the parent company owns all three)

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Is anybody here a big biller or know big billers ($500k billing+) in the healthcare space? I see tons of posts about tech, manufacturing etc big $1m+ recruiters but have never in healthcare. Wondering if it's too tough to take to that level.

I have been looking for a new growth opportunity (hr/recruitment) and have mainly been looking on LinkedIn and Indeed but haven't really been finding too much in my area. What is the most common job board you use? I have seen FlexJobs and JobLeads.com but I don't know how legit they are...ZipRecruiter seems to be mainly scams. Any info is helpful!

Hey everyone! I’m a recruiter with experience hiring across various fields,marketing, customer service, tech, finance, you name it, from entry-level up to senior roles. I’ve kind of figured things out as I go but I realize I lack some depth when it comes to specific industries, especially in areas like tech and healthcare.

It’s clear that to be a strong /finance or healthcare recruiter you need to understand the basics of those fields: what the roles actually entail, how they fit into the organization, and what the day-to-day responsibilities look like. But how do you do that without actually being a software engineer/nurse/accountant? Right now, I’m mostly screening for job fit, answering general company or HR questions, and covering basic role expectations, but when candidates start explaining their technical responsibilities, I get a bit lost.

So, I’m curious how have others handled this? Are there courses, books, or strategies you’d recommend to get a better grasp of these industries? Any advice would be hugely appreciated! Thanks in advance!

Curious what KPIs other 360 perm folks are seeing in US Agencies. My team (F&A) is currently reviewing our KPIs and there seems to be some varying opinions on how many different things we should be measuring. Obviously billing/GP/revenue is most important however the aim is to provide some best practices to newer folks to help them measure success as they’re building up. Here’s some things on the table to provide examples:

Candidate Visits/internal interviews Client Visits/Sales meetings Jobs/Reqs Internal submissions Client/external submissions Reference checks Leads External interviews (candidate w client) Conversations

What do you leverage? What would you omit? What would you add?

Thanks!

I work for a healthcare company (which employs providers who treat patients in person) in WA state, and we are updating our vaccine policy. The current language on our job postings says that we require proof of vaccination or an approved medical or religious accommodation. We are shifting this language to be proof of vaccination or a declination form for medical or religious reasons.

I was looking around to see how other healthcare companies are putting this language on their careers site, and I cannot find a single provider in WA state that has any language about vax requirements on their careers site or job descriptions, and I looked at dozens of places. For other healthcare companies with similar policies, how and when do you approach this requirement with candidates? It will have the language on their offer letter, but is it appropriate to wait that long in the process to make them aware? My manager thinks they need to be aware earlier on. Technically anyone could say they have a declination due to medical or religious reasons but should they know earlier in the process that they would need to disclose this?

I’ve heard of Paradox Olivia chatbot and their ATS/onboard capabilities, but has anyone heard if their moving more broadly into HR products?

I could have sworn I saw some content from some trade shows that they’re saying they do workforce management, but can’t find any information on what they are offering beyond top of the hiring funnel and more into actually handling employee management.

(Trying to strengthen an argument for budget spend on ATS/recruiting options by finding options that can be used for both).

Hey everyone, thought I'd post because after 11 years in recruiting (7 agency, 4 in house), I've just set up my own company. UK economy isn't great at the moment, we're close to Christmas, and I bought a new house a few months ago. So it seemed the optimal time to launch (/s)

Anyway, here's what I quickly realised (/remembered) this week:

1. BD seems much more viable over LinkedIn and email than it used to be. I last recruited externally pre-covid, and I was using my phone primarily (a landline, specifically). Now it feels like first contact via email/LI is absolutely fine, if not preferred.

2. Focusing on hearing 'no' is a better strategy than chasing a 'yes'. Current target is to have 100 prospect clients tell me to f**k off before the end of November. If I get that, I'm pretty sure I'll have at least 5 move forward into something meaningful. Not 100% on the ratio just yet, might be better than I think.

3. Breaking into start ups is hard. I'm targeting cleantech / climatetech, and even with my experience working in-house at some of these companies, there's still a lower response than people in more traditional companies.

4. dominating a sector / niche takes time.

I suspect a big chunk of this sub is US recruiters, so I won't go into specifics about billing figures as not very comparable.

I'm excited, apprehensive, and motivated for the next 7-8 weeks before we shut down for Christmas and prep for Q1. This time, it's really all down to me, win or lose.