Seeking PPC Opportunities at a digital marketing agency

Exploring PPC Roles at a Digital Marketing Agency

Hello everyone,

I’m a digital marketing specialist with a robust background in marketing and a keen focus on PPC. I’m currently seeking opportunities to transition into a dedicated PPC role within a marketing agency.

If anyone is aware of any job openings or can provide a referral, I would be extremely grateful. I’m excited to contribute my skills to a new team and make a meaningful impact.

I’m also interested in connecting and sharing insights with fellow professionals. Thank you in advance for your support, and please feel free to reach out if there’s any way I can assist you as well. I believe in the importance of kindness in the job market and I’m eager to help others wherever I can!

Thank you!

About Me: Digital Marketing Specialist

I am proficient in PPC management, including Google Ads and Facebook Ads, and utilize tools such as Google Ads Editor, GA4, and SEMrush. I hold certifications in Google Ads, Google Analytics, and Display advertising. With a Master’s degree in Marketing, I have a solid understanding of digital marketing strategies and am ready to leverage my expertise.

AI in recruitment

AI in Recruitment

Has anyone experienced AI conducting real interviews? I’m curious to hear about any other experiences you’ve had with AI in the recruitment process!

Are recruiters getting worse at sales in your team as well?

Are recruiters in your team struggling with sales too?

I’m curious because I’ve been in the tech industry for a decade now. While I understand the market is challenging right now, I wonder if some recruiters are finding it harder to sell?

At my current company, the first few hours are completely quiet as everyone focuses on writing their creative emails. But in the afternoons, there are only a handful of calls made (we’re in some very niche markets).

I remember a time in my previous job when we had a target of 50 cold calls a day— the atmosphere was electric, super competitive, and loud!

I’ve spoken to others in the industry, and it seems like many companies have adopted this quiet, library-like approach to recruitment because their staff get uncomfortable with pressure.

Is this what you’re experiencing at your company? If not, what’s your secret to performing well?

I’d love to hear your thoughts!

Are Recruiters Using AI for LinkedIn Automation?

Are Recruiters Embracing AI for LinkedIn Automation?

Hello everyone,

I’m eager to learn how many of you are utilizing AI and automation tools in your recruitment efforts, particularly on LinkedIn. With the ongoing discussions about AI revolutionizing various industries, I’m curious whether it’s becoming a part of our everyday activities like candidate sourcing and engagement.

Are any of you leveraging AI-driven software for automating LinkedIn outreach, sourcing candidates, or screening applicants? If so, what tools have you adopted, and how have they influenced your workflow? Have you seen a noticeable improvement in efficiency, or faced any challenges along the way?

I’m especially interested in any cutting-edge AI tools that have been transformative for you. Additionally, how do you ensure that automation does not diminish the personal touch in your interactions with potential candidates?

One popular platform here in the Netherlands is SourceGeek.

I look forward to hearing your insights and any suggestions you may have!

Thank you!

How to actually stand out in job postings and to recruiters? What’s actually working in these ATS systems?

How can you effectively stand out to recruiters and in job postings? What strategies really work with Applicant Tracking Systems (ATS)?

Is it essential to stick to a one-page resume? Should you include a summary at the top? Will using a two-column format hurt your chances?

What’s the best way to customize your resume for every job application?

I’ve noticed many people facing challenges and experimenting with different approaches, and it often seems quite subjective. So, I’m curious—what truly resonates with recruiters and what tactics are proving successful for others?

Recruitment platform MVP

Introducing Our Recruitment Platform MVP

Hello Recruiters,

We are excited to share the MVP of our candidate hub: https://cvshift.softr.app/.

My friend and I are embarking on a project designed to streamline the recruitment process. Our vision is to create a platform where candidates from across the globe can submit their CVs, making it easier for recruiters to find the talent they need. Recruiters will have the ability to sign up, browse through a comprehensive list of candidates, filter their selections, and schedule appointments seamlessly.

Our goal is to empower small to medium-sized recruitment agencies with a user-friendly platform that offers:

• The ability to list, sort, and shortlist preferred candidates.
• A concise summary and overview of each candidate’s skills and expertise.
• Access to candidate contact information, with a feature to send personalized emails directly through the portal.
• Analytics and reporting tools for better decision-making.
• Support for multiple users on a single account.

We would greatly appreciate your feedback on this concept. Is this something you would find beneficial? How can we improve it, and what features would you like to see in a lightweight recruitment platform?

Thank you for taking the time to read this. Wishing you all a fantastic day!

BD Techniques

Business Development Strategies

I’m looking for some insights and tips on business development strategies. I’ve recently joined a new company as a finance specialist, and business development is a major focus here.

What techniques have you found effective for BD? Do you have any success stories to share? I’m also curious about how to improve response rates on LinkedIn. If you have examples of messages that have worked for you, I’d love to see them!

Thank you in advance from a recruiter eager to succeed in this new role!

What ATS problems do you face most often, and what alternatives have worked for you?

What challenges do you encounter with ATS, and what solutions have you discovered?

Hello, fellow recruiters! 👋

I’m reaching out to gather insights on the difficulties you face with Applicant Tracking Systems (ATS). From awkward interfaces to subpar candidate experiences, integration issues, or any other hurdles—what are the main problems you often deal with?

Additionally, how have you addressed these challenges? Have you identified any effective alternatives, workarounds, or other tools that have made a difference for you?

As a new recruiter with a technical background, I would greatly value your input and advice! Thank you!

Is my commision HORIBLE?!?!?

Is My Commission Unreasonably Low?

Hello everyone,

I’m a Sales Manager at a recruitment agency in Lithuania, focusing on connecting construction professionals with opportunities in Scandinavia. While my main role is to secure new clients, I often find myself handling issues that fall outside my job description, like addressing workers’ personal problems—even something as minor as a malfunctioning washing machine. Unfortunately, the CEO insists on having me involved in these situations, which I don’t think should be part of my responsibilities.

Despite these hurdles, I’ve managed to generate over 1 million euros in revenue for the company this year. However, I only receive 1% of that, on top of a very modest base salary. Considering my contributions and what’s typical in the industry, what percentage of commission would be deemed fair in our sector?

Any chance to find a part time job as a recruiter and to work remotely in the same time ?

Is there a possibility of finding a remote part-time position as a recruiter? I’m interested in exploring opportunities as a recruitment consultant that allow for flexible hours and remote work, so I can earn some additional income alongside my primary job. Thank you!