AI Dummy

Exploring AI Solutions for My Recruitment Business

I recently launched my own recruitment agency, and a significant part of my daily routine involves repetitive and time-consuming tasks like electronic outreach to set up calls, video conferences, and in-person meetings.

I would much prefer to dedicate my time to engaging with clients, candidates, and hiring managers — that’s where my true passion lies.

Each day, I receive numerous emails from AI companies focused on recruitment and have had conversations with a few of their sales reps, but I haven’t found the right fit yet.

Ideally, I’m looking for an all-in-one software solution that can automate large-scale outreach while also managing my scheduling and calendar based on that outreach.

I’ve done some research, but I can’t shake the feeling that it might be somewhat biased due to the algorithms at play. However, I’m open to suggestions.

What features should I prioritize in my search?

As for budget, I’m prepared to invest in a solution that demonstrates clear value and ROI, but I’m also willing to take a chance on a more affordable option if it suits my needs.

Thanks for your insights!

Manatal vs RecruitCRM

Manatal vs. RecruitCRM

I’m currently torn between using Manatal and RecruitCRM for my small to medium-sized agency. I’m particularly interested in an ATS that also offers candidate sourcing features. I’d love to hear any advice or insights you have! What are the pros and cons of each?

Why do recruiters ask for your manager?

Why do recruiters inquire about your manager?
I’ve been asked several times by recruiters about who my manager is at my current job, and I’m curious about the reasoning behind this question. What’s the purpose of knowing this detail?

Workday and other recruiting companies

Workday and Other Recruiting Platforms

It seems that recruiters and HR teams are looking for ways to lighten their workloads. Many of these companies are relying on outdated frameworks and generic systems during the hiring process, which can lead to unnecessary rejections. While the job market may be challenging right now, it’s not dire enough to justify the excuses often provided—such as “there were stronger applicants.” In my experience, those so-called “stronger candidates” can sometimes turn out to be less reliable than expected. It’s important to recognize that many recruitment and HR firms are implementing automated rejection systems that may overlook qualified candidates.

Worst company I have ever worked for, I’d love to know yours?

I’ve had the worst experience at a company, and I’m curious to hear about yours.

I recently started there but was let go after bringing in over $10,000 in just my first four weeks. The environment was all about hitting KPIs, and their business development system left a lot to be desired. Each day, the market development team fed us unqualified leads to chase down in the afternoons, making it feel like we were stuck in a never-ending cycle.

The atmosphere was excessively micromanaged: a director (who happens to be the owner’s wife) would announce, “Is it LinkedIn time now?” as if we were in a daycare. Meanwhile, the owner would casually ask me, “Do you have your chasing list ready?” in a way that made it clear he was not just asking but rather implying I was on thin ice.

When I met with him, I pointed out that bringing in $13k in my first month should be the priority and that the numbers should speak for themselves. Apparently, that didn’t matter much to them.

The workplace culture was questionable at best, with colleagues exhibiting erratic behavior and a “lads, lads, lads” mentality. One team lead even chuckled to himself like he’s a character straight out of The Office, but I won’t call anyone out by name for the sake of integrity.

Has anyone else found themselves inadvertently caught in a family-run “cult” of a workplace?

How Do You Figure Out Competitive Pay for Specific Roles?

How to Determine Competitive Pay for Specific Positions?

Hi everyone, I have a client who is considering a pay rate of $30/hour for a seasoned SDR with 10 years of experience in the light industrial sector. This seems on the lower side, especially considering performance bonuses aren’t included. How do you usually gather information about what companies are offering for comparable positions?

I’m aiming to provide my client with a comprehensive breakdown, such as “To attract a CEO, you should anticipate a minimum salary of $130k in your state,” or “Top talent in XYZ roles typically commands around $180k.” Any suggestions for obtaining accurate salary benchmarks to help set realistic expectations? Appreciate your insights!

What are the best strategies for small businesses to increase applicant volume?

What are the most effective ways for small businesses to attract more applicants?
As a small business owner, drawing in a larger number of qualified candidates can be tough. What strategies have proven successful in boosting applicant volume, such as refining job postings or leveraging particular platforms? I would love to hear any tips or tools that others have found effective!

Restrictive covenants

Restrictive Covenants Advice Needed

I’m currently facing a 12-month restrictive covenant in my contract (under UK law) that feels quite limiting. I’m seeking some informed opinions on how to approach this situation. Should I challenge it, consider leaving the sector (which I’d rather not do after 10+ years of experience), or explore opportunities in other countries?

The covenant specifies that I cannot solicit or attempt to solicit any restricted business from candidates, prospective customers, or customers, with “restricted business” being defined as recruitment in the finance sector.

Any guidance or advice would be greatly appreciated! Thank you!

Best way to connect with recruiters via LinkedIn

Tips for Effectively Connecting with Recruiters on LinkedIn

I’ve been reaching out to numerous recruiters after applying for positions, hoping to get my foot in the door for an interview. After submitting my application, I usually send a polite connection request on LinkedIn, and most of the time, I’m accepted.

However, I’ve encountered a challenge: when I follow up with a second message asking for a conversation to learn more about the role and its challenges, nearly 95% of recruiters don’t respond.

I’m starting to wonder if my message might be the issue. I’ve tried different approaches—varying tones, wording, and formats—but I still seem to be hitting a wall.

Does anyone have some proven tips or strategies that could help improve my outreach and increase my chances of getting a response?

Should I stay or should I go

Should I Stay or Should I Go?

Hey everyone,

I’m a 26-year-old male who’s just moved in with my partner and I’m eager to start saving for a house.

I’ve been working at my first company since graduating from college, and I’ve been there for about 3.5 years now. I specialize in full desk IT staffing, primarily focused on .NET stack roles. This means I’m primarily limited to finding positions for .NET developers or SQL roles, and I have to pass on Java, QA, and other opportunities since I can’t provide kickbacks to other teams.

Last year, I earned $92K W2 while billing $500K (the total fees, without accounting for what my firm takes). My company is a large national firm with over ten offices, and my local branch has roughly 30 people.

So far this year, I’ve billed $382K through permanent, contracting, and consulting fees. I’ve secured 28 new job openings and made 10 placements. I’m on a $70K draw that is spread over 13 pay periods (it takes about four weeks to collect), with my commission structured at 13% of the fee, plus an additional 3% if a teammate completes a deal.

As a team, we’ve generated $913,176 in billing this year. To date, I’ve received $70K in gross pay, including my first commission check of $6K, and another $6K from two pay periods that were paid out last month.

I genuinely enjoy working with my colleagues, although it can be challenging due to the high turnover among entry-level staff, which sometimes leads to emotional situations on the floor.

I have a few questions:

1. Am I being fairly compensated?
2. Is it a good idea to consider moving to another firm where I wouldn’t be on a draw?
3. Should I give up the few pass-through roles that come my way?
4. Would it be better to find a firm where I can work across multiple technologies instead of being limited?
5. Any general career advice would be greatly appreciated!

Thanks!