General US recruiting roles guidance

Guidance on US Recruiting Roles

Hello everyone,

I hope you’re well.

A bit of background: I am an experienced recruiter with over 10 years in EMEA and APAC, and I’ve worked for a FAANG company. My husband recently secured a position in the Bay Area, while I am currently based in EMEA. Initially, my employer indicated that a transfer to the Bay Area office would be possible, but I was informed this morning that it is no longer an option.

I’m in the process of having my EAD filed next week.

I would appreciate guidance on the likelihood of securing a recruiter position in the Bay Area with an EAD. Additionally, I would like to know if it’s feasible to find a role without an EAD should I choose to resign and relocate to the US while my EAD is still being processed.

Thank you in advance for your thoughtful and helpful insights.

P.S. I specialize in technical recruiting.

Question for agency owners!

Attention agency owners!

When it comes to presenting candidates for remote positions, do you generally favor those who are amenable to lower salary expectations?

Or is your main focus on identifying the best match for the role, irrespective of the salary demands?

We’d love to hear your insights!

As a Recruiter/HR What are the biggest challenges you face?

Calling all Recruiters and HR professionals! What challenges do you encounter in your day-to-day work? I’d love to hear about the frustrations that hinder your workflow or make your job more difficult. Are there specific areas where you’d like to see enhancements?

Thank you for sharing!

Is gender still being used as a determining factor for paygrade or salary amount in 2025?

Is gender still a factor in determining pay grades or salaries in 2025? Are there still companies or organizations that include this in their policies?

Trying to stay on the right side of the rules, question for the mods

I want to make sure I’m following the rules, so I have a question for the mods. The subreddit description mentions including “recruitment system developers.” I’m curious about the intent behind this—are we focused on: 1) questions that might be valuable to the community, 2) recommendations for third-party services, 3) requests for someone to build a system for me, 4) discussions about why there isn’t more initiative in this area, or 5) something else entirely? It seems unusual that someone can classify themselves as a developer or contributor but cannot promote their own services unless they’re providing a broad overview of the industry. Thanks for your help!

Hiring takes too long. How do you find good people fast?

The hiring process can be a lengthy ordeal. What’s your secret to quickly finding great talent? In my work with companies to hire retail staff, it often takes weeks to find the right fit, and sometimes we end up with quick departures. What strategies or tools do you employ to streamline the process and minimize bad hires?

Modern Recruitment / Sales + Advice For A New Starter

Navigating Modern Recruitment/Sales: Tips for Newcomers

Hey Reddit,

I’ve recently begun my journey as a recruiter at an IT recruitment firm in London. My background is quite different—I’ve spent most of my career in the music industry, primarily in production and engineering. I made the switch to recruitment to find a permanent position as opposed to continuing with freelancing for various reasons.

As I step into this role in 2025, I’d love to gather any general advice from those experienced in the field. My manager has shared that the recruitment landscape has changed significantly, and from what I’ve seen online, it seems there are new dynamics at play. Fortunately, my company has a solid reputation, which I hope will be beneficial as I navigate this transition.

I’m not naturally inclined towards traditional “sales” techniques, and I’m curious about how these methods are perceived today. In the past, I was put off by overly aggressive cold calls or sales pitches; as a customer, I often dismissed outreach that felt too pushy. Is that kind of approach still effective for generating business, or have things evolved?

I’d appreciate any insights from seasoned professionals or advice on how to tackle this role as a newcomer. I’d also love to hear your thoughts on the evolution of the job, the pros and cons, and any other insights you think could be helpful or interesting to discuss. Thanks!

Any new platforms that can replace LinkedIn?

Are there any new platforms that can serve as alternatives to LinkedIn?

I’ve been using LinkedIn Recruiter like many of you, but the recent price hikes have made it hard to justify the expense.

If you know of any tools with a comprehensive database similar to LinkedIn’s—which is essentially their competitive advantage—I would be very interested in giving them a try. I’m open to pricing as long as there are justifiable features, such as helpful AI tools that can enhance our efficiency.

Thanks in advance for any recommendations!

Best Permanent Placement ATS/CRM??

Subject: Seeking Recommendations for a Permanent Placement ATS/CRM

Hello everyone,

I manage a construction recruitment firm and currently rely on TopEchelon, which I barely utilize. This has led to most of my applicant tracking being done through Excel sheets—definitely not ideal for sustainable growth.

I’m on the lookout for a high-quality ATS that specializes in permanent placements. I’m feeling a bit overwhelmed by the options available.

Here are a few platforms I’ve been considering:

• Greenhouse: While it has a good reputation, it doesn’t seem to offer all the features I’m looking for and might be pricier than other options based on its aesthetics.

• Loxo: This one caught my eye initially, but I’ve come across several negative reviews regarding their customer service and overall functionality, which has led me to dismiss it.

• RecruiterFlow: It appears to be the most promising choice—simple and streamlined. However, it does feel somewhat basic.

I would greatly appreciate any advice or insights on the ATS you use and your experiences with it.

Thanks in advance!

LLMs in Job Applications: Leveling the Playing Field or Opening Pandora’s Box? A Recruiter’s Observation

LLMs in Job Applications: Equal Opportunity or a Double-Edged Sword? A Recruiter’s Perspective

Hello everyone,

As a recruiter, I’ve been reflecting on the rise of AI-assisted job applications and would love to hear your insights. I’ve recently learned that 55% of companies are increasing their investments in AI-driven recruiting tools. This trend raises important questions about whether we’re truly able to assess the best candidates when many can utilize language models to create flawless applications.

On one side, I can see how LLMs could empower candidates from underrepresented backgrounds. Those who may not have access to professional resume services or struggle to articulate their skills could benefit greatly from these tools, helping them to present their qualifications more effectively. It’s particularly beneficial for candidates to learn the components of a strong resume, rather than relying solely on AI to generate one.

However, my concern is that we may be compromising our ability to evaluate authentic skills. I’ve started to notice resumes and cover letters that are technically impressive, yet candidates often struggle to discuss their experiences in depth during interviews. Additionally, the reliability of LLM-generated content can be questionable; these models sometimes overlook critical details, leading to potential misrepresentation.

Is it truly a level playing field when some candidates are skilled in using advanced AI while others are not? Are we moving towards a landscape where those adept at crafting prompts for LLMs eclipse those with genuine experience? What happens to authentic candidates in this scenario?

I’m eager to hear your thoughts on this matter. Have you encountered similar trends? How can we, as recruiters, navigate this evolving landscape while ensuring a fair and thorough assessment of candidates? I’d especially appreciate insights from anyone trying out new evaluation techniques.