American Relocation

American Relocation
Has anyone from the UK pursued a recruitment position in the United States? If so, what was your experience like?

Recruiters – please give me your feedback

Attention Recruiters: I’d Love Your Insight!

I hope this message finds you well!

I’m looking for some guidance on how to effectively carve out a niche for myself in order to secure a remote or freelance writing position in today’s AI-driven landscape, particularly with the rise of GPT technology.

I am a seasoned journalist and marketing writer with over a decade of experience, specializing in sectors such as SaaS, FinTech (particularly bank digitization), PropTech, remittance, AgriTech, and business/medical devices. More recently, I have expanded my focus to include robotics and large language models (LLM), as well as diving deep into GenAI marketing.

My client portfolio spans multiple countries and includes prominent names like Google, Uber, AWS, as well as several UAE and Asian think tanks focused on the Future, and the Bill and Melinda Gates Foundation. I’ve contributed articles to numerous trade journals and have some experience with popular magazines. Academically, I hold a Master’s in Philosophy and a PhD in Research Psychology/Behavioral Neuroscience, along with certifications in SEO/SEM, multimedia marketing, copywriting, and cybersecurity. I also have sales training under my belt.

I’ve developed an original evidence-based program called the “Deep Web Method,” designed to assist clients in unearthing hidden leads. While I am versatile and can produce content across various genres, I excel in creative writing over technical writing.

Considering your expertise, I would love your suggestions on how to stand out in the current job market. Which industries might be looking for someone with my background? What qualifications should I highlight on my resume, and which ones might be better to omit?

Thank you very much for your help!

Should I disclose my situation? (UK)

Should I Disclose My Job Situation? (UK)

I started my role as an Account Manager at a tech company in January 2024, and I was really enjoying it—until everything changed six months later when my territory was eliminated in July 2024.

Around that time, I was approached by a very small startup and decided to explore that opportunity. From our initial conversation, everything seemed perfect: a great mission, a flexible schedule, attractive pay, and a fantastic team. I was thrilled and made the switch.

However, I quickly realized that the on-target earnings (OTE) were unrealistic, the actual schedule didn’t align with my contract, leading to me working much more than expected, and the job itself wasn’t as fulfilling as it appeared… I’ve come to realize I made a mistake!

Now, I’m planning to leave this company after just two months, and I already have seven months of experience from my previous role. I’ve been interviewing with several companies and am in the final stages with three of them. I haven’t mentioned my current job since I’ve been there for such a short time.

Will they find out? Could I jeopardize my chances if they discover I’m currently employed? What are the risks of keeping this information to myself?

I’m feeling really anxious about this!

What do you think are the key skills an IT recruiter should have?

What skills do you believe are essential for an IT recruiter to possess?

As someone deeply involved in IT recruitment, I strive to enhance my understanding of what IT professionals truly value when collaborating with recruiters. Based on your experiences, what qualities or skills do you think set apart an exceptional IT recruiter?

Is it technical expertise, effective communication, transparency, or perhaps something else? I would love to hear your insights!

Is Fiverr reliable for lead generation?

Is Fiverr a trustworthy option for lead generation? I operate a recruitment agency and am on the lookout for high-quality client leads. Has anyone had success working with Fiverr freelancers for this purpose? Are there any warning signs I should be aware of?

How much time do recruiters spend doing redundant manual tasks?

Subject: Automating Manual Tasks in Recruitment

Hi everyone,

I hope you’re all doing well! As a fellow recruiter in the financial sector, I’m curious about the time my peers dedicate to repetitive manual tasks that might be better automated.

In my experience, I often spend around 2 hours daily on activities like data entry, interview scheduling, and relaying feedback due to the high demand from hiring managers.

Is this experience common among you? I’d love to hear your thoughts and any insights you have. Thank you!

How to restructure a contract with our BD?

How to Restructure Our Business Development Contractor’s Contract?

We’ve been working with an outsourced Business Development contractor for the past three years, having previously employed them as a full-time employee for over a decade. When their contract was initially created by the previous owners, it heavily relied on goodwill, and there were no established targets, goals, or KPIs—only a flat fee regardless of performance.

Over time, however, their output has significantly declined. The quality of work has deteriorated, and they’ve lost motivation, leading to a situation where we’re now losing 40% on every placement they bring in—compared to just 15% previously.

This situation cannot continue, so I am looking to renegotiate the contract. The line between employee and contractor has become blurred. For instance, if the contractor’s laptop breaks down for two days, they still charge us for the services during that time.

Currently, the contractor earns a flat rate of $100K but used to bring in 100 jobs and is now only delivering 60. I propose establishing a base rate with the potential for them to earn up to the full $100K if they meet the original target of 100 jobs, with even greater opportunities for bonuses if they exceed that target.

I would appreciate your insights on this approach.

Additional Considerations:
– We do need this individual during the medium term. If they’re dissatisfied with the new terms, I’ll recommend they continue under the existing agreement for six more months until we can find a replacement.
– The old contract specifies set hours and an hourly rate, which doesn’t effectively promote productivity. It would make more sense for the new contract to focus solely on retained business rather than referencing hours worked.

BD Paralysis

BD Paralysis

I know this might sound a bit odd, but do clients really care if we’ve worked with companies like theirs in terms of talent, size, or scope? Sometimes when I mention a few names, they seem completely unfazed.

I’ve noticed something about my new manager that I’d like to emulate—when he speaks to clients, he carries this relaxed confidence and isn’t overly invested in impressing them. Contrarily, I often catch myself sounding a bit desperate, spending too much time on our capabilities rather than truly listening to their needs.

I realize this might be somewhat abstract, but I’d love to hear from anyone who has faced a similar challenge and how they overcame it.

Am I missing something?

Am I overlooking something?

Quick Summary: I’m an agency recruiter in London’s slow and specialized property market. Should I consider exploring other agencies or sectors with seemingly better commission structures?

I’ve spent the past 18 months in agency recruitment after making a career switch. While I’ve transitioned into the property sector, the activity has been lackluster the entire time. I’ve had some decent months, but they’re rare.

Recently, I’ve begun discussing potential moves to other agencies or industries, which has led me to wonder if the grass is greener elsewhere.

For context, I’m living with my partner and we’re planning to start a family in a couple of years.

Currently, I have a base salary of £32,000 with a commission structure that offers 10% up to £6,000 and then a 2.5% increase for every additional £5,000. I’m in the office twice a week, and my travel costs are covered.

I’m considering potential roles in facilities management, mechanical and electrical, and construction sectors. They also offer a £32,000 base, but with a different commission threshold of £5,000, then 20% and a 10% increase for every additional £10,000 billed. These positions require being in the office three times a week, with no travel expenses covered.

The earning potential in these new opportunities appears promising, but the thought of starting over makes me a bit anxious. Any advice?

InMail vs LI Message to a 1st Contact

InMail vs LinkedIn Message to a 1st Degree Connection

As the title suggests, when reaching out to a 1st degree connection on LinkedIn, InMails are free. But is there a benefit to using InMail instead of a standard LinkedIn message for this purpose?

Essentially, which option is more likely to capture their attention? I’m curious about the differences in how each method is perceived.

For some context, I primarily focus on headhunting and need to ensure that my approach stands out.