Headhunter side hustle

Headhunting Side Hustle

Hello everyone,

I’m in the process of launching an agency focused on commercial roles, including SDRs, AEs, CS/AMs, and Sales Management (AE & SDR). I’ve been working on key elements such as my website, Total Addressable Market (TAM), Ideal Customer Profile (ICP), go-to-market (GTM) strategy, marketing, and more, and I’m nearly ready to go to market.

I have a question for those who may have experience in this area: Has anyone ever pursued headhunting on the side while still employed? Did it hinder your ability to attract candidates? Currently, I work as an Enterprise Account Executive (AE), but I plan to resign once I’ve successfully placed a few candidates.

One concern I have is that potential candidates can see my current role when they view my profile. Although I’m keeping this endeavor discreet from my current employer, I haven’t been completely transparent on LinkedIn. I have informed my management about my side project, but they seem skeptical of my intentions.

I would appreciate any insights or experiences you can share!

Omg so real

Wow, this really resonates!

“Dear Recruiters,

If you’ve already made your hiring decision, let’s be honest and stop conducting interviews just for appearances.

Many candidates are spending money on transportation, purchasing new outfits they can’t afford, and clinging to hopes that become increasingly fragile. The job market is tough right now.

A bit of transparency can make a huge difference. It’s not just about filling positions; it’s about valuing people’s time, effort, and dignity.”

I came across this on LinkedIn and wanted to pass it along.

Struggling to find candidates – UK

Seeking Candidate Sourcing Solutions – UK

I’m currently on the lookout for candidates in the manufacturing sector, but my search has become increasingly challenging due to limited availability. Working at a small recruitment agency, I primarily utilize CV-Library and our internal database to find candidates. However, I often exhaust these options quickly, especially since many of the positions are located in hard-to-access areas. To complicate matters, the salaries and job specifications offered by our clients, particularly in London, are often uncompetitive, making it even tougher to attract potential candidates.

With this in mind, I’m facing difficulties in finding suitable candidates. I would love to hear from other UK recruiters about alternative sourcing methods or platforms you might recommend. I’ve already experimented with posting in Facebook and WhatsApp groups, but haven’t found much success. Any insights or advice would be greatly appreciated!

Small agencies = bad client

Debunking the Myth: Small Agencies = Bad Clients

This is my first post here! I’ve noticed a lot of advice suggesting that small companies with fewer or “bad” clients can be a red flag, especially for those just starting out. I couldn’t disagree more!

I joined my agency four years ago at the age of 22, when we had just 13 employees, including two others hired at the same time as me.

After receiving training, I focused on reviving older client relationships before branching out into new business. Within six months, I was fully managing new client acquisitions. By the seven-month mark, I had secured three new clients in entirely new sectors. Fast forward to the end of my first year, I was generating £10k per week in billings. Over the past four years, I’ve brought in around 20 new clients, with about 40% converting into repeat business. I’ve consistently billed between £300,000 to £400,000 annually and am on track for £500,000 this fiscal year.

I mention this because I’ve seen numerous comments advising new recruiters to avoid small firms due to a perceived lack of opportunities. I believe that with minimal infrastructure, you can actually build your own successful “business within a business.”

To all new recruiters out there: stay persistent, think creatively, and you will succeed!

TL;DR: Don’t underestimate small recruitment agencies or their client base. You can cultivate your success even in a smaller setup!

Agency references

Agency References

Hi everyone,

I’m seeking some advice.

I’m in the process of applying for a job with the civil service, but as we all know, the onboarding process can take quite a while. A friend suggested that I pick up some shifts with Blue Arrow, and I’m interested in that option.

However, I’m wondering if, when the time comes to transition to the civil service—assuming I’m successful—will Blue Arrow be able to provide me with a reference? I’m a bit concerned that the companies they partner with may be hesitant to give me a reference since I would only be working as an agency employee. The civil service has very strict requirements for references, after all.

I appreciate any insights you can provide. Thanks!

AI/Innovations in Hiring

AI and Innovations in Hiring

Hello Everyone,

I’m a researcher (not a recruiter) working on a toolkit aimed at enhancing AI hiring systems for development professionals. My primary focus is on transparency and explainability, which are crucial for creating a more satisfactory and efficient experience for both candidates and recruiters. Often, candidates receive little feedback, and recruiters struggle to make the most of these automated systems.

My main emphasis lies on the initial resume screening process. I’ve spoken with recruitment professionals and identified several challenges, including issues with search engines used by recruiters and the complexities of providing feedback to candidates.

As information on these systems is limited, I’m reaching out to this community to gather insights.

Could you share your experiences with AI in hiring systems or any innovative tools you’ve encountered? Also, if you could mention the names of these systems, I’d appreciate it (I plan to reach out to these organizations).

Feel free to share your thoughts or frustrations about these systems too. Your feedback may inspire solutions as I develop my research.

While my project is still in its early stages, I aim to make it open-source so that we can contribute to building more effective and satisfying hiring systems for both recruiters and candidates.

Thank you for your time!

Wishing you a fantastic day!

Terms of business

Business Terms Inquiry

Does anyone have terms of business that I can modify for the Australian market? I would appreciate any templates or examples you can share!

Using SEEK/Hiring in the Phillipines

Seeking Assistance for Hiring in the Philippines

We’re in the process of preparing to launch our operations in the Philippines, which is still about six months out. In the meantime, we’re looking to hire one contracted employee there. Does anyone have suggestions on how to advertise job openings on SEEK (Jobstreet) or any other platform in the Philippines without having a registered business in the country yet? Your insights would be greatly appreciated! It seems that advertising on the Australian site doesn’t allow listings to be visible internationally. Thank you!

I AM LOOKING FOR A JIB IN FOOTBALL

Seeking a Coaching Opportunity in Football

I am an enthusiastic and committed young football coach with three years of experience focused on individual player development for U14, U16, and U17 levels, alongside seven months as an assistant coach for a U16 team. My expertise lies in designing tailored training sessions that cater to various skill levels and tactical focus, alongside creating structured training plans on a yearly, monthly, and weekly basis. My approach emphasizes player development by utilizing age-specific techniques to boost both individual abilities and team dynamics.

My coaching philosophy prioritizes fun and engaging training sessions that challenge players while promoting their growth as individuals and team members. I firmly believe that enjoyment and structured improvement work hand in hand, enabling players to reach their full potential within a positive environment.

Feel free to view my licenses, experience, and the projects I’ve worked on by visiting my profile: LinkedIn.

As a Bulgarian citizen with an EU passport, I am eager to explore coaching opportunities.

Reading resumes felt like I am wasting my time

Title: Streamlining My Recruitment Process with AI

As a solo recruiter hiring for a digital campaign manager, I anticipated around 40 to 50 applications. Instead, I was inundated with over 500 in just two weeks!

Sorting through each resume felt incredibly time-consuming. It took me 4 to 5 hours just to filter down to 100 candidates, and managing them was an even greater challenge. I began to wonder if I was simply moving too slowly.

In search of a solution, I decided to create an assessment for candidates. Shockingly, nearly 50% of them didn’t even complete it.

After narrowing the pool to 250 applications, I found myself reviewing both resumes and assessments, which felt overwhelming.

That’s when I discovered AI Agents. I developed one for myself that helped automate several key tasks:

1. Pre-filtering candidates before the final interview
2. Rating each candidate based on their assessment responses
3. Providing personalized feedback to candidates based on their assessment results

This approach made a huge difference for me! Candidates appreciated the assessments so much that they shared them with friends, leading to 267 total responses—even 17 from individuals who didn’t apply for the job but wanted the feedback.

Has anyone else had similar experiences? I’d love to hear your thoughts!