ATS pricing: Do you pay per size of workforce or per user seat?

ATS Pricing: Are costs based on workforce size or user seats?
Additionally, could you provide an idea of the pricing or costs I should anticipate?

Blind CVs

Blind CVs

As a junior recruiter at my agency, I’ve been tasked with searching for candidates and preparing blind CVs based on their original versions for our final clients. After each phone call, I find myself needing to create these blind CVs. I’m curious—how long does it typically take you to put together a set of blind CVs, especially when you have dozens to process?

Are There Any Other Work-Obsessed Recruitment Agency Owners On Here? (I Want To Meet You!)

Are There Any Work-Driven Recruitment Agency Owners Here? Let’s Connect!

I launched my agency at the beginning of 2024, and we’ve been experiencing impressive growth every month. I’m on the lookout for someone who shares my passion for scaling their business to new heights. I’m not here to sell a course or mentorship; I simply want to connect with like-minded individuals who are as dedicated to their work as I am.

The recruitment industry is undeniably competitive, but I believe in the power of collaboration. I’d love to team up with someone who’s interested in exchanging best practices and business insights—think of it as a peer-to-peer mastermind or accountability partnership.

In short: If you’re an ambitious recruitment agency owner looking to connect and grow together, I’d love to hear from you!

Us Healthcare Recruiter

Job Opportunity: US Healthcare Recruiter
Company: Devcare Solutions
Position: US Healthcare Recruiter
Experience Required: 0.6 to 6 years in US Healthcare
Work Mode: In-office
Notice Period: Maximum 30 days (Immediate joiners preferred)
Location: Chennai (Onsite)

Key Skills: Experience with RN, LPN, LVN, CNA, STNA, and Registered Nurse roles.

If you are interested, please send your updated resume to:
Email: [email protected]
Contact Number: 9940103319

Fee on a 4.5m USD project

Subject: Fee Structure for a $4.5M Project

Hi everyone,

I hope you can lend me some advice.

As an internal Talent Acquisition professional, I recently completed a project where I successfully assembled a team for our client. Our company is set to receive $4.5 million over the next 12 months from them, while the client’s net revenue stands at $1.8 million.

This is my first foray into RPO and offshore recruitment, and I’m currently in discussions about the fee structure or bonus for my contribution. What rates are typically charged in situations like this, and what recommendations do you have?

From my research, it seems that agencies commonly bill around 15-20%.

Thank you for your insights!

Best regards,
[Your Name]

Linkedin/HR/IT query for people in the following industries

LinkedIn/HR/IT Query for Industry Professionals

Hello everyone,

I’m reaching out to tap into the collective knowledge of this community regarding a challenge we’re currently facing at our recruiting firm. This post is primarily aimed at those in HR and related fields, but anyone is welcome to chime in! I often turn to Reddit for guidance, and I know there’s a wealth of expertise here. Just a quick note: I’m an assistant here and also studying at a university outside of the recruitment industry.

Our corporate team is looking to streamline the transfer of our extensive network on LinkedIn (currently around 4,500 connections) to a new HR portal called RECRU. This portal, developed by a Slovak company, has a feature that allows for easy importing of LinkedIn profiles in PDF format, but unfortunately, there’s a limit of only 100 profile downloads per month, which isn’t practical for our needs.

While we can also import data via CSV spreadsheets, LinkedIn’s official export tool provides minimal information—only names, positions, and companies—making that option less than ideal. We’ve considered using data scraping tools, but we lack experience and are wary of the risk of being banned from LinkedIn, which could jeopardize our operations.

We’re exploring our options and would appreciate any insights from others who might have faced similar challenges. Manual entry of all 4,500 profiles is really our last resort. Also, if anyone knows of other HR portals that might offer a better solution, we’re all ears!

Thank you in advance for your help!

[Need advice] Employment gap

[Seeking Advice] Addressing an Employment Gap

I recently accepted a job offer and am currently undergoing the background check process. When I initially submitted my resume, I omitted Company 4 from my employment history. Now, I’ve been asked to fill out an online form for the background check, and it calculates employment gaps. In this form, I’ve included all my previous positions, contrasting with what I provided initially. Is this acceptable?

I initially decided to omit Company 4 because I was concerned it would make it appear as though I was frequently changing jobs. This has been a point of concern during prior interviews, even though I’ve always managed to explain my history. Here’s how my employment timeline looks:

• Company 1: June 2005 to June 2016
• Company 2: June 2016 to January 2018
• Business: January 2018 to July 2018
• Company 3: July 2018 to June 2022
• NGO work: June 2022 to present
• Company 4: September 2022 to January 2023 (this is the company I left out)
• Health-related gap: January 2023 to February 2023
• Company 5: March 2023 to September 2023
• Freelance work: September 2023 to present

Any insights on how to handle this situation would be greatly appreciated!

Back into recruitment after 10 years – Most difficult questions to expect

Re-entering the recruitment field after a decade: What challenging questions to anticipate

As I prepare for upcoming interviews, I can’t help but feel a mix of excitement and nerves. Having successfully landed every job I’ve interviewed for in the past, this time feels different after such a long hiatus.

For those hiring new recruiters, what straightforward questions should I be ready for? And what unexpected or challenging inquiries might come my way?

Downsides to working with an executive recruiter?

What are the potential drawbacks of working with an executive recruiter?

I’ve recently begun my job search for a Sr. Director or VP position in biotech. Today, I spoke with a recruiter who offered to create a brief profile for me and share it with his network in the industry. It seems like a great opportunity, but are there any possible downsides I should consider?

IT Agency Recruiters

IT Recruitment Transition

I’m transitioning into IT Recruitment and will likely need to choose a specialization.

Here are my questions:

1. What areas of IT should I prioritize over the next 10-20 years?

2. Which sectors in IT should I steer clear of, and why?

3. Are there any specific fields within IT that stand out as more desirable to work in?

4. My goal is to specialize for the long term. Does contract work foster long-term relationships as effectively as a permanent role?