Very interested to hear how everyone is experiencing the market in the UK – if you believe people selling training courses, we are back to normal. I recruit for in-house tax (manager and above), and am yet to see this (outside of FS clients)

I’m eager to hear everyone’s insights on the current market in the UK. Some training course sellers suggest we’re back to normal, but from my perspective—recruiting for in-house tax positions at the manager level and above—I haven’t observed this, except for a few financial services clients. What are your thoughts on the UK market?

Tech Agency Recruiters!!!

Attention London-based Tech Agency Recruiters!

I’m looking for some insights on how to pursue new clients outside of your usual industry. What strategies do you use? Is cold calling still effective, or do cold email campaigns yield better results than LinkedIn outreach? Your thoughts would be greatly appreciated!

Seeking recommendations for essential tools and software for a one person recruitment firm.

Looking for Tools and Software Recommendations for a Solo Recruitment Firm

Hello everyone,

I’m in the process of launching my one-person recruitment agency and would greatly appreciate your advice on essential tools and software to consider, while keeping expenses manageable. Here’s what I’m specifically looking for:

1. Candidate Sourcing: I need solutions that can help me find candidates across multiple platforms, beyond just LinkedIn.

2. Applicant Tracking System (ATS): I’m in search of a cost-effective ATS that offers basic features for saving candidate resumes and has good search capabilities for future needs. I’m not focused on candidate engagement features as I prefer to maintain a personal touch.

3. Cold Calling Tools: Looking for an affordable alternative to ZoomInfo that doesn’t require an annual commitment. Since I make a lot of cold calls, I need a tool that can provide phone numbers and email addresses.

4. Email Marketing: I’m seeking an option that is more efficient and budget-friendly than Mailchimp.

Previously, I’ve utilized LinkedIn Premium (with unlimited InMails), an AI automation tool for LinkedIn communications, various job boards, ChatGPT, and an internal ATS. My business mainly revolves around LinkedIn, so I will be using Recruiter Lite and LinkedIn Business. Additionally, I focus on tech roles in a candidate-driven market, so while job postings don’t yield many candidates, I plan to use a local job portal for some candidate sourcing and will post two job ads each month.

I would greatly value any suggestions you might have for tools that align with my requirements.

Thanks so much!

Should I negotiate?

Should I negotiate my job offer?

I just received a job offer that matches the upper end of the salary range I initially provided during the interview. However, after gaining a better understanding of the job’s responsibilities, I realize that I may have undervalued myself by approximately 10%. Unfortunately, I can’t compare this figure to a salary range since one wasn’t listed in the job posting. What do you think—should I negotiate? If you believe it’s worthwhile, how should I initiate that conversation or follow up with an email?

Best ATS

Looking for Recommendations for a Modern ATS

Hi everyone,

I’m in search of a contemporary ATS that fits the needs of our small startup team of 8. We’re looking for features like automation, a Kanban view, self-scheduling, one-way video interviews, SMS capabilities, and ideally WhatsApp integration. An iOS app would be a big plus too.

I’ve tried Teamtailor and really liked it, but I was turned off by the “powered by Teamtailor” branding on emails, self-scheduling notifications, and candidate communications.

If you have any suggestions, I’d greatly appreciate your input. Thank you!

What additional data do you share with clients while sending candidate profiles?

What extra information do you provide to clients when sending candidate profiles?

Hello everyone,

I’m curious to know if, when you share candidate profiles with clients, you also include any supplementary insights or data.

For instance, do you offer information on market trends, candidate availability, the screening process (such as the number of candidates available in the market, those screened, interviewed, and shortlisted, reasons for rejections, and candidates’ primary motivations for considering a position, etc.)?

If you do, what specific details do you typically provide? If not, do you think it’s a missed opportunity or simply a practice you haven’t adopted yet?

I appreciate your insights!

Looking for any IT recruitment role

Seeking IT Recruitment Opportunities

Hi there! I am a recruitment specialist with over two years of experience in both IT and non-IT roles. I have a strong background in sourcing, interviewing, and recommending candidates for various positions. I am adaptable and eager to explore new opportunities with recruitment firms. I am confident that my experience can contribute to the rapid growth and success of your company.

ChatGPT and other AI systems

Exploring ChatGPT and Other AI Tools

Do any of you use ChatGPT, Gemini, Claude, or similar AI tools on a daily basis?

I’ve found them incredibly helpful for tackling mundane tasks, and creating custom GPTs has been a game changer for me.

I also subscribe to the MaxAi Chrome extension (alongside alternatives like Merlin, Perplexity, and Monica), which I use on almost every browser I have. The summarization feature is excellent for processing lengthy documents and articles.

While I’ve enjoyed making my own GPTs, I have to say that the ones I’ve received from an industry expert far surpass my creations.

I’d love to hear about your favorite ChatGPT or AI tools! What do you use them for?

Best practices for hiring a business development person?

Best Practices for Hiring a Business Development Specialist

I’ve recently launched my own small agency focusing on legal staffing, primarily offering contract hires. We invoice our clients monthly based on the hours worked by the talent we provide.

I’m looking to grow my business by bringing on a business development specialist. Since I’m currently working from home and am a one-person operation, I prefer this role to be remote. The compensation would primarily be commission-based, but I’m open to offering a draw against commissions. The commission structure would also include residuals as long as the client relationship is maintained, which could translate into significant earnings, especially since many of the roles we fill are long-term.

What best practices should I follow when hiring for this position in a solo-owned company?

What kind of resources and support can I provide to ensure their success?

What types of regular meetings or check-ins would be effective for a remote worker without feeling overwhelming?

Software developers and recruiters of Reddit, do you prefer sending/receiving the same resume for every job application or a tailored one?

Attention software developers and recruiters on Reddit! When it comes to job applications, do you lean towards submitting the same resume for each position, or do you prefer a tailored approach?

Developers: Do you believe customizing your resume and cover letter for each application actually makes a difference?

Recruiters: Do tailored resumes catch your eye more than generic ones?

I’d love to hear your thoughts!