Manatal vs. RecruitCRM
I’m currently torn between using Manatal and RecruitCRM for my small to medium-sized agency. I’m particularly interested in an ATS that also offers candidate sourcing features. I’d love to hear any advice or insights you have! What are the pros and cons of each?
Why do recruiters inquire about your manager?
I’ve been asked several times by recruiters about who my manager is at my current job, and I’m curious about the reasoning behind this question. What’s the purpose of knowing this detail?
Workday and Other Recruiting Platforms
It seems that recruiters and HR teams are looking for ways to lighten their workloads. Many of these companies are relying on outdated frameworks and generic systems during the hiring process, which can lead to unnecessary rejections. While the job market may be challenging right now, it’s not dire enough to justify the excuses often provided—such as “there were stronger applicants.” In my experience, those so-called “stronger candidates” can sometimes turn out to be less reliable than expected. It’s important to recognize that many recruitment and HR firms are implementing automated rejection systems that may overlook qualified candidates.
I’ve had the worst experience at a company, and I’m curious to hear about yours.
I recently started there but was let go after bringing in over $10,000 in just my first four weeks. The environment was all about hitting KPIs, and their business development system left a lot to be desired. Each day, the market development team fed us unqualified leads to chase down in the afternoons, making it feel like we were stuck in a never-ending cycle.
The atmosphere was excessively micromanaged: a director (who happens to be the owner’s wife) would announce, “Is it LinkedIn time now?” as if we were in a daycare. Meanwhile, the owner would casually ask me, “Do you have your chasing list ready?” in a way that made it clear he was not just asking but rather implying I was on thin ice.
When I met with him, I pointed out that bringing in $13k in my first month should be the priority and that the numbers should speak for themselves. Apparently, that didn’t matter much to them.
The workplace culture was questionable at best, with colleagues exhibiting erratic behavior and a “lads, lads, lads” mentality. One team lead even chuckled to himself like he’s a character straight out of The Office, but I won’t call anyone out by name for the sake of integrity.
Has anyone else found themselves inadvertently caught in a family-run “cult” of a workplace?
How to Determine Competitive Pay for Specific Positions?
Hi everyone, I have a client who is considering a pay rate of $30/hour for a seasoned SDR with 10 years of experience in the light industrial sector. This seems on the lower side, especially considering performance bonuses aren’t included. How do you usually gather information about what companies are offering for comparable positions?
I’m aiming to provide my client with a comprehensive breakdown, such as “To attract a CEO, you should anticipate a minimum salary of $130k in your state,” or “Top talent in XYZ roles typically commands around $180k.” Any suggestions for obtaining accurate salary benchmarks to help set realistic expectations? Appreciate your insights!
What are the most effective ways for small businesses to attract more applicants?
As a small business owner, drawing in a larger number of qualified candidates can be tough. What strategies have proven successful in boosting applicant volume, such as refining job postings or leveraging particular platforms? I would love to hear any tips or tools that others have found effective!
Restrictive Covenants Advice Needed
I’m currently facing a 12-month restrictive covenant in my contract (under UK law) that feels quite limiting. I’m seeking some informed opinions on how to approach this situation. Should I challenge it, consider leaving the sector (which I’d rather not do after 10+ years of experience), or explore opportunities in other countries?
The covenant specifies that I cannot solicit or attempt to solicit any restricted business from candidates, prospective customers, or customers, with “restricted business” being defined as recruitment in the finance sector.
Any guidance or advice would be greatly appreciated! Thank you!
Tips for Effectively Connecting with Recruiters on LinkedIn
I’ve been reaching out to numerous recruiters after applying for positions, hoping to get my foot in the door for an interview. After submitting my application, I usually send a polite connection request on LinkedIn, and most of the time, I’m accepted.
However, I’ve encountered a challenge: when I follow up with a second message asking for a conversation to learn more about the role and its challenges, nearly 95% of recruiters don’t respond.
I’m starting to wonder if my message might be the issue. I’ve tried different approaches—varying tones, wording, and formats—but I still seem to be hitting a wall.
Does anyone have some proven tips or strategies that could help improve my outreach and increase my chances of getting a response?
Should I Stay or Should I Go?
Hey everyone,
I’m a 26-year-old male who’s just moved in with my partner and I’m eager to start saving for a house.
I’ve been working at my first company since graduating from college, and I’ve been there for about 3.5 years now. I specialize in full desk IT staffing, primarily focused on .NET stack roles. This means I’m primarily limited to finding positions for .NET developers or SQL roles, and I have to pass on Java, QA, and other opportunities since I can’t provide kickbacks to other teams.
Last year, I earned $92K W2 while billing $500K (the total fees, without accounting for what my firm takes). My company is a large national firm with over ten offices, and my local branch has roughly 30 people.
So far this year, I’ve billed $382K through permanent, contracting, and consulting fees. I’ve secured 28 new job openings and made 10 placements. I’m on a $70K draw that is spread over 13 pay periods (it takes about four weeks to collect), with my commission structured at 13% of the fee, plus an additional 3% if a teammate completes a deal.
As a team, we’ve generated $913,176 in billing this year. To date, I’ve received $70K in gross pay, including my first commission check of $6K, and another $6K from two pay periods that were paid out last month.
I genuinely enjoy working with my colleagues, although it can be challenging due to the high turnover among entry-level staff, which sometimes leads to emotional situations on the floor.
I have a few questions:
Thanks!
I’m excited to have the chance to shape my job title! To give you some context, I’m a 58-year-old male, married, with children and grandchildren. I’ve been through the empty-nester phase, and I hold a doctorate degree.
For 21 years, I worked as a school administrator, including roles as principal and central office leader. My primary responsibility was hiring—teachers, assistant principals, maintenance staff, and others. Over that time, I interviewed and hired approximately 1,500 people, which has been the core skill I’ve carried into my post-education career, alongside employee relations and discipline. Despite this experience, I don’t have formal HR training, as I relied on the HR department to assist during the hiring process.
I transitioned from education to the manufacturing sector, becoming a purchasing/procurement manager at a mid-sized light manufacturing company in Arizona. I’ve held this position for ten years, reporting directly to the company president. The company generates around $200 million in annual sales, and I earn $135K, with an agreement to reach $150K in the next two years, supplemented by a small bonus and a company phone.
My boss tends to micromanage and has a sales background, which sometimes leads to challenges. However, he’s been successful, and we have a good working relationship. Five years ago, after the CFO unexpectedly passed away, my responsibilities expanded significantly. Given my background in hiring, I was asked to find a new CFO, and shortly after that, I also recruited our Arizona plant manager. Over the past five years, I’ve hired between 75 to 100 employees across various roles, although I don’t handle factory floor staff or office personnel in other states.
Additionally, I’m now heavily involved in employee discipline and serve as a sounding board for various employee concerns, earning the informal title of the “company therapist.” Despite all these responsibilities, my official title remains “Purchasing Manager,” and I don’t directly supervise any staff, which has posed its own set of challenges in my hiring efforts.
Now, I have the opportunity to become a Vice President within the company and I’m tasked with writing my own job description. While my core functions—procurement (80% of my job), hiring, and employee relations—will remain unchanged, my compensation may allow for a quicker path to $150K. I won’t have an assistant or a chain-of-command role.
I’m considering several titles that reflect my roles, particularly since I still oversee significant purchasing duties. My current landscape with HR needs careful navigation as well. Here are the options I’m contemplating:
I would appreciate your thoughts on which title might be the best fit and any general advice you may have. This could also include career guidance if you think I should consider opportunities outside of this company.
Thank you for your input!
