Applying for position before recruiter interview?

Subject: Should I Apply Before My Recruiter Interview?

Hello! I was contacted by a recruiter regarding a position that aligns perfectly with my career goals. I was scheduled for an exploratory call this Wednesday, but due to some technical issues on the recruiter’s side, it’s now rescheduled for Monday. In the meantime, I’ve found the job listing online and have been reviewing it to prepare for the interview.

Since this is my first time going through the recruitment process, I’m wondering what the best approach is: should I go ahead and apply for the job before our call, so I can mention it if the conversation goes well? Or would it be better to wait and see if the recruiter encourages me to apply? Any advice would be greatly appreciated!

How to expand recruitment reach?!

How to Expand Recruitment Reach?

Hi everyone! I appreciate you taking the time to read this. I’m seeking your advice on an exciting opportunity.

I’m considering a role at a recruitment agency where the CEO has expressed interest in my ideas for expanding their geographic reach. I have about a week or two to develop a strategy.

A bit of background: I have no prior experience in recruitment, and I’m still exploring my career path. I met the CEO by chance at a networking event, and after some discussions, she invited me to meet with her and her team to see if recruitment might be a good fit for me. The agency has been a respected presence in the area for 25 years, and everyone seems to know them.

Although they aren’t actively hiring at the moment, the CEO has mentioned that she appreciates my personality and attitude. She’s eager to see if I can help grow their office’s locational reach. A significant part of the strategy will likely involve networking and promoting the agency—areas where I believe I can excel.

Any insights or suggestions you have would be invaluable! Thank you!

Contingency Collaboration Opportunity for Recruiters/Agencies

Exciting Collaboration Opportunity for Recruiters and Agencies

Hello Everyone,

I’m the owner of a European recruitment agency, and I’m looking to explore potential collaborations with fellow agencies or individual recruiters. The arrangement can be flexible and tailored to our mutual needs.

To provide some context, our agency has recently ceased offering contingency recruitment services. As a result, we have a robust CRM system filled with a diverse client base that we are no longer servicing. However, we continue to receive inquiries from companies interested in working on a contingency basis, thanks to our strong market reputation. I believe there may be agencies or recruiters here who would be interested in leveraging these additional opportunities. Our leads encompass a wide variety of sectors, roles, and potentially even countries.

Here are some collaboration options I have in mind:

• Purchasing Leads: Available for negotiation.
• Launching a New Brand Together: We can co-create a label and facilitate remote hiring for participants once established. This could involve either 180 or 360 recruitment roles, depending on what works best.
• Joint Venture: No upfront fees, with a 50/50 profit share (negotiable) based on successful placements.
• Native Language Support: We can provide a native speaker to assist in the recruitment process while your team handles the rest of the operations.
• Open to Other Ideas: While I prefer to collaborate with one party, I am open to working with multiple recruiters if there is mutual interest.

If you’re situated in Europe (including the UK) and are intrigued by this opportunity, please send me a direct message so we can discuss how we can collaborate effectively.

I look forward to connecting!

Best regards,
Stabley

Family Physician recruitment placement fee in Canada

Subject: Inquiry on Family Physician Recruitment Fees in Canada

Hello Everyone,

I hope this message finds you well. I’m reaching out for some guidance. One of our partners is in the process of hiring several Family Physicians in Canada and would like to have a general idea of a fixed recruitment fee to quote.

Any insights or advice would be greatly appreciated!

Thank you!

What Free Tools Would You Love as a Job Seeker (Besides Resume Builders)?

What Free Tools Would You Find Valuable as a Job Seeker (Other Than Resume Builders)?

As a job seeker, what free tools would you appreciate having at your disposal, apart from resume builders and cover letter generators?

How to search by two keywords in ApplicantPro?

Searching with Multiple Keywords in ApplicantPro

Hello! I’m looking for guidance on how to search for two different keyword phrases in ApplicantPro. For instance, if I want to find results related to “Software Engineer” and “Web Development,” what’s the best way to do this? I don’t need to use those exact phrases, but they serve as examples. I’ve attempted using quotation marks around each phrase and connecting them with an “&,” but I’m unsure if that’s the right approach. Any tips?

Recruitment tenders

Recruitment Tenders Inquiry

Hello everyone,

I hope this is the right place to share my thoughts. I have some experience in recruitment and I’m currently exploring low-value government contracts. I’m wondering if partnering with another agency would increase my chances of securing more contracts, or if it would be better to pursue these opportunities independently. I would appreciate any insights or advice on this!

Thank you!

Any recruiters or agency owners

Are there any recruiters or agency owners who would be willing to share some advice on how to get started in the recruitment field? I’d greatly appreciate your insights!

Email set up

Email Setup Inquiry

I’m looking for tips from agency owners regarding their email configurations. I’m sending around 80 spec emails daily and want to steer clear of spam filters.

What strategies do you all use for optimal email setup? Any advice would be appreciated!

Some end of the year fun- Does anyone remeber the GlenGarry Glen Ross “Brass Balls” scene?

As we wrap up the year, let’s inject some energy into the recruiting scene. Who remembers the iconic “Brass Balls” moment from GlenGarry Glen Ross? Here’s my recruiting twist on that classic scene:

You know why you’re struggling to make those calls, buddy? Because during your lunch break, you’re Googling “how to connect with candidates.” Meanwhile, I pulled up in a $70K Porsche Macan S. That’s MY name! And your name? Your name is hoping. Hoping for placements. Hoping clients answer your calls. Hoping candidates don’t ghost you. You can’t compete in this recruitment game if you can’t close deals.

Can’t close the client? Can’t bring in qualified candidates? Go home, update your LinkedIn, and tell your spouse your woes.

Because there’s one rule in this business: Get them to sign on the dotted line. GET THEM TO COMMIT—both candidates and clients. Are you hearing me? A-B-C. A… Always, B… Be, C… Closing. Always. Be. CLOSING! Do you understand me?!

Let’s break it down: A-I-D-A. Attention. Interest. Decision. Action.
Attention: Do I have your attention? If I don’t, guess what? Neither does the client when you call. Neither does the candidate when you try to recruit them.
Interest: Are they interested? Do you have the skills to create that interest with your pitch? If not, NEXT CALL or pack it up.

Decision: Have they made a decision? To trust YOU? No decision? No deal.

Action: Are you driving them to ACT? Are you sealing the offer? If not, you’re just another recruiter treating this like a hobby.

Candidates and clients are out there, eager for change, ready to PAY YOU to solve their problems. Are you going to pick up the phone today and take action? Are you tough enough for that? If not, hit the road!

See this Rolex? This watch costs more than your car. One commission last year—ONE—earned me $80,000, in addition to the $900K I made in total placements. How much did you earn? Sixty grand? Seventy? Understand this: that’s who I am. And you? You’re just someone hoping for a break.

You think being a nice guy matters? Your clients don’t care about nice. Your candidates don’t care about nice. Your paycheck doesn’t care if you’re nice. Good parent? That’s lovely. Go home and bake cookies. But if you want to succeed here? CLOSE DEALS!

Think my words are too harsh? You call this abuse? Try getting hung up on by ten hiring managers in a day, getting ghosted by fifteen candidates in a week, having clients ask to cut retainer fees after you’ve sent them qualified candidates—THAT’S true adversity. If you can’t handle this, you won’t survive out there. If you don’t like it, leave.

Complaining about bad leads or candidates? I could take the same “dead-end” lists you dismiss as junk and walk away with five retainers in just four hours. Can you do that? Be honest. Can… YOU?

Here’s the bottom line: Go. And. Do. Likewise. A-I-D-A. Want to win? Get ANGRY, you sons of bitches! Get furious about where you’re at. Want to know what it takes to close a client? What it takes to recruit a top-tier candidate? It takes BRASS BALLS.

The opportunities are OUT THERE. The placements, retainers, and commissions are ripe for the taking. Want it? Pick up the phone. Do it, or pack it up. You close those job orders and land those hires—guess what? That money is yours. Don’t? The person next to you will seize those leads and leave you behind.

Do you want to lounge at home sipping wine or craft beer discussing how “hard recruiting is”? Or sit with your recruiter pals at some dull happy hour whining about being a former recruiter? Tough business? That’s just an excuse. Either you close, or you’re out.

These are the leads. These are the AAA job orders, the premier candidate pipelines. And for YOU? They’re gold… but you’re not accessing them. Giving these leads to someone who won’t close is like flushing them away. I hand them to closers—because closers are the ones who earn them. Not a closer? No leads for you. PERIOD.

I’d wish you luck, but let’s be real—luck means nothing to those who don’t take action.