Pay grade higher than job title – but need to leave company, how to reflect this on CV?

Subject: How to Highlight My Experience on My CV Despite Title Discrepancy

Hello recruiters,

I’m seeking your advice on how to present my experience on my CV. Currently, my job title does not accurately reflect the level of responsibility I hold. I’m a Manager at a mid-sized company (3,000 employees), but my role involves strategic planning, collaboration with senior leadership, draft preparation for board presentations, participating in executive meetings, and reporting directly to the Director. Consequently, my salary aligns with these higher-level responsibilities.

Unfortunately, I’m looking to leave my current position due to a toxic work environment that has negatively impacted my health. As a result, I’ve been applying for Head of roles but have faced immediate rejections, likely due to my current title. I do receive interest for Manager-level roles, but those positions offer a salary that is approximately £20k less than what I currently earn.

I’m at a loss regarding how to convey my true capabilities in my CV without coming across as arrogant. I want to avoid misrepresenting myself, as my reference will include my official title.

Does anyone have suggestions on how to effectively communicate my level of experience? Thank you for your help!

MONEY V/S CULTURE- WHAT SHOULD YOU PRIORITIZE IN YOUR CAREER DURING HIRING

MONEY VS. CULTURE: WHAT SHOULD YOU FOCUS ON IN YOUR CAREER DECISION-MAKING?

While financial rewards provide security and enhance your lifestyle, they can’t substitute for a toxic work environment. Conversely, a positive workplace culture promotes happiness and work-life balance, but if the compensation isn’t adequate, it can leave you feeling unfulfilled.

This is the insight I shared with the mentors at HeyCoach during my mock interviews.

Key Questions to Consider:

• What are my current priorities?
• Does this position align with my long-term goals?
• Is there potential for financial and professional growth?

The ideal job strikes a balance between both aspects. So, what’s your priority—money or culture? Let’s discuss!

What features recruiters use on ATS?

What features do recruiters really use in ATS?
The web is filled with ATS software loaded with countless features, but which ones are truly utilized by recruiters?

As I develop my software, my goal is to focus solely on the features that genuinely save recruiters time and money, avoiding unnecessary clutter.

Is £100k achievable and what did you earn in Y1,Y2 & Y3

Is earning £100k realistic? What did you make in your first three years?

After spending six years in software and web development, I’ve made the decision to transition into a recruitment role where I can maximize my commission potential.

Now for the big question: How much can I actually earn?

I’ve heard mixed opinions—some claim that reaching £100k is possible, while others disagree.

I’d love to hear about your experiences with recruitment salaries. Do you think hitting that £100k mark is attainable with dedication after three years?

Do you still use email to send requests for references?

Are you still using email to request references?

This seems particularly relevant for agencies in the UK.

I know a few agencies, including a sizable one that sends nearly 10,000 reference requests annually, that still rely on email for this purpose.

I’m curious about how widespread this practice is. If you’re not using email for reference requests, what alternatives do you prefer?

How do you say no to a friend?

How do you turn down a friend’s request?

As a recruiter, it can be particularly challenging when a friend asks you to recommend them for a job, especially when you believe they may not be the right fit. Recently, a friend approached me for a recommendation, but I have concerns about their qualifications.

Their experience includes a year as a product manager at a local bank and a year as a business developer at a small software company—unfortunately, that doesn’t align with the profiles I typically recruit for at the high-growth startups and organizations I’m working with.

I know I need to handle this delicately, as it’s important to maintain our friendship while being honest about the situation.

Linkedin recruiter export

Seeking Assistance for Sustainability Startup

Hello LinkedIn community!

I’m currently working with a sustainability startup and could use a little support.

If anyone is willing to assist, I would greatly appreciate help in obtaining an export of profiles that hold a specific certification. Thank you in advance for considering!

Does anyone have a good spreadsheet template they use to track placed contractors?

Does anyone have a useful spreadsheet template for tracking contractors? I’m looking for one that includes fields for start date, finish date, margin, and other relevant details.

Thanks in advance for your help!

Experience recruiting VAs

Seeking Insights on Hiring VAs for Recruitment

Hello everyone!

I’ve been running my small recruitment business for three years and have seen good success so far. I’m now eager to take my growth to the next level.

I’ve been hearing a lot about using virtual assistants, particularly from South Africa, for candidate outreach.

If anyone has experience with this, I would love to hear your thoughts. Here are some questions I have:

• How do you find a reliable VA?
• What is a competitive pay rate?
• How do you get them familiar with UK recruitment practices?
• Do you provide any specific tools or software to assist them?

Any advice or insights from those who have navigated this process would be greatly appreciated!

Thank you!

Largest pain impacting recruiters and candidates?

Subject: Seeking Your Insights on Recruitment Challenges

Hello everyone,

I’m conducting some market research and would love to hear your thoughts!

What are the biggest challenges you face in the job search or hiring process?

From my perspective:

For candidates, it seems that a poor candidate experience—such as ineffective hiring processes and biases in recruiting—may be a significant issue. Does this resonate with you job seekers?

For recruiters, retention appears to be a key concern, along with the influx of irrelevant applications for open positions.

I appreciate any feedback you can provide!

Thank you!