CRMs are really shady…..

CRMs can be quite questionable…

Having been in the tech world for a while, I consider myself more tech-savvy than the average person. Recently, I started experimenting with building my own data lake/CRM, and I’ve been surprised by how straightforward it is. I’ve come across some really intriguing insights during this process.

What stands out is the backup functionality available in nearly every CRM I’ve explored, which often includes multiple proxies. Are you sure you’re not unintentionally sharing updated emails, phone numbers, salaries, and resumes with the major players in the industry?

By the way, greetings from Bulgaria!

Think about it: we all know how ineffective most recruiters can be, especially those at large companies. Yet, they rely on these pristine CRMs. Interesting, isn’t it?

UK recruitment – ATS tools

UK Recruitment – ATS Tools

Hello everyone! I’ve been trying to determine whether the tools I’m using to optimize my CV for applicant tracking systems (ATS) are effective. I typically utilize CareerSet to tailor my CV based on job descriptions. Has anyone found this website to be useful? If not, do you have any alternative recommendations?

I’d really appreciate your insights!

ATS wishlist

Dream ATS Wishlist

If you could create your ideal Applicant Tracking System, what features would you include?

What challenges are you currently facing with your existing ATS?

Recruitment analytics

Recruitment Analytics Inquiry

Hi everyone! I’m looking to enhance my team’s productivity and would love your input. What analytics, metrics, and insights have you found most valuable in helping you perform your jobs more effectively? Thank you!

Are any sectors thriving?

Are there any sectors that are doing well right now? Things are looking pretty grim in my industry—has anyone found a silver lining?

M&E company realignment director

M&E Company Realignment Director

Hello! I’m seeking opportunities to assist companies in refining their strategy, structure, and commercial approach. With 40 years of experience as a Director in the M&E sector, I’m semi-retired and eager to share my knowledge with young professionals and emerging businesses. If you’re interested in leveraging my expertise for guidance, please reach out!

Design Jobs

Design Jobs:
Do you need to include a design element in your CV when applying for creative positions, or will a standard CV suffice?

Recruitment Intelligence and Head hunting Tools

Recruitment Intelligence and Headhunting Tools

Are there any alternatives to naystack.com for sourcing candidate contact information?

Am I going about this wrong?

Am I approaching this the wrong way?

I work in digital transformation, primarily providing consultancy services to various departments in the UK government. As a typical ‘government contractor’ (previously self-employed, navigating IR35, etc.), the environment can feel quite insular, often dominated by the same recruitment agencies.

I’ve connected with several recruitment agencies across the UK, but as I near my 50s, I’m eager to explore new industries and find something that brings me genuine satisfaction. When I reach out to these agencies, their responses tend to focus on placing me in a similar role within a different department or through another umbrella company—essentially, it’s the same job, just a different setting. That lack of excitement is disappointing.

I’d love to engage with a recruiter who can help me identify alternative career paths based on my skills and experience, yet they seem less interested in exploring this with me.

Additionally, I should mention that I’m unsure about what specific job I’d prefer. I have a sense of the qualities I want in a role, but the actual job titles or industries are unclear to me.

So, is this on me? Or am I just not connecting with the right people?

I would appreciate any guidance you might have. Thank you!

Recruitment fees in LATAM, specifically Mexico

Recruitment Fees in LATAM: Insights from Mexico

I work in executive search for a UK-based recruitment firm with a significant presence in the US, specializing in placing C-suite executives in the fintech and crypto sectors.

Recently, I had a pitch with a LATAM-based fintech company that is looking to hire three C-suite executives. They’re offering a cash compensation range of $350-450k USD for each position.

I’m curious about the typical fees that recruitment firms charge in LATAM, particularly in Mexico.

My team usually operates on a retained basis, with fees ranging from 25-30%. However, given that this is for multiple hires, I’m considering proposing a sliding scale: 22% for the first hire, 21% for the second, and 20% for the third.

I want to ensure my fees are competitive and won’t deter the company. Are these proposed rates reasonable for the LATAM market?