Searching for recruiters/TAs specializing in NewSpace to collaborate with!!

🚀 Looking to Collaborate with Recruiters/Talent Agents in the NewSpace Sector! 🌌

Hello, everyone!

I’m excited to announce that I’m launching a recruitment agency this month, and I’m on the lookout for a recruiter experienced in the NewSpace industry. My aim is to focus on emerging markets and startups that are innovating in sustainable space technologies.

The vision for this agency is to establish a strong foundation now, with plans to eventually offer embedded recruitment and recruitment operations as a subscription service tailored for startups. I’m passionate about helping space organizations advance sustainable technology for a regenerative future, and I would love to partner with someone who shares this mission.

If you know anyone in your network who might be interested in a talent acquisition role, please feel free to drop me a DM!

P.S. I’m also open to collaborating with potential co-founders! 🌟

Is this Coach interested in me? What is she going to ask in the call?

Is this coach interested in me? What questions might she ask during our call?

To provide some context, I shared with her a few weeks ago about my ACL injury and my performance during the high school season. Today, she reached out to see if we could schedule a call on July 7th. Is this a positive sign or not? I’m uncertain about my standing given the injury. I believe they were interested before the injury, and they mentioned they would reach out around this time if they wanted me on their roster. Thanks for any insights!

Best niche for fast placements

Fastest Placement Niche Insights

I just had a conversation with an agency recruiter who mentioned that they successfully filled three positions for a construction company in just 10 days.

What are your thoughts on this?

Which niche do you believe can deliver such rapid placements?

Am I Getting Ghosted?

Am I Being Ghosted?

I’ve applied for a position at a major organization in the West, specifically at one of their aged care facilities. I’ve gone through several interviews, and each time, they seemed quite enthusiastic about hiring me. The challenging part is my visa situation; right now, my options are limited until I receive my skills assessment or a new visa. I was advised to seek legal advice outside their organization, which I did, and I informed them about the outcome of that conversation. Since then, I’ve suddenly stopped receiving any responses from them. For context, they have always been very responsive in the past. Just this week, I reached out for an update, but they didn’t provide a clear answer regarding my application status. Is it fair to conclude that I’ve been completely ghosted and effectively rejected? I’d love to hear your thoughts! Thanks in advance!

How do I find an agency recruiter and get connected?

How can I connect with an agency recruiter?

I’ve been on the hunt for full-time Data Analyst roles (focused on Cloud and Python) in the East Coast, particularly within financial institutions. After struggling with endless applications through corporate websites, constantly tweaking my resume, and submitting my applications into a black hole, I decided it was time for a new approach.

I started exploring agency options, browsing their websites, and checking out job boards. I applied to positions I found appealing, adjusting my resume as needed. Some of the agencies I looked into include: ManPower, Robert Half, Randstad, Adecco, Nelson Staffing, TEKSystems, Atrium, Halo Group, Apex Systems, Kforce, Vaco, Career Group, Gainor, Insight Global, and Beacon Hill.

I often see discussions about how to build connections with agency recruiters and land jobs through them, but I’m struggling to figure out how to actually reach out to a recruiter who can assist me in my job search. I’ve sent messages to several recruiters on LinkedIn, but haven’t received any responses, likely because they may not be focused on Data Analyst roles.

So, my question is: How can I find an agency recruiter with knowledge about Data Analyst openings in my preferred locations and sector? Additionally, will I need to pay for consultancy services?

Hiring paused after receiving offer

Hiring Process on Hold After Offer Received

I was thrilled to receive a written job offer for a position I was very passionate about. After reviewing the offer, there were a few points that required negotiation—such as the start date and bonus details. I completed the reference checks successfully and was informed that I would receive an updated offer soon. I was advised not to notify my current employer until all conditions of the offer were finalized.

However, weeks passed (including the original start date mentioned in the initial offer), and when I followed up, I learned that, due to various operational reasons, they needed to pause the hiring process. They expressed disappointment as they regarded me as a strong candidate.

Has anyone else experienced a situation like this? I was really looking forward to the role, and I’m considering reaching out in a few months to see if hiring might resume. I did reply to the email expressing my continued interest. How long should I wait before following up, and has anyone had success with this approach? Did it lead to securing the position later on?

Recruiters who are in Tech/AI companies, what ATS do you use?

Attention tech and AI recruiters: which Applicant Tracking Systems (ATS) do you find most effective? I’m looking to identify the top ATS options specifically suited for recruiting in the tech and AI sectors. Your insights would be greatly appreciated!

Headache finding a role, post interview questions

Struggling to Land a Job: Need Tips on Post-Interview Questions

Hi everyone, I graduated from university around a year ago and have decided to pursue a career in recruitment. I’ve had several interviews where I felt I performed well, but unfortunately, I haven’t secured a job yet.

I suspect the problem lies in my post-interview questions. I often struggle with this part, and it seems to negatively impact the overall impression I leave.

So far, I’ve been asking questions like: “What would success look like for me in the first three months to exceed your expectations?” and “Can you share what the company culture is like and your personal experience working here?” I also ask, “Do you have any concerns about my CV or employment history?”

However, I feel that these questions may not be the best way to wrap up the interview and might even make the interviewers feel uneasy. I’m reaching out for any tips or suggestions—whether general or specific—on how to improve my chances of landing a job.

I’ve been applying for both graduate and trainee positions, and I believe my background isn’t lacking; I have door-to-door sales experience and over five years in customer-facing roles. I’m just at a loss as to why I haven’t been hired yet, and it’s becoming increasingly frustrating to invest so much time in interviews without receiving any feedback.

AI tools for recruitment marketing

AI Tools for Recruitment Marketing
What recruitment marketing tools is your company currently utilizing? Are there any AI tools in particular that you recommend? We already have a CRM in place, so I’m mainly interested in discovering any new options that might benefit our organization. Thanks!

The “peak boomer” retirement issues

The Impending Challenges of “Peak Boomer” Retirement

Having spent 26 years as a recruiter and headhunter, I vividly recall the concerns surrounding workforce transitions back in the early 2000s. The impending wave of retiring baby boomers continues to pose significant challenges, and this issue is only set to intensify. Utilizing this information effectively can serve as a powerful tool for justifying increased engagement and recruitment fees.

The youngest members of the baby boomer generation, born between 1946 and 1964, will reach the full retirement age of 67 by 2031. Yet, 2024 is poised to be a landmark year, with an unprecedented 30.4 million Americans turning 65—the largest cohort to retire in U.S. history. This group, referred to as “peak boomers,” marks the culmination of the baby boomer generation.

The retirement of this demographic is expected to profoundly affect businesses and the talent acquisition landscape, resulting in:

• Labor shortages
• A heightened demand for new talent
• Leadership vacancies
• Increased training and development requirements
• Changes in workforce dynamics
• Strain on Social Security and pension systems

As we navigate these changes, it’s crucial to stay proactive in addressing the implications of this generational shift.