Inquiry: Establishing a Recruitment Firm in Abu Dhabi
I’m looking for guidance on how to establish a recruitment firm in Abu Dhabi. Could someone share the necessary steps involved in this process? I would particularly appreciate details on the legal requirements and registration procedures. Additionally, I would like to know about the current commission percentages for recruitment services in the UAE market. Thank you!
Exec Recruitment – Sourcing, Research, and Events
Hello, everyone! I’ve noticed a lot of discussions around executive search lately, and I have a specific question I’m hoping to get some insights on. My background is primarily in tech recruitment, but I transitioned to our internal executive search team earlier this year. We typically recruit around 40-50 VP/SVP-level positions annually across various departments, utilizing both retained firms and internal sourcing/referrals.
While we do work with retained firms, we heavily depend on LinkedIn for our search efforts and lack access to comprehensive data on compensation or tools to help us attract diverse talent—something we are prioritizing for 2025. I understand that executive search often relies on networking and connections, but I’m curious if there are any particular platforms, data-driven tools, or events you would recommend as essential for executive search (assuming budget isn’t a constraint)?
In tech recruitment, we had access to a wide range of tools beyond LinkedIn for sourcing candidates, such as Gem for outreach, market data collection, Gartner reports, and some industry events for networking. However, I haven’t encountered many similar resources in the executive search space. Any suggestions would be greatly appreciated!
Training Resources for 360 Recruitment Consultants
Hello everyone! 👋 I’m looking to bring on some recent graduates to join our recruitment team. If anyone could suggest quality training materials suitable for a 360/full desk role, I would greatly appreciate it!
Industry: Tech
Location: UK/EU
Subject: Seeking Advice on a Job Opportunity Dilemma
Last year, a recruiter reached out to me regarding a position at ABC Company. I interviewed with their HR department, but the position ended up being placed on hold. Fast forward to the spring, the recruiter contacted me again, informing me that the HR director was interested in discussing a different role with me. However, I had already accepted another job just two months prior, so I declined the opportunity.
Recently, I noticed that the original position is still open on the company’s website, so I decided to reach out to the recruiter again to express my interest. Here’s the catch: the recruiter represents both my current employer and ABC Company, which creates a conflict of interest. They informed me that they could only submit my application if I resigned from my current job.
I expressed my hesitation about quitting my job for a position that is uncertain, yet I’m eager not to miss out on what could be a fantastic opportunity for me. I also decided to apply directly through the company’s website.
Am I making a mistake? Is it reasonable to expect me to leave my current job for something that might not pan out? Any advice would be greatly appreciated!
Teleradiology Recruitment Efforts
I’ve been contacted by a teleradiology group seeking assistance with their physician recruitment initiatives. I’m interested in gathering insights on the industry, typical ramp-up times, and standard commission structures.
Thank you in advance for your help!
What holds you back from going solo?
To all recruiters: what’s the main barrier preventing you from launching your own recruitment business and pursuing independence?
Are you utilizing LinkedIn automation tools for sourcing candidates?
I’m curious if anyone here is using tools like Dripify for their LinkedIn outreach. For those unfamiliar, these tools allow you to compile a lead list of potential candidates and automate a series of messages to them. If someone replies, the automation pauses, enabling you to respond personally.
I’d love to know: are you handling this process manually, or have you incorporated Dripify or similar automation tools into your workflow?
Has anyone used Gem before? I’d love to hear about your experiences—both the positives and the negatives! We currently utilize Lever as our ATS. Thanks in advance!
Splits Opportunity
Hello everyone!
Is anyone interested in collaborating on some splits? I’m currently facing challenges in finding clients but have potential candidates in the Tech/IT sector, particularly for roles in Linux Administration, Data Operations, and a few internships. Additionally, I can readily connect with candidates for other tech positions as well.
If splits aren’t of interest to you, I would really appreciate any tips on reaching out to clients. I’ve encountered a lot of rejections or just getting referred to voicemails by receptionists.
Thanks in advance!
Subject: Seeking Advice on a Troubling Situation
Hello, I’m using a throwaway account to discuss an unsettling issue I’m facing.
I find myself in a strange predicament involving someone with a similar name in the IT sector. We’ve both worked at the same company and have backgrounds in UK Finance. Recently, a recruiter mentioned there was some “overlap” and seemed quite uncomfortable during our conversation. It struck me that perhaps this person’s actions have inadvertently been linked to me, or there’s a chance I’ve unknowingly upset someone in my past. I even heard a story that mirrored an incident I can’t recall.
Just recently, I was considered for a new role, but out of the blue, the recruiter told me that the position was no longer available. He also shared a story about a candidate he wanted to recommend who is “blacklisted.” I argued that blacklisting is unfair, but he stated his hands were tied by his superiors and ended the call. I was unfamiliar with this agency, and I’ve never worked with them, yet it feels like my chances are being limited for reasons I’m completely unaware of.
This isn’t the first time I’ve encountered this issue within the IT sector (since 2019). It raises important questions: Who is behind this? Why am I being held back? As a candidate, I lack the information to understand this situation, only the awareness that my opportunities are being restricted.
Other agencies have reached out to me about my job search, hinting that they know more than they’re revealing, suggesting a culture of secrecy. The IT field can be cutthroat; I’ve seen talented professionals lose their positions due to petty jealousy or personal vendettas. For example, a Programme Director once sought to meet me outside of work hours. When I declined her advances, my contract was terminated the very next day.
Additionally, I’ve been assigned team members who lacked qualifications, and when I raised concerns about project delivery, I faced accusations of bullying from the Programme Director, who told my manager I was the incompetent one. It turned out that the person she placed on my team was involved in a questionable arrangement, and by raising my concerns, I inadvertently disrupted those dealings.
I’ve also encountered situations where projects were violating regulations. When I alerted the Data Protection Officer, my contract was terminated as a consequence. Any of these scenarios could have painted me as a problematic candidate to recruiters—despite my ethical stance. In the UK, ethics often seem optional; after all, I could have advanced my career by not being faithful to my partner or by overlooking damaging company practices. Unfortunately, this has made me question whether keeping my integrity has hurt my professional prospects.
I recognize the toxicity within our sector. Telling the truth can feel like a revolutionary act, which is why scandals like the Post Office case occur. However, I’m reaching out to see if there’s a way for me to clear my name without resorting to hiring a private investigator or seeking legal action. I need to find a way to end this blacklisting as it’s becoming financially draining.
Any insights or guidance would be greatly appreciated. Thank you.
