I’ve found myself in contracting positions for longer than I expected, and I’m eager to make the shift to a full-time role. Is it advisable to note this desire for full-time employment on my resume when applying for FTE positions?
Looking for effective ways to scrape leads? I’ve seen several members in this group inquiring about lead scraping techniques, so I wanted to share one of my favorite methods:
Begin by creating a list in LinkedIn Sales Navigator and then transfer that list to PhantomBuster.
Next, utilize Anymailfinder to gather email addresses, and voilà – you have your list of leads!
Finally, implement a third-party automation tool to organize all the personal information. You can also leverage AI to craft personalized opening sentences for each lead, giving you a customized introduction for your cold calls or emails. This approach has truly transformed my outreach efforts.
That’s my process! Feel free to reach out if you have any questions or need clarification.
Business Development Update!
I’m reaching out to businesses to finalize some last-minute hires before the year wraps up.
Anyone have leads to share? I’m feeling lucky! 😄
Handshake
Hi there!
Has anyone had experience with advertising on “Handshake,” particularly in Plymouth, Devon?
Would you recommend it?
Transitioning from Digital Health Recruitment to Consultancy
With eight years of experience as a Digital Health recruitment consultant and strong billing performance over the past five years, I’ve also spent the last year in a management role. Recently, I was approached by a Digital Health Consultancy to take on the position of Client Account Manager.
I’m curious if anyone has made a similar transition from recruitment to consulting—whether in digital health or another field—and what insights you might have about the move. For context, I genuinely enjoy my work in recruitment, but this new opportunity in Digital Health is intriguing and seems too good to pass up.
Subject: Seeking Aptitude Testing Options
Hi everyone,
I’m currently overseeing the recruitment process for a position and looking for reliable aptitude tests that assess skills in logic, mechanical reasoning, communication, and similar areas.
Unfortunately, most services I’ve come across are prohibitively expensive—around $1200 annually. While they offer a wide range of tests, I only need to test about 8 candidates a couple of times a year.
Does anyone know of services that charge on a per-test or per-applicant basis? I’m willing to pay for the tests, but we don’t have enough demand to justify the subscription fees for platforms like Test Monkey and others.
Thanks for your help!
Are you utilizing LinkedIn Recruiter to search for candidates? It’s as straightforward as that.
Title: What Influenced Your Decision to Pursue an MBO Instead of Starting Fresh?
Hi everyone! I’m reaching out to recruitment business owners who opted for a Management Buyout (MBO) instead of launching their own venture. What led you to this decision, and how do you feel about it in retrospect?
I’m also interested in hearing from those who had the chance to pursue an MBO but chose a different path.
Thank you!
When Should I Resign?
I’m a Tech Recruiter in Dubai with 3 years of experience and have just accepted an offer from a global firm. However, my joining date has been pushed back due to travel plans.
I haven’t formally resigned yet because I’m anticipating being placed on garden leave, even though I have a two-month notice period.
I’m currently on annual leave from December 1-7 and will be receiving my paycheck on December 1 (I want to collect my commission before resigning, as I won’t be eligible for it afterward).
I’m considering resigning when I return to work on December 9. However, I’m unsure how long my handover process will take; legally, it could stretch up to two months. This is a significant risk since I’ve indicated to the new employer that I would join by the end of December, based on the expectation that most people transition to competitors fairly quickly.
I would appreciate any thoughts or advice on how to navigate this situation!
Is a Unified Candidate Database a Reality?
I recently spoke with a friend who works as an HR Manager at a tech development company with around 400 employees. They mentioned that their company uses a “Unified Candidate Database,” which they share with several other companies in the industry. I’m curious to know whether this database is shared with just a handful of companies or if it extends to 100 or more.
Has anyone come across such databases before?
