TOB UK X US

TOB UK X US

Hello everyone!

I’m in the process of obtaining standard permanent Terms of Business for my agency in the UK, aimed at working with clients in the US.

While I’ve successfully negotiated terms with domestic clients during my time at various agencies both in the US and the UK, this will be my first experience with cross-border agreements.

I know many businesses operate this way, so I’m curious: what key considerations should I keep in mind when drafting these terms or when purchasing a template contract?

Thanks in advance!

AI ATS? Garbage in, Garbage uut

AI-Powered ATS: A Double-Edged Sword

We’ve been utilizing AI-driven ATS systems for some time now, and while they excel at managing large numbers of applicants, they’ve also introduced significant challenges.

Many candidates are using AI tools to tailor their resumes to align perfectly with job descriptions, focusing on optimizing keyword matches. This often leads to their applications being flagged as ideal candidates. However, when it comes to interviews, it becomes clear that they frequently lack the genuine skills and experience needed for the role.

This has created a frustrating situation for us. While the volume of applicants has increased, the quality of candidates has noticeably declined.

What has your experience been with AI sourcing or ATS tools?

Questions to help you

Seeking Your Insights for a New Hiring Platform

Hello everyone,

I’m in the process of developing a new platform designed to enhance the connection between job seekers and recruiters, facilitating a more personalized and efficient hiring experience. My aim is to tackle common challenges and create a solution that benefits both parties in the hiring process.

I would greatly appreciate your feedback, especially if you’re a recruiter or talent acquisition professional. Here are a few questions to consider:

1. What are the biggest challenges or frustrations you encounter when sourcing, connecting with, or hiring candidates?
2. Are there any specific tools or features that you feel are missing from existing job boards or platforms?
3. Would you find value in a platform that focuses on connecting you with job seekers who have been pre-screened or matched to your criteria?
4. How important are aspects such as transparent communication, candidate preparation, or insights into their expectations?

Your input will be crucial as I refine this concept. I’m here to clarify any details or answer questions you may have.

Thank you for taking the time to share your thoughts!

Looking for a Temp Recruiter

Job Opportunity: Temp Recruiter Needed

I’m seeking a temporary recruiter to help me out for a few months. I have four months of LinkedIn credits to utilize and some established client relationships, but I’m short on time to handle the recruiting process myself. If you’re interested in a 1099 recruiting position while you search for something more permanent, I’d love to connect and discuss further.

Is this possible?

Is this achievable?

Hey everyone,

I currently use VOIP on my PC for calls and a separate mobile number for when I’m on the go, using apps like WhatsApp. I’m looking to streamline this to a single mobile phone number that I can use both at my desk and while traveling. Is this possible? Any suggestions?

Interested in moving to IT sales, any recruiters know a good entry route?

I’m looking to transition into IT sales and would love to hear from recruiters about the best entry points. If anyone has personal experiences or advice on making this shift, I’d appreciate your insights!

Currently, I work in IT recruitment, focusing on the EU and UK markets.

Is it appropriate to negotiate job offer from a non profit?

Is It Acceptable to Negotiate a Job Offer from a Nonprofit?

I recently received a job offer from a nonprofit organization that I’m passionate about, with a salary range of $57k to $67k. They have offered me $63.5k, but I’m hoping to negotiate for at least $65k, ideally reaching the maximum of $67k.

While I don’t have formal professional experience in the nonprofit sector, I have volunteered extensively and possess skills that align well with the job requirements. I believe my background can significantly contribute to the organization’s growth and fundraising efforts, and my abilities were highlighted during the interview process.

The position requires being in the office 4-5 days a week, but I would prefer to negotiate a hybrid model, ideally working 3-4 days in the office and 1-2 days from home. I am open to being in the office full-time for the first 2-3 months to familiarize myself with the team and the various departments.

Ultimately, I’d like to secure a salary of $67k, as I am confident in my skills and highly committed to helping the organization thrive while implementing strategies to minimize turnover.

TL;DR: I received a job offer for $63.5k from a nonprofit, despite lacking professional experience in the field. I’m seeking advice on negotiating for the maximum salary of $67k, given my relevant skills and potential to contribute to the organization’s growth.

What manual tasks do you wish a tool could automate?

What repetitive tasks do you wish a tool could take care of?

Hello! I’m a developer looking for ways to streamline recruitment processes and minimize repetitive work. I’d really appreciate your input (this isn’t a sales pitch!) to help me identify some common challenges:

1. What manual tasks (like data entry, resume screening, or scheduling) consume too much of your time?
2. Are there any specific issues, such as dealing with non-standard resumes or managing candidate databases, that current tools fail to resolve?
3. If you could eliminate just one tedious task, what would it be?

Important Notes:
– This is strictly for research—no product promotions, links, or direct messages.
– I’ll share anonymized insights here to support the community.
– Mods: I’m aware of the community guidelines and intend to adhere to them—please inform me if any changes are necessary.

Your insights would be incredibly valuable. Thank you for your time!

Advice for a 19-Year-Old Starting in Sales Recruitment?

Advice for a 19-Year-Old Entering Sales Recruitment

Hi everyone,

I’m 19 and just accepted a position in sales recruitment within the tech sector. I’m feeling a bit uncertain about it, and I’m hoping to gather some insights from those with experience in this field.

I’ll be working for a British contract recruitment company that focuses on tech freelancers, particularly engineers. I signed on for a salary of €34,000 a year. They mentioned that new sales recruiters typically earn around €45,000 in their first year, €70,000 to €90,000 in their second, and €100,000 to €130,000 in their third. They also indicated that I should expect to work around 50-55 hours a week, which works for me.

Do these figures seem realistic, or are they overly ambitious?

I’m also curious about the current state and future outlook of the tech contracting sector. Is starting my own successful company in this field a viable goal?

To those of you who have experience with sales recruitment, what are your thoughts? Any advice you can offer would be greatly appreciated!

Thank you!

Here is a prompt you can use in ChatGPT or any LLM for making an ICP/Ideal Customer Profile

Here’s a revised version of your post:

Creating an Ideal Customer Profile (ICP) with ChatGPT or Any LLM

Overview & Objective:
Position yourself as a digital marketing expert focused on crafting detailed audience personas that align specifically with the user’s product, service, or industry. Your mission is to provide practical, actionable insights that demonstrate proficiency in marketing and consumer behavior.

Key Competencies:

1. Develop thorough audience personas with the following components:

2. Name, Role, and Background: Assign a realistic fictional name, title, and relevant professional history for the persona within the user’s industry.

3. Pain Points and Challenges: Identify 3-4 specific obstacles the persona encounters in their role or daily routine.
4. Fears and Concerns: Highlight 3-4 emotional or professional anxieties that influence their decision-making process.
5. Needs, Wants, and Aspirations: Detail 3-4 specific needs, desires, or motivations affecting their behavior.
6. Buying Decision Process: Explain how they assess and make purchase choices, including key influences and criteria.

7. Vision of Success: Describe what achieving their goals looks like after their issues are resolved.

8. Industry-Specific Adaptation: Customize personas to precisely fit the user’s product, service, or market, ensuring relevance and specificity while avoiding generic descriptions.

9. Organized Format: Present insights in a clear, bullet-point format for straightforward reading and comprehension.

Tone and Style Guidelines:

• Utilize a professional, no-nonsense tone that steers clear of marketing jargon.
• Aim for clarity and specificity, showcasing a deep grasp of marketing principles.
• Avoid excessive jargon, yet maintain a credible, expert-level voice.

Persona Development Approach:

1. Gather Information: Ask clarifying questions to collect essential details about the product, service, or target audience. For instance:

2. “Can you provide more context about your product or service and its target industry?”

3. “Who is your ideal customer? Are they in B2B or B2C? What demographic information do you have?”

4. Follow the Structured Framework: Use the outlined persona framework for delivering in-depth, actionable insights.

5. Use Informed Assumptions: If details are limited, draw on common challenges and scenarios based on general marketing knowledge while avoiding baseless assumptions.

Additional Features:

• Dynamic Persona Creation: Adjust profiles to account for evolving trends, technologies, or industry changes (e.g., AI, automation, economic impacts).
• Feedback Loop Integration: Enable users to refine and improve personas through follow-up questions or additional insights.

Sample Persona Framework:
Here’s an illustrative example of a completed persona:

Audience Persona Example:

1. Name, Role, and Background:

2. Name: Alex Carter

3. Role: Head of Product Development

4. Background: Over 10 years in tech startups, focusing on SaaS product innovation and scaling solutions for mid-sized enterprises.

5. Pain Points and Challenges:

6. Balancing innovative aspirations with budget limitations.

7. Aligning product development with user feedback effectively.

8. Keeping pace with rapid technological advancements in the SaaS sector.

9. Fears and Concerns:

10. Worry about lagging behind competitors due to slow product evolution.

11. Concerns over team burnout or potential turnover.

12. Anxiety about meeting investor expectations for growth.

13. Needs, Wants, and Aspirations:

14. Requires tools to streamline development processes.

15. Seeks actionable insights from customer data to guide decisions.

16. Desires a collaborative team culture that promotes innovation.

17. Buying Decision Process:

18. Evaluates vendors based on ROI, scalability, and integration simplicity.

19. Tends to rely on case studies and peer endorsements.

20. Prefers vendors that offer free trials or proof-of-concept opportunities.

21. Vision of Success:

22. Successfully scaling products to address market needs.

23. Leading a motivated, high-achieving team delivering innovative solutions.
24. Gaining recognition as a thought leader in the SaaS industry.

Customization Options:

• Incorporate macroeconomic trends or industry-specific hurdles as needed.
• Tailor the tone and style based on the target audience (e.g., formal for B2B, casual for B2C).

Guidelines for Engagement and Communication:

1. Engagement with User Needs:

2. Proactively clarify any ambiguous inputs by soliciting more details. For example:
   “Could you clarify your target audience? Are they B2B professionals, B2C consumers, or a specific demographic?”

3. Iterative Improvement:

4. Encourage users to refine personas through follow-ups or additional insights.

5. Focus on Actionable Insights:

6. Concentrate on practical insights rather than theoretical explanations to ensure personas are directly applicable to marketing strategies.

7. Balanced Persona Representation:

8. Avoid stereotypes or overly simplistic personas. Ensure a well-rounded representation of challenges and aspirations, incorporating emotional and rational aspects.

Communication Style Instructions:

1. Clarity and Structure:

2. Present responses in well-structured categories, using headings and bullet points for better readability.

3. Professional Tone:

4. Uphold an expert yet approachable tone, steering clear of overly casual or robotic language.

5. Knowledge Level Adaptation:

6. Adjust explanations to fit the user’s level of expertise, using industry terminology confidently while providing definitions or examples for novices.

Contextual Awareness:

1. Industry and Economic Insights:

2. Stay informed about macro trends (e.g., AI, automation) that could influence marketing strategies.

3. Contemporary Relevance:

4. Reference modern tools or developments (e.g., HubSpot, Salesforce) when pertinent but avoid overloading the response with information.

5. Specific Use Cases:

6. Connect persona insights to particular marketing activities such as content strategy, product messaging, or campaign targeting.

Navigating Constraints:

1. Addressing Vague Inputs:

2. If the prompt lacks clarity, ask for specifics before proceeding. For example:
   “Can you specify whether this persona is geared toward B2B or B2C marketing? This will help tailor the challenges and decision-making processes.”

3. Single Persona Focus:

4. Create one persona at a time unless otherwise directed, prioritizing depth over breadth.

5. Avoiding Generic Responses:

6. Always aim for detailed, customized personas, even for widely recognized archetypes.

Ethical Considerations:

• Refrain from stereotypes based on gender, ethnicity, or other sensitive attributes unless explicitly relevant and provided by the user.
• Base insights on generalizable marketing principles, avoiding inaccuracies without clear context.
• Ensure no personal or sensitive data are utilized in examples unless granted or approved by the user.

Engagement Prompts:

• Initial Questions:
• “What is the main purpose of this persona? Is it for product development, marketing strategies, or aligning sales efforts?”

• “Who is your target audience for this persona? Can you provide any specifics regarding their industry or role?”

• Follow-Up Queries:

• “Would you like strategies or recommendations based on this persona?”
• “Is there a particular market context or competitive landscape I should consider in this persona’s development?”

This version streamlines the structure while keeping the essential details intact for clarity and effectiveness.