Best ATS and Why

Subject: Seeking Recommendations for Applicant Tracking Systems

Hello everyone!

Our team is currently exploring various applicant tracking systems, and I’m eager to hear what others appreciate about theirs. While we’re currently using Greenhouse and find it effective, we’re on the lookout for an option that might suit our needs even better. We’re considering Ashby, SmartRecruiters, Lever, and Workday.

I’d love to hear your experiences and insights! Thank you!

ATS pricing: Do you pay per size of workforce or per user seat?

ATS Pricing: Are charges based on your workforce size or on a per-user basis? Additionally, could you provide some insight into the expected pricing or costs associated with it?

Blind CVs

Blind CVs
As a junior recruiter at my agency, I’ve recently taken on several tasks related to candidate sourcing. After each phone call, I need to create blind CVs based on the candidates for our final clients. I was wondering how much time you typically spend preparing these blind CVs, especially when you have a large number to process.

Are There Any Other Work-Obsessed Recruitment Agency Owners On Here? (I Want To Meet You!)

Seeking Fellow Work-Obsessed Recruitment Agency Owners!

I launched my agency at the beginning of 2024, and we’ve been experiencing consistent growth every month. I’m eager to connect with others who are just as passionate about scaling their businesses and making it to the top. I’m not offering any courses or mentorship; I simply want to meet like-minded individuals who share my dedication to their work.

The recruitment industry can be fiercely competitive, but I believe in the power of collaboration. I’m interested in teaming up to share best practices, business insights, and support each other, almost like a peer-to-peer mastermind or accountability partnership.

So, if you’re a driven recruitment agency owner looking to connect and share ideas, let’s chat!

Us Healthcare Recruiter

Job Opportunity: US Healthcare Recruiter
Company: Devcare Solutions
Position: US Healthcare Recruiter
Experience Required: 0.6 to 6 years in US Healthcare
Work Mode: Onsite (Office-based)
Notice Period: Maximum 30 days (Immediate joiners preferred)
Location: Chennai

Preferred Experience: Familiarity with RN, LPN, LVN, CNA, STNA, and Registered Nurse roles

If you’re interested, please send your updated resume to [email protected] or contact us at 9940103319.

Fee on a 4.5m USD project

Subject: Fee Structure for a $4.5M Project

Hello everyone,

I hope you can offer some guidance.

As an internal Talent Acquisition professional, I recently completed a project where I successfully assembled a team for a client. The company I work for is set to receive $4.5 million from this client over the next 12 months, with a net revenue of $1.8 million for them.

This is my first experience with RPO and offshore recruitment, and I’m currently evaluating the fee structure and potential bonuses for this work. What are typical rates or suggestions you might have for this type of arrangement?

From my research, I assume agencies generally charge around 15-20%.

Thank you for your insights!

Best regards,
[Your Name]

Linkedin/HR/IT query for people in the following industries

LinkedIn/HR/IT Inquiry for Professionals in Relevant Industries

Hello everyone! I’m reaching out about a challenge our corporate team is currently facing, particularly for those in HR or related fields, although all insights are welcome! I often turn to Reddit for guidance and typically find helpful solutions. Just a bit about me: I’m an assistant at a focused recruitment company and am studying at a university outside of this industry.

We’re grappling with the task of transferring our extensive network of contacts on LinkedIn—approximately 4,500 connections—into the HR platform we intend to adopt, which is the RECRU portal, developed by a Slovak company. Our goal is to import profiles from LinkedIn, complete with all available details.

The RECRU plugin offers a convenient method—importing LinkedIn profiles in PDF format allows for quick uploads into our database, capturing all relevant information. However, the limitation is significant: LinkedIn restricts us to just 100 profile downloads per month, which is far too minimal for our needs.

We also have the option to upload profiles using CSV format. Unfortunately, exporting connection data via LinkedIn’s official tool only provides limited information (essentially just name, job title, and company), which isn’t adequate for us. While I’ve heard about data scraping software that may have the capabilities we need, we lack experience in this area and are concerned about the potential risk of a LinkedIn ban, which could severely impact our business operations.

At this juncture, we’re seeking advice on how to proceed. Has anyone faced a similar issue, and if so, how did you manage it? While manually inputting all 4,500 profiles in RECRU is an option, we’d prefer to find a more efficient solution.

Alternatively, do you know of any other HR platforms that might facilitate this process better?

Thank you in advance for any suggestions or insights!

[Need advice] Employment gap

[Seeking Advice] Addressing an Employment Gap

I recently accepted a job offer and am currently undergoing a background check. When I submitted my resume, I didn’t include Company 4 (as per my employment history). Now, I’ve been asked to complete a background check form that automatically calculates employment gaps. In this form, I’ve included all my work history, different from what was on my original resume.

Is this okay? Why did I omit Company 4 initially, considering I’ve had multiple interviews where this was a concern? My reasoning for skipping it was to avoid the appearance of job-hopping—something that seemed to be an issue during previous interviews, though I was able to explain it.

Here’s a snapshot of my work history for context:
– Company 1: June 2005 to June 2016
– Company 2: June 2016 to January 2018
– Business venture: January 2018 to July 2018
– Company 3: July 2018 to June 2022
– NGO work: June 2022 to present
– Company 4 (which I initially skipped): September 2022 to January 2023
– Health-related gap: January 2023 to February 2023
– Company 5: March 2023 to September 2023
– Freelance work: September 2023 to present

I appreciate any insight or advice on how to navigate this situation!

Back into recruitment after 10 years – Most difficult questions to expect

Reentering Recruitment After a Decade: Anticipating Challenging Questions

I’m gearing up for interviews in the coming days, and after a decade away from the field, it feels a bit strange. In the past, I’ve successfully landed every job I interviewed for, but this time, I know things will be different.

For those hiring new recruiters, what are some straightforward questions I should anticipate? And what unexpected or tricky questions might come my way?

Downsides to working with an executive recruiter?

What are the potential drawbacks of working with an executive recruiter?

I recently embarked on my job search for a Senior Director or VP position in the biotech sector and had a conversation today with a recruiter who offered to create a brief profile and share it with their industry contacts. It seems like a beneficial opportunity for me, but are there any possible downsides I should consider?