IT Agency Recruiters

IT Agency Recruiters

I’m transitioning into the field of IT recruitment and I anticipate that I’ll need to find a specialization.

I have a few questions:

1. Which specializations are projected to be the most promising in the next 10-20 years?

2. Are there specific areas within IT that are better to steer clear of, and if so, why?

3. Is there a particular sector within IT that offers more advantages or opportunities than others?

4. I’m interested in long-term specialization. Does working in contract positions help in building lasting professional relationships as effectively as permanent roles do?

Remote recruitment opportunity

Seeking Remote Recruitment Opportunities

I’m on the lookout for remote recruitment positions, but I haven’t been able to find any on LinkedIn. If anyone knows of any openings or is currently hiring, I would greatly appreciate your help! I have 2 years of experience in technical recruitment. Thank you!

Are all recruitment agencies the same?

Are all recruitment agencies the same?

I previously worked in Talent Acquisition for a single company, and while it was a satisfying role overall, I did encounter some personal and cultural challenges along the way. When I had the chance to join a consulting firm as a headhunter, I decided to take the plunge and see what agency life was like.

Unfortunately, it was a nightmare experience. The focus was predominantly on numbers rather than building genuine connections with people. We were expected to conduct 30 phone screenings per week—even when there were no active job openings. Our goal was to send out messages on LinkedIn to generate at least one candidate a day to present, despite lacking any live roles to discuss. Essentially, we were directed to mislead candidates into thinking we might eventually be able to present them to clients for job opportunities.

Another frustrating aspect was management’s expectation to recruit for positions that weren’t officially open yet and were merely in negotiation. We would find candidates, pitch them, and often the clients wouldn’t finalize the placement, leaving us feeling like our efforts were wasted.

This agency also had the practice of taking on new clients without a retainer. We would recruit for them, and they’d only pay us after a hire—resulting in a high likelihood that they would pursue candidates on their own instead of working through us.

Going to work felt awful because I was often compelled to mislead candidates. If I failed to meet my quotas, I would be subjected to “productivity calls” from management, which was stressful and made it hard to justify staying in that environment.

I’ve since returned to internal recruitment, which has been much more relaxed. So, my question is: are all recruitment agencies like this, or was I just unlucky? I want to avoid ending up in a similar situation again, especially since every role and company looks great during the interview process.

Thanks for your insights!

EDIT: I also want to mention that the pay was disappointing. I’m from Brazil, and my role was for a Canadian firm, which often seeks to minimize expenses. The commission for my work was extremely low—around 0.028% of the deal—which I found shocking. Meanwhile, a Canadian colleague mentioned her commission was enough to buy an Apple Watch, while mine barely covered the price of a nice pizza. Is this typical in North America?

Anyone in advertising? Need advice on portfolio?

Are there any advertising professionals here? I’m seeking guidance on my portfolio. With graduate internship applications now open, I’d love some tips on what to include to enhance my chances of standing out. Thank you!

New to recruiting

Transitioning to Healthcare Recruiting: Seeking Advice

Hello everyone,

I am new to the recruiting field and looking for some guidance. For the past eight years, I’ve been working in an emergency room, where I’ve developed a keen ability to read people and assess situations rapidly. My background in clinical operations, along with strong interpersonal skills, has provided me with a deep understanding of healthcare team dynamics. I hold a Bachelor’s degree in Science and Kinesiology, and I am a certified EMT.

Given my extensive hands-on clinical experience, do you think it’s possible for me to transition into a recruiting role, even without prior experience in recruitment?

I’m particularly interested in recruiting physicians, especially emergency room doctors and RNs. What steps should I take to make this transition? Additionally, how can I effectively search for healthcare recruiting opportunities?

Thank you in advance for your insights!

Addressing Cover Letter Directly(Use Name) or to General “Hiring Manager”?

Should I Address the Cover Letter to a Specific Person or Use “Hiring Manager”?

I’m applying for a role in hospitality and want to ensure my application stands out.

On the company’s application page, I found a list of senior managers. While I initially considered using the generic salutation “Dear Hiring Manager,” I’m pondering whether it’s more effective to address it directly to one of the senior managers mentioned.

However, I’m concerned that I might address it to someone who won’t actually review my application.

What do you recommend? What’s the best approach in this situation?

How much does a company How much does a Manpower for Business subscription cost?

What is the cost of a Manpower for Business subscription? I assume it varies based on factors such as the number of employees and other company metrics.

Recruiter analytics

Recruiter Analytics

Hey everyone! I’m looking to dive deeper into analyzing my recruitment metrics and would love your insights. I collaborate with two other recruiters and maintain a spreadsheet that tracks candidate names, positions, clients, and their status (Talent Pool, Rejected, In Process, Hired). I update this monthly, but I’m not quite sure how to interpret my performance data into meaningful numbers or percentages, like conversion rates and screening quality.

If you have any mathematical tips or suggestions, I would really appreciate your help! Thank you!

Fee percentages

Fee Percentages Discussion

Hello everyone,

I’d love to hear your insights on the recruitment market in the UK. In my previous role focusing on engineering and manufacturing, we typically saw fee percentages ranging from 15-20%.

What have you found to be the standard fee percentages in these sectors?

• Warehouse
• Administration
• Marketing
• Procurement
• Customer Service
• Sales

I’m eager to learn about your experiences! Thank you!

Recruiting business development

Seeking Guidance on Compensation for Business Development Connection

Hi everyone,

I’ve been working as a recruiter primarily on a commission basis, and recently I’ve established a partnership for my agency with a new employer overseas. This opportunity is projected to generate over £100K in revenue within the next 12 months.

The employer acknowledged my role in facilitating this connection and asked if I have a compensation figure in mind. I’m unsure what a typical percentage might be for this situation.

Could anyone advise what might be considered reasonable? For example, would 2%, 5%, or even 10% of the anticipated contract value be appropriate?

Although I didn’t play a significant role in discussions, my initial introduction was crucial for moving this forward.

Thanks for your help!