Recommendation for a Cloud-Based Calling System for Recruitment Business

Seeking Recommendations for a Cloud-Based Calling System for Recruitment Startups

Hello everyone,

I’m on the lookout for an affordable cloud-based calling system suitable for a recruitment startup in the UK. Ideally, the system should meet the following criteria:

• Support multiple phone numbers
• Allow recruiters to make outbound calls to candidates
• Facilitate call forwarding to designated team members for incoming calls
• Feature call recording capabilities
• Bonus points if it integrates seamlessly with a CRM system

I would greatly appreciate your recommendations!

Thank you in advance!

Thinking of starting my own agency, where do I start?

I’m considering launching my own agency and would love some advice on where to begin. Should I focus on securing clients and understanding their requirements first, or should I prioritize other steps, like obtaining a recruiter license and establishing an LLC? For those with experience in this field, could you share how you got started and how your journey has gone so far? Thank you!

Working in recruitment?

Considering a career change in recruitment?

Hey everyone,

I’m currently working at an independent mortgage brokerage, where I’ve been for the past three years. I’m starting to question if this is the right fit for me.

As I explore job sites—primarily looking for sales positions similar to what I have now—I keep coming across intriguing opportunities in recruitment.

Is there anything I should be aware of?

I’d love to hear your experiences and insights.

Thanks so much! 🙏

Recruiting Stack Recommendation

Recommendation Needed for Recruiting Stack

As a recruiting agency focused on the healthcare sector, I’m looking for recommendations on the best ATS and sourcing tool integrations. I’m currently using Loxo but am contemplating a switch to a different solution. I’d appreciate hearing about the recruiting stacks you find effective and enjoy using! Thank you in advance!

How big of a CV gap is too big?

How Long Is Too Long for a CV Gap?

Hey everyone,

I’m a 28-year-old graphic designer from Melbourne, and I’m considering moving to London this April with a group of six friends.

To give you some background, I spent most of last year (2024) traveling in South America, which means I’ve been out of full-time design work for about 12 months now. I’m currently freelancing to stay sharp and keep my skills up to date.

If I move to London in April on a two-year work visa but happen to struggle in finding a design job—leading me to return to Melbourne after six months—that would extend my gap in full-time design employment to nearly two years.

For those of you in HR or recruitment, how significant is that gap? I feel like my reason for traveling is understandable, but I worry about my employability when I return to Melbourne if my break becomes too lengthy.

For context, I have 3-4 years of experience in both in-house and agency settings.

(And yes, I know the London creative market is pretty competitive!)

I would really appreciate your insights!

Thanks in advance!

Any good LinkedIn pages for recruiter memes (or) tips?

Looking for some laughs!

Hey everyone!

Recruiting can be quite the ride—one moment it’s incredibly rewarding, and the next it feels like a real challenge. I could really use some humor and relatable content to help me navigate the tough days. Do you have any recommendations for LinkedIn pages that share funny recruiter memes, insightful tips, or anything to lighten the mood? Appreciate your suggestions! Thanks!

ATS Platform for In House Recruitment

Need Help with ATS Solutions for In-House Recruitment

Hi everyone,

I’m reaching out for some advice! I’ve gone through multiple demos of different ATS platforms, but I’m still not getting the clarity I need regarding their processes.

What I really want is a straightforward solution: post a job once, have it automatically listed on Indeed, and then easily view and manage applications through the ATS. Loxo’s chat support mentioned that I’d need to forward all applications via email, which seems inefficient. I don’t need applicant sourcing—just the ability to import and intelligently sort the applications we receive.

I’m looking for a way to streamline my workflow. I work for a company of about 400 employees, and we’re hiring for carer and cleaner positions, which often results in around 600 applications per listing, many of which are unsuitable. I urgently need a system to help sort through these applicants. The demos I’ve seen focus heavily on talent sourcing, but that’s not what I need right now.

I’m completely new to this process, and no one else in the company has experience either. Currently, we’re just using Indeed and handling everything manually. Any insights or recommendations would be greatly appreciated! Thanks!

Tips as VA Recruiter

Advice Needed for VA Recruitment

Hello everyone,

I hope you can assist me on my path as a recruiter. I come from an HR Coordinator background, primarily concentrating on onboarding and HR operations, but I’ve recently transitioned to a startup environment. I would greatly appreciate any tips you might have for recruiting Virtual Assistants, especially for positions like PPC Specialist, Supply Chain Manager, Amazon Operations Specialist, Product Developer, and similar roles. Thank you in advance for your guidance!

Shady Recruiter

Seeking Advice: Recruiter Dilemma

Hi everyone,

I could really use your guidance.

Last year, I signed a 6-month customer service contract through a recruiting agency. Before that, I was working as an analyst and had begun training to transition into tech. During my interview, I expressed my interest in the role being temporary and mentioned to my recruiter that I wanted to pursue a position in tech. She informed me that I would need to complete the contract before being eligible for any tech opportunities they had available.

Two months into the contract, the company started expressing interest in converting me to a full-time position. I always responded with, “I’m glad you like me.”

However, in December, seven months into my contract, I reached out to my recruiter about a tech role I was interested in. Her reaction was surprising and intense—she told me that she couldn’t assist me because I was on an active contract set to convert to full-time, and it wasn’t in her best interest to help. Her exact words were quite lengthy and intense.

When I sought clarification about my contract, which was supposed to end in November, she informed me that it had been extended without my consultation. When I probed further on that, her tone changed dramatically, and she aggressively questioned me, asking, “Are you planning to quit? Are you saying you’ll submit your notice? If you quit, that will be considered job abandonment, and we won’t be able to rehire you.” I was taken aback, and the conversation ended there.

Yesterday, I received a job offer from the company, with a start date as soon as tomorrow. I’m uncertain about how to proceed.

There are other tech positions within the recruiting firm that I’m interested in, but I’m worried I may not be considered due to this situation. I don’t want to accept the job offer only to have to submit a two-week notice later, nor do I want to decline it and miss out on future opportunities.

Just to note, I haven’t been in touch with my recruiter since our conversation in December.

Pay grade higher than job title – but need to leave company, how to reflect this on CV?

Navigating Pay Grade and Job Title on My CV: Seeking Advice

Hello recruiters,

I find myself in a bit of a dilemma and would appreciate your insights. Currently, my responsibilities and salary exceed my official job title. I hold a Manager position in a medium-sized company with about 3,000 employees, where I’ve taken on strategic roles rather than operational tasks. This includes leading strategic planning for my team, collaborating with the Senior Leadership Team to prepare board papers for the executive team, attending senior leadership meetings, and reporting directly to the Director. My salary is reflective of these responsibilities.

Unfortunately, I am looking to leave my current role due to a toxic work environment that has negatively impacted my well-being, causing severe panic attacks and insomnia.

While I’ve been applying for Head of level positions, I often get rejected, possibly due to my current title. However, I am receiving interest for Manager level roles, which are approximately £20k below my current salary. I’m unsure how to effectively showcase my higher-level responsibilities on my CV without coming across as boastful. I’ve attempted to rephrase my experiences, but I’m not satisfied with how it comes off.

I want to be honest, and I can’t simply claim “Head of” as my title, as my references would conflict with that.

Does anyone have recommendations on how to present my experience accurately and compellingly? Thank you in advance!