Recruitment analytics
Recruitment Analytics
Hi everyone! I’m looking to enhance my team’s productivity and would love your insights. What analytics, metrics, or insights have you found most helpful in improving your work? Thank you!
Are any sectors thriving?
Are there any sectors that are doing well right now? Things are looking pretty dismal in my field at the moment. Is anyone experiencing a different trend?
M&E company realignment director
Director of M&E Company Realignment
Hello, I’m reaching out to see if any companies are seeking a highly experienced director with 40 years in the industry to assist with strategy, organizational structure, and commercial aspects. Having semi-retired, I’m eager to offer my expertise to young professionals and aspiring businesses looking for guidance and support. Let’s connect!
Design Jobs
Design Positions
Should your CV include design elements when applying for creative roles, or will a standard CV suffice?
Do recruiters sometimes copy company job ads and repost without the company name?
Do recruiters ever take job postings from companies and share them without mentioning the company’s name? Then, after receiving applications from around 50 candidates, do they choose a few and present them to the company with a pitch like, “I have the ideal candidate for you”?
Recruitment Intelligence and Head hunting Tools
Recruitment Intelligence and Headhunting Tools
Are there any other platforms similar to naystack.com for discovering candidate contact information?
Am I going about this wrong?
Am I approaching this the wrong way?
I work in digital transformation, primarily providing consultancy services to different sectors of the UK government. As a typical government contractor (previously self-employed, IR35 concerns, and all that), it’s a rather insular environment with the same recruitment agencies dominating the space.
I’m registered with several recruitment agencies in the UK, but as I near 50, I’m eager to explore new industries and pursue work that brings me joy. Unfortunately, my conversations with recruiters have mostly resulted in offers for similar roles in different departments or through various umbrella companies—essentially the same job, just with a new name. There’s no excitement in that.
I would love to have a discussion with a recruiter who could help me explore alternative career paths based on my skills and experiences, but they often seem disinterested or unable to help me identify other fields I could move into.
I should mention that I’m unclear about what specific job I want to pursue. I know the kinds of attributes I’d like in a role, but I have no idea what the job title would be or what options are available.
So, is it me, or am I just not connecting with the right people?
Any advice would be greatly appreciated!
Recruitment fees in LATAM, specifically Mexico
Recruitment Fees in LATAM: Specifically Mexico
I work in executive search for a UK-based recruitment firm with a significant presence in the US, focusing on placing C-suite executives in the fintech and crypto sectors.
I recently pitched to a LATAM fintech company that aims to hire three C-suite executives, offering a compensation package between $350k and $450k USD for each position.
What are the typical recruitment fees charged by firms in LATAM, particularly in Mexico?
My team and I usually operate on a retained basis, with fees ranging from 25% to 30%. However, since this opportunity involves multiple hires, I’m considering a sliding scale: 22% for the first hire, 21% for the second, and 20% for the third.
I want to ensure my fees are competitive and not off-putting for the firm. Are these rates reasonable for the LATAM market?
Omit failed probation?
Should She Omit Her Failed Probation?
I’m reaching out to fellow recruiters for advice on a situation concerning my partner. She is 32 and has spent three years in customer service for a well-known fashion brand, followed by 2.5 years in the marketing team. After dealing with some internal politics and toxic behavior from new hires, she decided to resign.
Two months later, she joined a different company as a marketing manager in the food and beverage sector, but unfortunately, she just learned that she did not pass her probation period. I’m wondering if it would be wise for her to exclude this short-lived position from her resume. My concern is that a three-month role with a probation failure might deter potential employers or recruiters right from the start.
I would appreciate any insights or advice on this matter! Thank you!
Quick recruiting survey – School project!
Subject: Quick Survey on AI in Recruiting for School Project!
Hi everyone!
As part of my school project on AI, I’m exploring how it’s transforming various aspects of our lives, particularly in the realm of recruitment.
I would greatly appreciate it if you could take just 2 minutes to complete this short survey:
Your input is invaluable, and every response matters! Thank you so much for your help!