Reverse recruiting?

Reverse Recruiting Inquiry

Hi everyone,

I’m currently in the UX/UI field, and I have a strong background in customer service. To be candid, I’m looking to transition away from UX work despite its decent salary, as I would prefer to focus on customer success, leveraging my 15 years of customer service experience. However, I’ve noticed that roles in customer success typically offer lower pay unless you step into a Customer Success Manager position.

My question is: where can I find reverse recruiters who don’t charge fees? I’m particularly interested in those who specialize in specific areas, like UX design or customer success management.

Any insights or resources you can share would be greatly appreciated, as I’m new to the concept of reverse recruiting. Thank you!

How Do You Pay Perm Recruiters???

How Do You Handle Payments for Permanent Recruiters?

Hi everyone! I hope you can help a newbie agency owner navigate this complex issue.

I launched my recruitment agency at the beginning of this year, and I’m excited to report that we’re currently generating around $60K per month, mainly from contract placements. While I’ve got extensive experience in temporary and contract recruitment, permanent placements are relatively new territory for me. As a solo entrepreneur, it’s been straightforward to fill positions and keep the entire fee. However, as I aim to expand my team, I need guidance on calculating billings and commissions for each team member.

I’m planning to implement a salary plus commission structure. The idea is that recruiters will cover the cost of their salary through their billings and then earn a commission on the amount billed beyond their salary. The commission plan I have in mind is 30% for generating a job order and 25% for successfully filling that order.

Here’s an example to illustrate my confusion:

If a recruiter has a monthly salary of $5K and bills $30K in one month, how would you determine their commission? I apologize if this is a basic question, but it’s causing me some serious confusion! Do you count an individual’s billings as the entire fee from the job order they contributed to, or just the portion they are directly accountable for?

According to my proposed payment structure, if that recruiter creates a job order but someone else completes the placement, they’d still be eligible for the 30% commission on the remaining amount after their salary is covered. In this case, if the salary is $5K and the placement fee is $20K, would they receive 30% of the remaining $15K, or would their commission be calculated as 30% of the entire $20K? Total brain explosion! I would greatly appreciate any insight on this! Thanks!

How to become a travel staff agency

How to Transition My Staffing Agency into a Travel Staffing Agency

I currently operate a staffing agency focused on providing therapists for school districts and higher educational institutions in California. I’m interested in expanding my business to become a travel staffing agency, allowing me to recruit candidates from other states. I’ve done some online research, but I think I might not be using the right search terms, as I haven’t found the information I need. Any guidance on how to make this transition would be greatly appreciated!

Seeking Recommendations for ATS with Website Data Integration for My One-Man Band Recruitment Firm

Looking for ATS Recommendations with Website Data Integration for My Solo Recruitment Firm

Hello everyone,

I’m launching a solo recruitment firm and am in search of an Applicant Tracking System (ATS) that can assist me in managing applications while also displaying valuable data on my website for each job opening.

I’m specifically interested in an ATS that can collect and present information such as:

• Total number of applicants
• Number of interviews held
• Primary industries of applicants
• Percentage of applicants that were rejected

I would like this data to be showcased in a dashboard format on my website, similar to the dashboards recruiters use in their ATS.

Are there any ATS platforms that provide this type of integration? I’d appreciate any recommendations for options that meet these criteria.

Thank you for your help!

Recruitment question

Recruitment Query

I recently applied for a job in which I have over 10 years of experience. After deciding to leave my previous company, I took a four-month break to assess my career direction and ultimately decided to return to the workforce.

I had a positive initial conversation with the recruiter, followed by a successful in-person interview with the hiring manager the following week.

The day after the interview, the recruiter contacted me to schedule a call for the next week. Naturally, I assumed this call would be to discuss an offer since my experience seemed to align well with the company’s needs.

When the time for our call arrived, the recruiter informed me that they would not be moving forward with my application. She mentioned that the hiring manager had positive feedback regarding my interview and enjoyed our discussion. However, the final decision was influenced by my current unemployment status, as they preferred candidates who were already employed in similar roles.

Two days later, I noticed that the same position was re-advertised on their website.

What does this mean, and what actions should I consider? I can’t shake the feeling that the recruiter may not have been entirely transparent with me.

Enough, I want out.

I’m ready for a change.

I’ve spent over five years in recruitment and talent acquisition, collaborating with some of the largest manufacturing and IT companies, both as an agency and in-house. During this time, I’ve unfortunately faced two layoffs—one due to COVID and the other amid the recent wave of tech layoffs.

I’ve relocated to two different countries for job opportunities, without any relocation support, all to advance my career. While I’ve earned promotions at every turn, my current salary is about 30% lower than it was two years ago. Over the last three years, I’ve felt stagnant in terms of personal growth, even though I’ve been in a teaching role.

Now, I’m considering a shift into sales, particularly with manufacturing-related products—not services or software. I’m looking for advice on how to make this transition and what other options I might explore. I’m based in Barcelona. Any insights would be greatly appreciated! Thank you!

How much is everyone charging as a full-desk recruiter?

What are your charges as a full-desk recruiter?
Hello! I’ve recently made the leap to go solo and I’m curious about how much others are charging for direct hires, temporary placements, and temp-to-hire arrangements. Any insights would be greatly appreciated!

Remote Customer Support Representative for hire

Hiring Remote Customer Support Representative

Hello everyone!

I’m Consolata, a dedicated professional from Kenya with extensive experience in customer support, and I’m excited to bring my expertise to a new opportunity.

What distinguishes me is my strong commitment to delivering exceptional customer service and ensuring satisfaction, as I recognize the vital role that great support plays in a company’s success.

I am fully equipped to thrive in a remote work environment, managing my tasks independently and reliably without requiring supervision.

If you are a recruiter, staffing agent, or employer with a remote customer support opening, I would love to connect and share my resume along with other relevant materials. Please feel free to message me!

How does a fresher negotiate for salary??

How should a recent graduate handle salary negotiations?

As a recent graduate, I’ve received some calls regarding job opportunities at a service-based company. After my interview, they expressed interest in moving forward with my application. When discussing my expected salary, I provided an average figure based on what my peers from the same department typically receive during campus placements. However, the HR informed me that this amount exceeds their budget, and they offered me a very limited salary range.

The dilemma is that the client company I would be working with is quite reputable and has a strong industry presence, but it would require me to relocate to a location I’m not particularly fond of. I communicated my hesitation about moving, and the HR suggested that I could potentially switch locations after some time if my manager approves, which I find hard to believe. I’m open to relocating if I receive a higher salary, but considering the current job market, I’m worried that insisting on my expected compensation might jeopardize the opportunity.

So, should I negotiate further? If yes, how can I approach this without any prior experience? Or should I simply accept their offer at the higher end of their budget?

Accepted a new role at a startup!

Exciting news—I’ve just accepted a new role at a startup! I’ll be joining a recruitment company owned by someone I know who has other ventures.

As the first full 360 recruiter on the team, I’ll be working alongside a business-focused individual and a few delivery specialists.

My background is in public sector tech, but this new role is in the private sector, so I’m looking forward to diving into this fresh opportunity.

I’d really appreciate any tips from seasoned recruiters or top billers on how to hit the ground running!

Just a heads-up, I’m based in the UK, and they’re offering 20% commission with a £5,000 threshold.