American Relocation

American Relocation
Has anyone from the UK pursued a recruitment position in the United States? If so, how did your experience go?

Recruiters – please give me your feedback

Subject: Seeking Feedback from Recruiters

Hello everyone,

I hope it’s okay to share this here.

As I navigate the evolving landscape of remote and freelance writing jobs in the era of GPT, I would greatly appreciate your insights on how to effectively position myself.

I am an experienced journalist and marketing writer with over ten years in the industry, specializing in niches such as SaaS, FinTech (particularly bank digitization), PropTech, remittances, AgriTech, and business/medical devices. I also have experience in robotics and large language models (LLMs). Recently, I have dedicated my efforts to mastering various aspects of GenAI marketing.

My client roster spans three countries and includes notable names like Google, Uber, AWS, several UAE and Asian think tanks, and the Bill and Melinda Gates Foundation. I have contributed columns to numerous trade journals and have less frequent engagements with popular magazines. My academic credentials include a Master’s in Philosophy and a PhD in Research Psychology/Behavioral Neuroscience, along with certifications in SEO/SEM, multimedia marketing, copywriting, and cybersecurity, as well as sales training.

I developed the “Deep Web Method,” a unique, evidence-based program designed to help clients uncover hidden leads.

While I excel in creative writing, I have experience across all genres.

Given your expertise, I would love your advice on how I can stand out in this AI-driven job market. What industries might have an interest in my background? Are there specific qualifications I should highlight or omit from my resume?

Thank you in advance for your help!

Should I disclose my situation? (UK)

Should I disclose my situation? (UK)

I started a job as an Account Manager for a tech company in January 2024, and I initially loved it. However, after just six months, things took a turn when my territory was eliminated in July 2024.

Around that time, I was approached by a small startup and decided to explore the opportunity. From our first conversation, I was impressed—it seemed like a fantastic company with a great mission, solid pay, and an appealing schedule. I was thrilled and made the switch.

However, I quickly realized that the on-target earnings (OTE) were far from attainable, the schedule I was told about did not align with my contract, and the job wasn’t nearly as exciting as it sounded. I realize now that I made a mistake!

I’m planning to leave this company soon, which means I will have seven months of experience at my first job and only two months at my current position.

I’ve been actively interviewing with several new companies, and I’m in the final stages with three of them. I haven’t mentioned that I’m currently employed full-time, considering I’ve only been with this company for a short time.

Could they find out? Is there a risk I could lose an offer if they do? What are the chances that this could backfire on me?

I’m feeling really anxious about this situation!

What do you think are the key skills an IT recruiter should have?

What do you believe are the essential skills for an IT recruiter?

As an IT recruiter, I’m constantly looking to enhance my understanding of what IT professionals value when collaborating with recruiters. From your perspective, what attributes or skills do you think define an outstanding IT recruiter?

Is it technical expertise, effective communication, transparency, or perhaps something else? I would love to hear your insights!

Is Fiverr reliable for lead generation?

Is Fiverr a trustworthy option for lead generation?

I manage a recruitment agency and am in search of high-quality client leads. Has anyone found success working with freelancers on Fiverr for this purpose? Are there any potential warning signs I should be aware of?

How much time do recruiters spend doing redundant manual tasks?

Subject: Time Spent on Manual Tasks in Recruitment

Hi everyone,

I hope you’re all doing well! As a recruiter in the financial sector, I’m curious about how much time others in our field spend on manual tasks that could potentially be automated.

In my experience, I often find myself dedicating around 2 hours each day to activities like data entry, interview scheduling, and communicating feedback from hiring managers.

I’m wondering if others face a similar situation. I would greatly appreciate any insights or feedback you may have. Thank you!

How to restructure a contract with our BD?

How to Reassess Our Business Development Contract

We’ve been working with an outsourced Business Development contractor for the past three years, following over a decade of service as a full-time employee. When the original contract was established, it relied heavily on goodwill from the previous ownership, lacking clear targets, goals, or KPIs, and simply offered a flat rate regardless of performance.

However, over time, the contractor’s output has significantly declined. The quality of work has become inconsistent, and motivation appears to have waned. This situation is impacting our bottom line; we are currently losing 40% on each placement made by this contractor, compared to about 15% previously.

Given these developments, I believe it’s essential to negotiate a new contract. The distinction between employee and contractor has become quite blurred. For instance, if the contractor’s laptop malfunctions for two days, they still bill us for services rendered during that time.

Currently, the contractor earns a flat rate of $100K, but their job placements have dropped from 100 to 60. I propose introducing a base salary with potential earnings up to $100K, contingent upon achieving the previous target of 100 placements. Additionally, there should be incentives for exceeding that target.

I’d like to gather feedback from the community on this approach.

Key Considerations:
– We do require this contractor in the medium term. If they are dissatisfied with the new terms, I’ll offer them the option to continue under the existing agreement for another six months while we search for a replacement.
– The existing contract stipulates specific hours and an hourly rate, which doesn’t account for productivity and leads to more time spent verifying hours worked. A new contract should focus on retained business without referencing hours at all.

BD Paralysis

BD Paralysis

It might seem unusual, but do clients really care if we’ve worked with companies similar to theirs in terms of talent, size, or scope? I often mention a few names, and they seem completely unfazed.

I’ve been observing something about my new manager that I want to incorporate into my own approach—when he speaks with clients, he exudes a sense of confidence and detachment. In contrast, I catch myself sounding a bit desperate, focusing too much on showcasing our capabilities rather than really listening to their needs.

I know this might be a bit abstract, but I’d love to hear any experiences or strategies others have used to navigate this issue and how you overcame it.

Am I missing something?

Am I overlooking something?

Quick summary: I’m an agency recruiter based in London, working in a slow and niche property sector. Should I consider exploring other agencies or sectors with potentially better commission structures?

I’ve been in the recruitment agency for 18 months after making a career change, and I broke into the property sector. Unfortunately, the market has been quite stagnant during that time, with only a few decent months of success.

Recently, I’ve started having discussions about moving to a different agency or even a different industry, and I can’t help but wonder if it’s worth it to seek new opportunities.

For context, I live with my partner, and we’re thinking about starting a family in the next couple of years.

In my current position, I have a base salary of £32,000 with a commission structure that starts at 10% up to £6,000, and a 2.5% increase for every additional £5,000. I’m in the office twice a week, with travel costs covered.

I’ve been considering potential roles in Facilities Management, Mechanical & Electrical, or the construction sector, which also offer a base salary of £32,000 but with a different commission structure: a threshold of £5,000 and then 20% commission, plus a 10% increase for every additional £10,000 billed. These roles would require being in the office three times a week, with no travel expenses covered.

The opportunities I’m seeing seem to promise better earning potential, but the thought of starting over from scratch makes me a bit anxious.

InMail vs LI Message to a 1st Contact

InMail vs. LinkedIn Message to a 1st Degree Connection

As the title suggests, when reaching out to a first-degree connection on LinkedIn, InMails come at no cost. But is there any benefit to using an InMail instead of a regular LinkedIn message for a first contact?

The key question is which method is more effective at capturing their attention. I’m curious about the differences in their user experience as well.

For context, I primarily work in headhunting and need to ensure my outreach stands out.