new gig in tech recruiting, we don’t offer wfh and (not surprised) it’s super hard to find people

Navigating In-House Tech Recruiting Without Remote Work Options: Challenges and Considerations

Starting a new role in corporate recruiting within the technology sector can be both exciting and daunting. Recently, I embarked on a new chapter in an in-house recruitment team focused on sourcing talent for engineering roles. While the compensation packages are highly competitive and the company’s commitment to technology is evident, there is a notable challenge: the absence of a formal remote work policy for engineering staff and new hires.

Understanding Company Culture and Expectations

The company emphasizes collaboration as a core value, which they believe is best fostered through on-site presence. While the organization offers flexibility—such as permitting employees to work from home for doctor appointments or when children are sick—the culture does not officially support or promote remote work as a standard benefit. Personally, I’ve been able to work remotely occasionally, primarily because my role in recruitment doesn’t require engineering-specific collaboration, but this flexibility is not a widespread practice within the engineering department.

Impact on Talent Acquisition

A recurring obstacle I’ve encountered involves attracting top engineering candidates. Despite presenting competitive salaries within the established range and emphasizing the company’s innovative environment, prospective candidates often lose interest once they learn that the position requires on-site work. This trend underscores the increasing demand among tech professionals for flexible work arrangements, which significantly influence their employment decisions.

Strategic Considerations

As I reflect on my experience after just one week, I find myself at a crossroads. Should I remain optimistic and wait for the company to recognize the importance of flexible work options, or should I consider exploring other recruiting opportunities that align more closely with current industry standards for work flexibility? While I am hesitant to start a job search so early and prefer to give the current organization time to adapt, the challenges in sourcing and securing talent highlight a broader industry trend.

Final Thoughts

The landscape of tech recruiting is evolving rapidly, with flexible work arrangements becoming a key factor in attracting and retaining top talent. For organizations committed to remaining competitive, reevaluating work policies may be necessary. For recruiters and talent acquisition professionals, understanding these industry shifts can help guide strategic decision-making and candidate engagement efforts.

If you’re navigating similar challenges or have insights on balancing company culture with candidate expectations, I’d love to hear your thoughts. The recruitment field is dynamic, and sharing experiences can help all of us adapt more effectively.

Tech recruiters not getting hired?

Navigating the Challenges of Job Searching as a Tech Recruiter in a Competitive Market

In today’s dynamic tech industry landscape, many recruiters and hiring professionals are experiencing unprecedented hurdles in securing new opportunities. If you’re a tech recruiter who has recently found yourself without recent placements or contract offers, you are not alone.

Recently, many professionals reported a noticeable slowdown in recruitment activity. For example, some individuals have observed that their usual rapid response from employers has diminished significantly since experiencing layoffs. The traditional rhythm of daily calls and candidate engagement seems to have waned, leaving many feeling uncertain about future prospects.

A common concern among recruiters, especially those based in competitive markets like Charlotte, North Carolina, is the volume of applicants for open roles. It is not uncommon to see hundreds of applications within a short span—in some cases, over 500 in just a few hours. This surge of applications, while promising at first glance, can also make the hiring process more complex and competitive.

Several factors contribute to this situation. The broader economic climate has led many companies to downsize or freeze hiring, impacting the volume of available positions. However, despite these challenges, opportunities still exist—if approached strategically. Staying informed about industry trends, expanding professional networks, and sharpening skills can make a significant difference.

For recruiters currently navigating these turbulent waters, it’s essential to maintain a proactive mindset. Regularly updating LinkedIn profiles, engaging with industry communities, and exploring niche job boards can open doors to unadvertised or upcoming opportunities. Additionally, leveraging local networks in the Charlotte area, or broader regional resources, may uncover hidden vacancies not yet posted publicly.

In conclusion, while the current recruitment environment presents challenges, resilience and adaptability remain key. By staying engaged, continuously refining your approach, and leveraging both online and offline networks, you can better position yourself to find those valuable opportunities—even amidst a competitive job market.

Anyone thinking about getting out of recruiting?

Career Transition in the Startup Software Industry: Considering a Shift from Recruiting to New Opportunities

After six years of dedicated experience in the recruiting sector within the startup software industry, I find myself at a crossroads. For the first time, I am contemplating a significant career change. My current interest lies in exploring roles such as Account Management or Customer Success, or potentially moving into the agency sector. As you can see, I’m currently evaluating several possibilities, and my thoughts are quite fluid at this time.

This reflection is prompted by a combination of personal observations and industry trends. While I am fortunate to have maintained my position through recent challenging times, I sense that the stability of my current company may be nearing its end. The signs suggest that organizational changes could be on the horizon, prompting me to consider options beyond my current role.

I am curious whether others in similar industries or roles are experiencing comparable thoughts. Are you contemplating a career shift, or are you choosing to persevere during these uncertain times? Sharing insights and experiences could be valuable for those navigating similar decisions.

Ultimately, this period of reflection is driven by an awareness of future opportunities and a desire for continued growth. Whether staying the course or making a move, staying informed and connected is crucial for making informed career decisions.

Get new recruiting clients for your agency – (Step by step guide)

Strategic Guide to Attracting New Recruiting Clients: A Step-by-Step Approach

In the competitive landscape of recruitment agencies, securing new clients can often be challenging. However, a proven strategy involves targeting organizations that are actively experiencing hiring difficulties. By identifying these pain points and offering tailored solutions, your agency can position itself as an invaluable partner in the hiring process.

This comprehensive guide outlines a methodical approach to generating high-quality leads for your recruiting agency on a weekly basis. Whether you choose to automate the process or perform manual outreach, these steps will enhance your outreach effectiveness and help you build a consistent client pipeline.

Understanding the Target: Identifying Companies with Hiring Challenges

The first step is to locate organizations that are actively seeking talent but are facing hurdles in their recruitment efforts. A key indicator of such challenges is a low volume of applications on their job postings. For example, a job listing for an “Engineer” in “San Antonio” with fewer than 25 applicants suggests potential hiring difficulties.

Example Search:
Conduct a targeted search on platforms like LinkedIn to identify relevant job postings. Be sure to verify the relevance of each listing to ensure accuracy.

Tip:
While LinkedIn’s search function is powerful, not all listings may be pertinent. Cross-reference the job titles and descriptions carefully to confirm suitability.

Step 1: Filter for Underperforming Job Listings

Focus on positions that are not attracting sufficient applicants. Typically, listings that are at least a week old and have fewer than 20-25 applications are prime targets. These companies are more likely to be receptive to recruitment support.

Visual Indicator:
Look for posts with low applicant counts amidst newer postings—these are ideal prospects.

Step 2: Identify the Hiring Decision Makers

Next, locate the individuals responsible for recruitment decisions within these organizations—usually recruiters or HR directors. If direct contacts are unavailable, reach out to the HR Director or similar leadership figures.

How to Find Them:
Use LinkedIn or similar professional networks to identify relevant personnel associated with the company and post. Having the right contact increases your success rate significantly.

Step 3: Collect Contact Information Using Data Enrichment Tools

Once you have identified the decision-makers, you’ll need their email addresses to begin outreach. Utilize data enrichment platforms such as Apollo.io, Lusha, UpLead, or Zomminfo to obtain accurate contact details.

Best Practices:
– Use multiple sources to cross-verify email addresses.
– Focus on professional email domains to improve email deliverability.

Step 4: Validate Email Addresses for Deliverability

Before launching your email campaign, it’s critical to verify that the contact emails are valid to prevent your messages from landing in spam or bouncing back. Employ email verification services like NeverBounce, DropContact, Voilanorbert, or MillionVerifier.

Why It Matters:
Ensuring email validity increases engagement rates and maintains your sender reputation.

Step 5: Craft and Send Personalized Outreach Messages

With verified contacts, reach out with tailored messages that address the company’s current hiring struggles. Reference the specific job post and offer your agency’s services as a solution to their recruitment challenges.

Key Tips:
– Personalize each email to demonstrate understanding of their needs.
– Highlight how your agency can streamline their hiring process.
– Maintain a professional and helpful tone to build trust.

Automating the Process for Scale

While manual outreach is effective, integrating automation tools can significantly increase your efficiency. From pulling thousands of jobs from platforms like LinkedIn to finding contacts and validating emails, automation can save time and scale your outreach efforts.

Implementation:
– Use tools like Zapier or custom scripts to automate data collection.
– Keep data organized in templates like Google Sheets (available here)—a free resource that requires no sign-up.

Final Thoughts

Focusing your outreach on companies with active, yet struggling, job postings allows your agency to present itself as a targeted solution rather than a generic service. Consistency and volume are key—whether you’re automating the process or doing it manually, maintaining persistence will eventually lead to valuable client relationships.

By following these strategic steps, you can position your recruiting agency as a trusted partner to organizations in need, ultimately driving your business growth and establishing a steady flow of new clients.

Need a starting point?
Download the free Google Sheets template here to organize your leads and streamline your outreach process.

Disclaimer:
While automation enhances efficiency, always ensure your outreach remains compliant with relevant email marketing regulations and maintain a personalized touch to foster genuine relationships.

Gesture of Gratitude To Recruiter?

Expressing Appreciation to Recruiters: Small Gestures That Make a Big Impact

landing a new job can be a challenging journey, often marked by persistence, patience, and a bit of luck. For many professionals, recruiters play a pivotal role in navigating this process, offering guidance, presenting opportunities, and ultimately helping candidates secure positions that align with their career goals.

Recently, I experienced firsthand how consistent communication and genuine support from a recruiter can make a significant difference. After multiple unsuccessful attempts, this recruiter remained engaged, promptly sharing new opportunities and providing encouragement. Their dedicated approach culminated in landing a role that comfortably covers all my financial responsibilities. I’m filled with joy, gratitude, and a deep appreciation for their ongoing efforts.

This positive experience prompts an important question: what small gestures from recruiters are most appreciated by candidates? Recognizing and valuing these subtle acts can strengthen professional relationships and foster mutual respect. Some appreciated gestures include:

• Prompt and Transparent Communication: Quickly responding to inquiries and providing clear updates on the hiring process reassures candidates and shows respect for their time.

• Personalized Guidance: Offering tailored advice based on the candidate’s background demonstrates genuine interest and helps them prepare more effectively.

• Follow-Up and Feedback: Checking in after interviews and sharing constructive feedback show ongoing support and engagement.

• Sharing Opportunities Proactively: Reaching out with relevant job openings, especially after previous setbacks, highlights a recruiter’s commitment to the candidate’s success.

• Recognition and Encouragement: Acknowledging a candidate’s efforts and progress boosts morale and confidence throughout the job search.

In essence, small acts of kindness and professionalism from recruiters can leave lasting impressions, fostering trust and gratitude. For candidates, recognizing and appreciating these gestures can strengthen their professional relationships—and for recruiters, understanding the impact of these subtle touches can inspire continued excellence in their role.

If you’re a recruiter or a candidate, consider the power of these small gestures. A simple thank you, timely updates, or personalized support can make a meaningful difference in someone’s career journey.

Can recruiting get any worse?

Rebuilding Trust in Recruitment: Why Innovation Should Focus on Authenticity

In the rapidly evolving landscape of talent acquisition, there is a growing question: Can recruiting possibly get any worse? Despite continuous advancements in technology—ranging from enhanced search algorithms to sophisticated AI-driven outreach—the fundamental issues that hinder effective recruiting remain largely unaddressed. At the core of these problems lies a critical yet often overlooked element: trust.

The Industry’s Focus on Features Over Trust

Many recruiting tools and platforms are racing to introduce the latest features—faster search capabilities, smarter filters, more advanced automation and AI integrations. While these innovations promise efficiency, they often overlook the real bottleneck: establishing genuine trust between recruiters and candidates.

From the recruiter’s perspective, the challenge isn’t just locating potential candidates but engaging with them authentically. Candidates, on the other hand, frequently disregard outreach messages, assuming they are automated or insincere. They perceive job descriptions as vague, company communications as superficial, and assume recruiters will disappear at the first sign of inconvenience. These perceptions are not incidental; they are the result of industry practices that prioritize volume, speed, and automation over meaningful connection.

Outreach Challenges in Modern Recruiting

Historically, the difficulty in recruiting has never been about search—finding potential candidates—but about engaging them. Getting someone to care about a role or a company requires more than a template message or a generic LinkedIn connection request. It demands personalization, authenticity, and a foundation of trust.

The proliferation of AI-driven outreach tools has exacerbated the problem. Instead of elevating the quality of communication, many platforms perpetuate a cycle of automated email blasts, mass messaging, and superficial personalization—often indistinguishable from spam. This ‘race to the bottom’ under the guise of technological progress diminishes the perceived value of recruiter outreach and devalues the candidate experience.

The Missed Opportunity of Established Platforms

LinkedIn, with its vast network, extensive data, and frequent user engagement, could have been the perfect platform to rebuild trust in recruiting. However, its optimization for engagement—rather than trust—has led to the opposite effect. Automated connection requests, irrelevant recommendations, inbox spam, and engagement farming have conditioned users to view recruiter messages skeptically. The result? Candidates often assume every outreach is a bot, setting a bleak baseline for meaningful conversations that could potentially change careers.

A New Approach: Cultivating Trust Through Familiarity

The solution does not lie in developing yet another tool promising 10x outreach or superficial automation. Instead, it requires creating a space where engineers and candidates feel safe, respected, and valued. Such a platform would prioritize human connection over algorithmic manipulation—one that has already earned trust in other contexts, outside of recruiting.

Imagine a platform rooted in principles of transparency, respect, and genuine engagement—where candidates aren’t treated as mere leads but as professionals deserving honest interaction. This approach hinges on establishing, nurturing, and maintaining trust—making it the foundation upon which effective recruitment can be built.

The Path Forward: Designing for Trust

The hardest part of transforming recruiting isn’t deploying new features; it’s redesigning the entire experience to prevent behaviors that erode trust. This means eliminating practices like ghosting, bait-and-switch tactics, dark patterns, and mass-blast outreach designed to mimic human conversation artificially.

Instead, platforms must facilitate authentic interactions, where recruiters and candidates can believe in each other’s intentions. Success will not be measured solely by outreach volume but by the quality and sincerity of connections made.

Conclusion

The future of recruiting depends on reversing the trend of superficial automation and rebuilding trust at the core of human interaction. The next platform that understands this fundamental principle—prioritizing genuine relationships over relentless feature battles—will stand out. It won’t be the one with the most bells and whistles, but the one that fosters real confidence between professionals.

Ultimately, the path forward is clear: To repair a broken system, we must create environments where trust is earned, preserved, and valued once more. That’s the real innovation the recruiting industry needs—and the key to meaningful progress.

Went through SEVEN hours of interviews (with a total of 10 hours invested) only to be told I’m not qualified for the job?!

Understanding the Frustration of Job Search Rejections After Extensive Interviews

Navigating the job market can be an exhausting and often frustrating experience, especially when investing significant time and effort into multiple interview stages. Many applicants have faced situations where, after lengthy and seemingly positive interview processes, they are ultimately told they are not qualified — a situation that can feel disheartening and confusing.

A Recent Candidate’s Experience: The Lengthy Road to a Rejection

Consider the case of an individual in the midst of transitioning careers, who embarked on an ambitious two-month journey of securing a new role. During this period, they participated in numerous interviews across various companies, with the goal of breaking into a new industry segment.

This individual advanced to final interview stages with two companies, referred to here as Company A and Company B. They successfully received an offer from Company A, which, although their less preferred option, represented a tangible step forward. The offer was appreciated, marking a positive milestone in their career transition.

However, the experience with Company B — which was initially highly promising — proved to be complex and ultimately disappointing. The candidate was attracted not only due to the higher starting salary but also because of the role’s interesting nature and the company’s unique product. Their benefits package was appealing, including options for employee ownership.

The interview process with Company B was notably intensive. It commenced with a comprehensive assessment consisting of 50 questions to be completed in 15 minutes—a challenging and somewhat invasive step. Following this, the candidate engaged in multiple interview rounds:

• First Interviews: A recruiter and subsequent interviews went smoothly, with positive feedback.

• Third Round: A more demanding stage involving two interviewers and a required presentation prepared over several hours. This phase also included a timed assessment in Excel, purportedly testing aptitude or critical thinking skills.

• Final Round: An intense series of four consecutive, one-hour interviews with senior managers, a director, and the CEO, conducted via video calls with no breaks in between.

Throughout this process, the candidate received encouraging feedback, with interviewers praising their business acumen, background, and potential fit within the company.

The Unexpected Turn: Rejection and Surprising Feedback

Despite feeling confident after the interviews and receiving positive comments, the candidate was unexpectedly declined. The formal rejection email cited that the team appreciated their talent and potential but emphasized a preference for a candidate with prior experience in that specific role.

This revelation was startling, especially considering the extensive time invested — over seven hours of interviews and multiple rounds of preparation. It felt inconsistent with the prior positive feedback from interviewers and the detailed conversations held. The candidate expressed feelings of being misled and taken advantage of, questioning why earlier feedback did not clarify that experience was a non-negotiable requirement.

The Broader Lesson

This story illustrates a common challenge faced by job seekers: the dissonance between interview feedback and final hiring decisions. It underscores the importance of transparency in the recruitment process and managing applicant expectations. It also highlights the emotional toll of investing significant effort—preparing presentations, engaging in multiple lengthy interviews—only to learn that the core qualification was a prerequisite from the start.

For job seekers, this experience serves as a reminder to seek clarity early in the process regarding essential qualifications and to be prepared for instances where feedback may not align with interview impressions. While the frustration is real, perseverance and continued search can lead to better opportunities, as was the case for this individual who secured an alternative offer they found satisfactory.

In conclusion, the job market remains a challenging arena, but understanding the process and maintaining resilience are key. If you’ve faced similar situations, know that you’re not alone, and your effort is valuable—even if sometimes the outcome isn’t what you expect.

Hiring 2 people out of 40 applicants is ‘good’?

Understanding Recruitment Metrics: Is Hiring 2 Out of 40 Applicants Considered Success?

Navigating the hiring process can often be a challenging and sometimes discouraging experience. Recently, I had an insightful conversation with a recruiting firm about our current hiring efforts, which prompted me to reflect on what constitutes a successful recruitment outcome.

Our Current Hiring Landscape

At my organization, the responsibility of recruiting primarily falls on my shoulders and one other team member. I handle various tasks—from posting job listings on platforms like Indeed, screening applications, scheduling interviews, to onboarding new hires. Over the past week, I reached out to approximately 40 applicants. Among these:
– Ten responded positively to initial contact.
– Of those ten, five attended scheduled interviews.
– From those interviews, we ultimately hired two new team members.

While the outcome—hiring 2 out of 40—may seem modest, it’s important to contextualize these figures.

Insights from Our Recruiting Partner

Our conversations with a recruiting firm revealed that such metrics are, in fact, quite common across many industries. The recruiter assured us that hiring 2 individuals from around 40 applicants is considered within the typical range; in some cases, a 5-10% conversion rate from application to hire is seen as excellent. This underscores how challenging the recruitment process can be, especially when assessing candidate quality and engagement.

Reflecting on Recruitment Realities

These numbers highlight a broader reality: the pool of applicants is often larger than the number of truly qualified, responsive candidates. Many applicants may apply en masse or may not follow through with their applications, phone calls, or interviews. This means that, despite seemingly low yield rates, the pool of genuinely interested and qualified candidates is smaller than it appears.

Advice for Job Seekers

For those seeking employment, understanding this process can be encouraging. When facing fierce competition or seeing large applicant pools, it’s tempting to feel discouraged. However, the reality is that many applicants may not respond or follow through. Responsiveness, professionalism, and a proactive attitude can significantly improve your chances. Showing up prepared and punctual can set you apart from the crowd.

Final Thoughts

While the hiring process may sometimes seem opaque or discouraging, the key takeaway is that a modest success rate doesn’t mean failure. Employers often expect to interview many candidates before making a hire. For job seekers, understanding these dynamics can be empowering—your attentiveness and professionalism can make all the difference. Patience and perseverance, combined with a proactive approach, are your best tools in securing that next opportunity.

Navigating recruitment metrics can be complex, but with the right mindset and approach, both employers and candidates can find success amid the challenges.

Gotta say as someone who found this sub by accident random people on reddit really seems to not believe personality and/or soft skills matter.

Understanding the Impact of Personality and Soft Skills in Recruitment: A Reflection

In the realm of employment and hiring practices, there is often an ongoing debate regarding the significance of personality traits and soft skills. A recent reflection on a popular online community underscores a common misconception: that technical qualifications alone should determine a candidate’s suitability for a position, regardless of their demeanor or interpersonal skills.

Many recruiters and professionals recognize that while technical expertise is essential, it is only part of the larger picture. For example, a recruiter might point out that a candidate is not a good cultural or team fit, receiving some recognition in the form of positive feedback. However, a contrasting viewpoint frequently emerges within these discussions—one that minimises the importance of personality, suggesting that as long as an individual is qualified, their attitude or behavior should not matter. This perspective, often garnering substantial support, overlooks critical factors influencing workplace harmony and productivity.

The reality is that most jobs attract multiple qualified applicants. When the pool is that deep, personality becomes a rational differentiator. Traits such as teamwork, communication style, emotional intelligence, and mutual respect impact how well someone collaborates with colleagues and adapts to organizational culture. For instance, an individual whose personal beliefs or communication style conflicts with company values or team dynamics may not thrive, regardless of their technical prowess.

Moreover, job roles often require specific personalities to succeed. Consider a person wearing an inflammatory or provocative shirt in a professional environment, or someone with views that starkly contrast with the organization’s core values. Such differences can hinder integration and affect team cohesion. In some cases, certain personality types are ill-suited for particular duties—think of a high-stakes bomb disposal technician versus a corporate office worker. While both roles may require a similar skill set, the temperament and mindset suitable for each differ markedly.

A personal example can illuminate this point. While I am qualified for a sales role, I know that my anxiety around talking to strangers makes it impossible for me to perform effectively in commission-based sales. Conversely, roles that involve precise technical work, such as military Explosive Ordnance Disposal (EOD), demand a personality capable of maintaining composure under extreme pressure—a trait unlikely to serve well in a standard office setting.

The recurring narrative that “personality should not matter if a candidate is qualified” ignores the fundamental fact that no organization wants to work with difficult or incompatible individuals. For sustainable team dynamics and organizational success, soft skills and personality traits are just as crucial as technical capabilities.

This reflection is shared in a casual context—sparked by a moment of introspection while reading a community’s top posts after a few drinks. Nevertheless, it highlights a vital aspect of modern hiring: the need to balance qualifications with interpersonal qualities.

In conclusion, recognizing the importance of soft skills and personality traits is essential for creating cohesive, efficient, and positive work environments. Both employers and candidates should appreciate that technical ability alone does not guarantee success—how one interacts, communicates, and aligns with organizational culture are equally vital components of professional excellence.

Is it just me or do people not use Linkedin anymore?

Evaluating LinkedIn Engagement: Is the Platform Losing Its Effectiveness?

In recent months, many professionals and recruiters have observed a notable decline in engagement metrics on LinkedIn, prompting questions about the platform’s current efficacy.

A common concern among users is the reduced response rates to InMail messages. Traditionally, LinkedIn’s InMail feature has been a valuable tool for outreach and networking, boasting response rates that often hovered around 30%. However, recent reports suggest that these rates have significantly declined, with many users experiencing response rates between 15-18%.

It is important to note that these figures typically exclude responses such as “thanks but no thanks,” indicating that the actual engagement might be even lower. As a result, some users are questioning the return on investment (ROI) they receive from LinkedIn Recruiter and other premium features, especially when coupled with the perceived decrease in meaningful interactions.

This trend raises an important inquiry within the professional community: Is LinkedIn still as effective as it once was, or are users feeling a disconnect from the platform’s advertised potential?

While individual experiences may vary, this collective sentiment underscores the need for professionals and recruiters to reassess their outreach strategies and explore supplementary channels for engagement.

In conclusion, if you’ve also noticed diminished response rates or a decline in LinkedIn interactions, you are not alone. The evolving landscape of social and professional networking platforms calls for adaptive strategies to maintain meaningful connections and achieve desired outcomes.