When to resign?

When’s the Right Time to Resign?

I’ve been working as a tech recruiter in Dubai for three years, and I recently accepted an offer from a global firm. However, my start date has been delayed due to my travel plans.

I haven’t officially resigned yet because I expect I might be placed on garden leave, even though I have a two-month notice period.

I’m on annual leave from December 1-7 and will receive my pay on December 1, which means I want to collect my commission before resigning; otherwise, I won’t be eligible for it.

I’m considering submitting my resignation when I return to work on December 9. However, I’m uncertain about the handover period since, legally, it can be up to two months. This timeline feels risky because I’ve already informed the new employer that I’d be joining by the end of December. Typically, people transition to competitors within just a few days or a week.

I’d appreciate any thoughts or advice on how to navigate this situation!

Unified Candidate Database, is this a thing?

Is a Unified Candidate Database a Reality?

I recently spoke with a friend who works as an HR Manager at a company with around 400 employees in the IT and tech development sector. They mentioned that their organization uses a “Unified Candidate Database” and shares it with other companies in the industry. However, I’m not clear whether it’s shared with just a handful of companies or over a hundred.

Has anyone else encountered a similar database?

Is my manager/company able to see the search strings I use on LinkedIn Recruiter?

Can my manager or company view the search strings I’ve used on LinkedIn Recruiter?

On my main page, there’s a history of the search strings I’ve entered along with timestamps. Are these search records private to me, or can my employer also access them? I suspect this is tied to the corporate license. Thanks for your help!

Looking for a Recruitment Mentor

Seeking a Recruitment Mentor

Hello everyone,

I’m currently in my second year as a recruiter in the education sector and am on the lookout for a mentor to help me excel and reach my goal of becoming a top-billing consultant. I believe I have untapped potential, but I could really benefit from the insights and guidance of someone with experience in the field.

If you’re available to mentor me or if you know someone who might be interested, please feel free to comment or send me a direct message. Your help would mean a lot to me!

I’m also open to paid mentorship options.

Thank you!

Seeking Advice from Recruiters on Testing Our New AI Platform

Request for Insights from Recruiters on Testing Our New AI Recruitment Platform

Hello everyone!

My team and I are in the process of building an innovative conversational AI recruitment platform. We understand that transitioning to a new tool can be challenging, and while our platform is still a work in progress, we’re excited to engage with our first users.

We would greatly appreciate your thoughts on a few key questions: What incentives would motivate you to give a platform like ours a try? Additionally, what factors do you prioritize when selecting a Recruitment Tool or ATS system?

Thank you in advance for your valuable feedback!

Tips on asking for a raise promotion?

Advice on Requesting a Raise or Promotion

I’ve been employed at a large national healthcare staffing agency for a year now, and I believe it’s time for a performance review.

My performance metrics are significantly higher than my colleagues. So far in 2024, I’m ranked #1 in the office for submittals, offers made, and accepted offers. I’ve submitted 250 unique candidates this year, which is three times the office average and 105 more than the next highest recruiter. I’ve achieved 85 offers made—four times the office average and double the regional average—along with 65 accepted offers, which is three times the office norm and twice the regional average. My billing stands at nearly $400K, with an average commission of 3.5%.

Regionally, I’m #3 among 100 recruiters for submittals and #16 for offers.

Despite my achievements, I’m unhappy with my compensation. I currently earn a base salary of $55K combined with good but not outstanding commission. Even with my results being 2-4 times above the office average, I’m not on track to meet my goals or qualify for a bonus this year.

To make my case, I’ve put together a PowerPoint presentation outlining my performance statistics, and I plan to discuss potential raises, bonuses, or promotions—ideally, all three! What is a realistic request? I’m aiming for a senior recruiter role or a substantial salary increase.

Am I being too aggressive? What should I realistically pursue in terms of compensation growth or promotions? Since I’m relatively new to recruiting, I’m unsure about the leverage I have. How does my performance stack up in the bigger picture? If they can’t increase my compensation, should I consider leaving? While I enjoy working with my coworkers and in my office, I’m curious to know where I might find better compensation in other companies or industries. I also have around 8 months of experience as an account manager/recruiter prior to this role.

TL;DR
I’ve been in staffing for a year, have high performance metrics, but low pay. Seeking advice on requesting a raise or promotion.

Taking clients with you

Transitioning Clients to a New Agency

I’m looking for advice on how to approach my current clients about coming to work with me at a new agency. This transition would involve updating terms of business and potentially adjusting rates compared to what they currently have.

Once I resign, I’ll need to pass the relationship to another team member, but I’d really like to bring my clients with me. Since I’ve never navigated a situation like this before, I would greatly appreciate guidance from anyone with more experience on how to kick off this conversation and manage the ‘handover’ process effectively. Thank you!

Starting new US firm as a non resident

Launching a New US Recruitment Firm as a Non-Resident

Hello, fellow recruiters! I’m in the exciting process of establishing a new recruitment firm, following the sale of my previous business that focused on international trader recruitment. This time, I aim to concentrate solely on the US market while continuing to operate from the UK.

In my last venture, I registered the business in Delaware, which was straightforward for non-residents. I’ve also heard that Wyoming offers a similar ease of registration.

I’m curious about the differences between registering in Wyoming versus Delaware. If anyone has insights or experiences to share, I would greatly appreciate it!

Recruitment franchise

Franchise Opportunity in Recruitment

Thoughts on a candidate recruiting tool?

What are your thoughts on a candidate recruiting tool? Here’s my vision, simply outlined (please be gentle with your feedback!):

1) Application Tracker: This feature would cater to serious job seekers targeting specific roles or industries. Similar to an Applicant Tracking System (ATS), candidates would input the job they’re applying for, track their progress, and provide feedback about their experience for others considering the same company. This isn’t just another mass-application tool.

2) Profile Building and Job Matching: Users would create a personal profile and utilize the tool to scrape the internet for job listings that align with their qualifications. They can collaborate with real recruiters for personalized support on their applications and networking strategies.

3) AI Integration: The tool would include AI features to assist with resume and cover letter creation, plus a built-in email drafting tool for follow-ups and outreach.

Do you see value in this from a candidate’s perspective? What do you like, and what suggestions do you have for improvement or additions?

Thanks in advance for your insights!