Headhunter side hustle

Side Hustle in Headhunting

Hello everyone,

I’m in the process of launching an agency focused on commercial roles such as SDRs, AEs, Customer Success, Account Managers, and Sales Management (both AE & SDR). I’ve been busy laying the groundwork, including developing a website, defining my target market, identifying my ideal customer profile, crafting a go-to-market strategy, and planning my marketing efforts. I’m nearly ready to go live!

I have a question for those who’ve ventured into headhunting while still employed: Did you find that your current job impacted your ability to attract candidates? Currently, I work as an Enterprise Account Executive, but I intend to resign once I successfully place a few candidates.

One concern is that candidates may notice my current title when they view my profile. I’ve kept this endeavor under wraps from my current employer, so I’m not fully transparent on LinkedIn. I’ve discussed my plans with my management, but they don’t seem to take my side hustle seriously.

Any insights or experiences would be greatly appreciated!

Omg so real

Wow, this is so true!

“Dear Recruiters,

If you’ve already made your decision about who will get the job, let’s make it a norm to skip the interviews that are just for show.

Many candidates are spending money on transportation, purchasing new clothes they can’t really afford, and nurturing hope that can often lead to disappointment. It’s a tough situation out there.

A bit of transparency can make a huge difference. It’s not only about filling a position; it’s about valuing people’s time, dedication, and dignity.”

I came across this on LinkedIn and felt it was worth sharing.

Struggling to find candidates – UK

Challenges in Finding Candidates – UK

I’m currently recruiting for a position in the manufacturing sector, but I’m facing significant challenges in sourcing candidates due to limited accessibility. As part of a small recruitment agency, I primarily utilize CV-Library and our internal database, but I often exhaust my options quickly, especially since the roles we fill are located in hard-to-reach areas.

Additionally, the salaries offered by our clients (particularly in London) and the job requirements are not very competitive, making it even more difficult to attract candidates.

Given these circumstances, I’m in need of assistance finding suitable candidates. Are there any alternative sourcing strategies or platforms that recruiters in the UK have found effective? I’ve already tried sharing opportunities on Facebook and WhatsApp groups, but I’ve not seen much success. Any insights or recommendations would be greatly appreciated!

Small agencies = bad client

Small Agencies Don’t Equal Bad Clients

Hey everyone, posting here for the first time! I’ve noticed many discussions suggesting that small agencies with their limited client base can be a red flag, especially for newcomers in the industry. I completely disagree!

I joined my company four years ago at the age of 22, when we had just 13 employees, including two others who were hired around the same time. I received training and started working on developing relationships with existing clients, which helped me learn the ropes. Within six months, I was fully engaged in new business development. By the seventh month, I had secured three new clients, and within a year, I was billing £10k each week on contracts. Over the past four years, I’ve brought in about 20 new clients, with around 40% of them becoming regulars. Through this approach, I’ve consistently billed between £300k and £400k annually, and I’m on track for £500k this fiscal year.

I share this because I’ve seen a lot of advice discouraging new recruiters from taking opportunities at small companies with so-called “bad” clients. My point is that even with minimal infrastructure, you can build a successful business within a small agency and rise above any challenges posed by a less-than-ideal environment.

To all new recruiters out there, my advice is to persevere and think creatively. Success is within your reach!

TL;DR: Don’t underestimate small recruitment companies or those with only a few clients. You can create your own success story within a small agency!

Agency references

Agency References

Hi everyone,

I’m seeking some advice. I’m currently in the process of applying for a position in the civil service, but as we all know, the onboarding process can be quite lengthy.

A friend suggested that I pick up shifts with the agency Blue Arrow, which I’m interested in pursuing. However, I’m curious—if I’m successful and transition to the civil service, will Blue Arrow be able to provide me with a reference? I’m concerned that the companies they contract with might not want to give a reference since I would be working as an agency staff member. As we know, the civil service has strict requirements when it comes to references.

Thanks in advance for your help!

AI/Innovations in Hiring

AI and Innovations in Hiring

Hello Everyone,

I’m not a recruiter, but rather a researcher diving into the world of AI in hiring.

Currently, I’m developing a toolkit aimed at helping development professionals enhance AI-driven hiring systems, with a strong emphasis on transparency and explainability. These aspects are crucial for both candidates and recruiters, as many job seekers often report a lack of feedback, and recruiters sometimes struggle to optimize these automated processes.

My primary focus is on the initial resume screening stage.

I’ve already had discussions with recruitment professionals and noted some of the challenges they face, including the limitations of search engines for recruiters and the potential risks involved in providing feedback to candidates.

As information on these systems is somewhat scarce, I’m reaching out to this community to gather insights.

I would greatly appreciate it if you could share your experiences with AI in hiring systems or any innovative solutions you’ve come across. If possible, please include the names of the systems you’re referring to (I plan to reach out to these organizations for further insights).

Feel free to share any frustrations you’ve faced with these systems as well; I might be able to develop solutions based on your feedback in my research.

Although my research is still in the early stages, it will be open-source, with the ultimate goal of creating more effective and satisfying hiring systems for both recruiters and candidates.

Thank you for your time!

Wishing you all a wonderful day!

Terms of business

Business Terms
Does anyone have a template for terms of business that I can adjust for the Australian market? Your help would be greatly appreciated!

Using SEEK/Hiring in the Phillipines

Hiring in the Philippines: Seeking Advice

While we are still in the process of preparing to launch operations in the Philippines—likely within the next six months—we’re looking to contract an individual there in the meantime. Does anyone have suggestions on how to advertise on SEEK (Jobstreet) or any other platform in the Philippines, despite not having a registered business in the country yet? Any guidance would be greatly appreciated. From my research, it seems that advertising on the Australian site doesn’t allow for overseas visibility. Thank you!

I AM LOOKING FOR A JIB IN FOOTBALL

Seeking a Jib in Football

Hello! I am a dedicated and passionate young football coach with three years of experience in individual player development (U14, U16, U17) and seven months as an assistant coach for a U16 team. My expertise includes designing training sessions tailored to various skill levels, group sizes, and tactical focuses, along with creating structured annual, monthly, and weekly training plans. I prioritize player growth by applying age-appropriate methods to enhance both individual skills and team dynamics.

My coaching philosophy centers around delivering fun and engaging sessions that not only challenge players but also promote their development—both as individuals and as part of a team. I firmly believe that enjoyment and structured improvement are interconnected, enabling players to achieve their full potential in a supportive environment.

You can check out my credentials, experience, and projects on my LinkedIn profile: www.linkedin.com/in/alexander-dobrev-01217230b

As a Bulgarian national with an EU passport, I’m eager to explore new opportunities in football!

Reading resumes felt like I am wasting my time

Reviewing resumes felt like a time sink. As a solo recruiter seeking a digital campaign manager, I expected around 40 to 50 applications. Instead, I was overwhelmed with 500 in just two weeks.

Sorting through each resume seemed like an endless task. It took me 4 to 5 hours just to narrow it down to 100 candidates, and managing those applications was even more challenging.

Am I taking too long?

In search of a solution, I decided to create an assessment for the candidates. To my surprise, nearly 50% of them didn’t complete it.

I was back to sifting through 250 applications while also reviewing their assessments. Then I discovered AI agents. I built one to help me automate several tasks:

1. Pre-filter candidates before the final interview
2. Rate each candidate based on their assessment responses
3. Provide tailored feedback to each candidate

I can confidently say this approach worked wonders for me. Candidates appreciated the assessment, with many sharing it with their friends. I ended up with 267 responses, and 17 individuals who didn’t even apply took the time to fill out the assessment, likely just for the personalized feedback.

What are your thoughts?