Us Healthcare Recruiter

Job Opportunity: US Healthcare Recruiter
Company: Devcare Solutions
Position: US Healthcare Recruiter
Experience Required: 0.6 to 6 years in US healthcare
Work Mode: In-office
Notice Period: Maximum 30 days (We are looking for immediate joiners)
Location: Chennai (Onsite)

Preferred Experience: Familiarity with roles such as RN, LPN, LVN, CNA, STNA, and Registered Nurse

If you’re interested, please send your updated resume to [email protected]
For inquiries, contact: 9940103319

Fee on a 4.5m USD project

Subject: Seeking Guidance on Fee Structure for a $4.5M Project

Hello everyone,

I hope you can provide some insights.

I’m currently working as an internal Talent Acquisition specialist and have recently completed a project where I assembled a team for our client. Over the next 12 months, our company is set to receive $4.5 million from the client, alongside a net revenue of $1.8 million.

This is my first venture into RPO and offshore recruitment, and I’m now in the process of discussing the fee and potential bonus structure. I would love to hear your thoughts on what is typically charged in these situations.

I’m anticipating that agencies might bill between 15% and 20%.

Thank you for your help!

Best regards,

Linkedin/HR/IT query for people in the following industries

LinkedIn/HR/IT Inquiry for Professionals in Relevant Fields

Hello everyone! I’m reaching out to seek your insights on a challenge our corporate team is currently facing. While this post is primarily directed at those in HR, I welcome input from anyone who might have expertise to offer! I frequently turn to Reddit for solutions, and it has proven invaluable. Just to provide some context, I work as an assistant at a recruitment firm that specializes in specific sectors, and I’m also a student studying outside of the industry.

We’re currently working with a substantial network on LinkedIn, where we have approximately 4,500 connections. Our goal is to efficiently transfer these connections into an HR portal, specifically the RECRU portal, developed by a Slovak company. We aim to migrate the profiles along with all available information seamlessly.

RECRU offers a plugin that allows users to upload LinkedIn profiles in PDF format, which then extracts and imports the entire profile data into our database. This method is fast and captures comprehensive profile details; however, the limitation is that we can only download 100 profiles per month from LinkedIn, which is quite restrictive.

Alternatively, we can also import data through CSV format. Unfortunately, using LinkedIn’s official export tool yields minimal information – just names, positions, and companies – which isn’t sufficient for our needs. While I’ve heard about various data scraping tools that could potentially extract more data, we are hesitant to venture down this path without knowing which solutions are reliable, as we want to avoid risking our LinkedIn access.

At this point, we’re exploring our options and would love to hear from anyone who has faced a similar issue. How did you overcome it? While manually transferring 4,500 profiles to RECRU is a last-resort option, we’re keen to find a more efficient solution.

Is there another HR portal that might handle this migration more effectively?

Thank you in advance for any insights or suggestions you can provide!

[Need advice] Employment gap

[Seeking Advice] Employment Gap

I recently accepted a job offer and am currently undergoing a background check. When I initially applied, I didn’t list Company 4 on my resume (you can see the history in the trail). As part of the background check process, I was asked to complete a form that includes gaps in employment. In this form, I included all my work experiences, unlike the original resume I submitted. Is this acceptable?

I initially left out Company 4 because I was concerned it might make it look like I was constantly changing jobs. In past interviews, this raised some flags, even though I was able to explain my situation. Here’s how my employment history now looks:

• Company 1: June 2005 – June 2016
• Company 2: June 2016 – January 2018
• Business: January 2018 – July 2018
• Company 3: July 2018 – June 2022
• NGO work: June 2022 – present
• Company 4: September 2022 – January 2023 (the job I initially skipped)
• Gap for health reasons: January 2023 – February 2023
• Company 5: March 2023 – September 2023
• Freelance work: September 2023 – present

Any thoughts on this situation would be greatly appreciated!

Back into recruitment after 10 years – Most difficult questions to expect

Returning to recruitment after a decade – Key questions to anticipate
As I prepare for interviews in the next few days, I reflect on my past experience of securing every job I’ve interviewed for. However, after such a long break, this process feels a bit unusual.

For those hiring new recruiters, what are some straightforward questions I should be ready for? Additionally, what unexpected or unconventional questions might come my way?

Downsides to working with an executive recruiter?

Are there any drawbacks to partnering with an executive recruiter?

I recently embarked on my job search for Sr. Director or VP positions in the biotech sector. Today, I spoke with a recruiter who offered to create a brief profile for me and share it with his network in the industry. It seems like a great opportunity, but I’m curious if there are any potential downsides to consider.

IT Agency Recruiters

IT Agency Recruiters

I’m transitioning into IT Recruitment and I recognize that specializing will likely be necessary.

I have a few questions:

1. What areas in IT should I focus on over the next 10-20 years?

2. Are there any specific fields in IT that I should steer clear of for any particular reasons?

3. Is there a specific IT field that is generally considered better to work in than others?

4. I’m looking for long-term specialization. Does contract work foster long-term relationships as effectively as permanent roles do?

Remote recruitment opportunity

Remote Recruitment Opportunity

Hi everyone! I’m on the lookout for remote recruitment opportunities but haven’t been able to find any on LinkedIn. If anyone has leads or is currently hiring, I would greatly appreciate your help! I have 2 years of experience in technical recruitment. Thank you!

Are all recruitment agencies the same?

Are All Recruitment Agencies the Same?

I previously worked in Talent Acquisition for a company, which was a rewarding experience overall, despite some personal and cultural challenges over the years. Recently, I transitioned to a consulting firm as a headhunter to explore the agency side of recruitment. Unfortunately, it turned out to be a disappointing experience.

At this agency, the focus was heavily on numbers rather than on people. We were expected to complete 30 phone screenings each week, even when there were no live positions available. Additionally, we had to send LinkedIn messages to secure at least one candidate daily for showcase—even without an active role to present them for! This often meant misleading candidates by suggesting that we would eventually connect them with clients willing to hire.

Another frustrating aspect was being instructed to work on roles that weren’t officially live yet, merely in negotiation stages. This meant we would actively seek out candidates, but often, the client wouldn’t follow through, resulting in a lot of wasted effort.

The agency’s practice of onboarding new clients without a retainer was problematic too. We would present candidates with the understanding that payment would be made after a hire, but this frequently led to clients pursuing candidates independently instead of finalizing the deal through us.

I often felt uneasy going into work, knowing I had to make calls under false pretenses. Missing my weekly quota meant a “productivity call session” with management, which was a stressor I couldn’t afford to ignore.

I eventually left that job and returned to internal recruitment, which has been significantly more manageable. Now I’m curious: Do all recruitment agencies operate this way? Was I just unlucky? I want to avoid a similar situation in the future, especially since every role and company can seem fantastic during interviews.

Thanks for your insights!

EDIT: I almost forgot to mention the compensation. I’m based in Brazil, and while my role involved Canadian clients, the pay was dismal. The commission structure was painfully low—just 0.028% of the deal for me, compared to what I later learned was a more beneficial arrangement for my Canadian colleague, who mentioned her commission was enough to purchase an Apple Watch. Mine barely covered a nice pizza! Is this typical in North America?

Anyone in advertising? Need advice on portfolio?

Is there anyone in the advertising field who can offer some guidance? I’m currently applying for graduate internship programs and would love some advice on how to enhance my portfolio to improve my chances of success. Thank you!