Are you using LinkedIn Recruiter to find candidates?
Are you utilizing LinkedIn Recruiter to search for candidates? It’s as straightforward as that.
Why did you choose to MBO rather than set up yourself?
Title: What Influenced Your Decision to Pursue an MBO Instead of Starting Fresh?
Hi everyone! I’m reaching out to recruitment business owners who opted for a Management Buyout (MBO) instead of launching their own venture. What led you to this decision, and how do you feel about it in retrospect?
I’m also interested in hearing from those who had the chance to pursue an MBO but chose a different path.
Thank you!
When to resign?
When Should I Resign?
I’m a Tech Recruiter in Dubai with 3 years of experience and have just accepted an offer from a global firm. However, my joining date has been pushed back due to travel plans.
I haven’t formally resigned yet because I’m anticipating being placed on garden leave, even though I have a two-month notice period.
I’m currently on annual leave from December 1-7 and will be receiving my paycheck on December 1 (I want to collect my commission before resigning, as I won’t be eligible for it afterward).
I’m considering resigning when I return to work on December 9. However, I’m unsure how long my handover process will take; legally, it could stretch up to two months. This is a significant risk since I’ve indicated to the new employer that I would join by the end of December, based on the expectation that most people transition to competitors fairly quickly.
I would 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 tech development company with around 400 employees. They mentioned that their company uses a “Unified Candidate Database,” which they share with several other companies in the industry. I’m curious to know whether this database is shared with just a handful of companies or if it extends to 100 or more.
Has anyone come across such databases before?
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 use on LinkedIn Recruiter?
I notice that my main page shows a history of the search strings I’ve used along with the timestamps. Are these search strings only accessible to me, or can my employer see them as well? I’m assuming this is related to the corporate license. Thanks for your help!
Looking for a Recruitment Mentor
Subject: Seeking a Recruitment Mentor
Hello everyone,
I’ve been working in recruitment for the past year, specifically in the education sector, and I’m eager to connect with a mentor who can help me elevate my skills and become a top-billing consultant. I believe I have the potential, but I could greatly benefit from the insights and guidance of someone with experience.
If you’re open to mentoring me or know anyone who would be, please feel free to comment or send me a direct message. I would be extremely grateful!
I am also willing to discuss compensation for your time.
Thank you!
Seeking Advice from Recruiters on Testing Our New AI Platform
Request for Feedback from Recruiters on Our New AI Recruitment Platform
Hello everyone!
My team and I are in the process of creating an innovative conversational AI recruitment platform. We understand that transitioning to a new tool can be challenging, and our platform is still in development. We’re looking for our first users and would greatly value your insights.
What incentives would motivate you to give our platform a try? Additionally, what key factors do you consider when selecting a recruitment tool or ATS system?
Your feedback would be immensely helpful. Thank you!
Tips on asking for a raise promotion?
Advice for Requesting a Raise or Promotion
I’ve been with a large national healthcare staffing agency for a year and feel it’s time to request a performance review.
My performance stands out among my peers—I’m currently ranked #1 in the office for submittals, offers made, and accepted offers for 2024. So far, I’ve submitted 250 unique candidates this year, which is three times the office and regional average, and 105 more than the next highest recruiter. In terms of offers made, I’m at 85, which is four times the office average and twice the regional average. My billing has reached almost $400K, with an average commission of 3.5%.
Regionally, I’m ranked #3 out of 100 recruiters in submittals and #16 in offers, with notable spikes like certain weeks seeing up to $16K in billing.
Despite this strong performance, I’m feeling underwhelmed with my compensation. I currently earn a base salary of $55K and have a decent, but not impressive, commission structure. Even with my exceptional performance metrics—often hitting 2-4 times the office averages—I’m not on track to meet my goals this year or receive any bonuses.
To prepare for this conversation, I’ve created a PowerPoint to present my achievements to my boss and discuss potential raises, bonuses, or even a promotion (ideally all three!). I’m considering aiming for either a senior recruiter role or a significant salary increase.
Do you think this approach is too aggressive? What would be a realistic request for a raise or promotion in my situation? Since my experience in recruiting is limited, I’m unsure how much leverage I actually hold. How does my performance compare in the broader context? If my request for increased compensation isn’t feasible, should I consider other job opportunities? I enjoy my current office and colleagues but would like to explore where I could find better pay. I do have around eight months of experience as an account manager/recruiter prior to this role.
Summary:
I’ve spent a year in staffing with strong performance metrics but low pay, and I’m seeking guidance on how to effectively ask for a raise. Any advice would be appreciated!
Taking clients with you
Bringing Clients Along
I’m seeking advice on how to start a conversation with my clients about potentially joining me at a new agency. This transition will involve new business terms, including possibly higher rates than what they’re currently contracted at.
After I officially resign, I’ll need to transition my clients to another team member at my current agency. However, I’d prefer to bring them with me. Since I haven’t navigated this kind of situation before, I would greatly appreciate guidance from those with more experience on how to best initiate this discussion and manage the handover process. Thank you!
Starting new US firm as a non resident
Launching a New Recruiting Firm in the US as a Non-Resident
Hello, fellow recruiters! I’m in the exciting phase of starting a new firm after selling my previous business, which focused on recruiting traders on an international scale. Moving forward, I plan to concentrate exclusively on the US market while operating from the UK.
With my last venture, registering in Delaware was straightforward for non-residents. I’ve also heard good things about Wyoming as an alternative.
My question is: what are the key differences between registering a business in Wyoming versus Delaware? Any insights you can share would be greatly appreciated!