Recruitment – non complete Claus and career change

Career Transition and Non-Compete Concerns

Hello everyone,

I hope this message finds you well. I am currently exploring a potential career change and would greatly value any insights from those who have faced a similar situation.

At present, I work at a tech recruitment agency specializing in placements within trading firms and hedge funds—a niche sector with a limited client pool. The organization I’m looking to join overlaps with some of the clients my current employer services. Unfortunately, my current company has previously warned of legal action if I were to transition to a competitor and work with these clients within a one-year timeframe. They have even monitored past employees to ensure compliance.

I am genuinely enthusiastic about this new role as it seems like a fantastic step forward in my career. However, I’m apprehensive about the potential legal repercussions involved. If anyone has navigated a similar path or has advice regarding non-compete clauses, I would be truly grateful for your perspectives.

Thank you for your assistance!

Here is a summary of my non-compete clause for reference:

• 17.2 The Employee agrees not to engage with any competitors without prior written consent from the Company, either directly or indirectly, in any capacities listed below, for the specified duration post-termination.

• 17.2.1 For three months following termination, no involvement in supplying services in the relevant area.

• 17.2.2 For six months post-termination, soliciting business from any professional contacts.
• 17.2.4 For six months post-termination, supplying services to professional contacts or dealing with clients.
• 17.2.5 For six months post-termination, soliciting business from candidates or prospective candidates.
• 17.2.6 For six months post-termination, soliciting employment of key employees in a competing business.
• 17.2.7 For six months post-termination, employing key employees in a competing business.
• 17.2.8 At any time after termination, misrepresenting any connection to the Company or using any company-associated names.

I will also be adhering to the company’s post-termination policies outlined in the employee handbook.

I appreciate your thoughts and advice!

Is it weird if I call hiring manager if phone wasn’t given?

Is it inappropriate to call the hiring manager if I don’t have a direct number?

Hey everyone! I recently came across an internship opportunity at a company in my city that I’m really excited about. The listing on my university’s website provided most of the details, including the hiring manager’s name and email, but unfortunately, it didn’t include a phone number.

As part of my research, I found the manager’s LinkedIn profile and noticed a business phone number listed there. Would it be strange if I called this number to introduce myself and express my enthusiasm for the position?

Do you think this approach could help me stand out among the many applicants, or is it better to stick to email communication?

Thanks for your thoughts!

Need help for recruitment Facebook ads

Assistance Needed for Facebook Recruitment Ads

Hello everyone!

I’m reaching out for help with boosting a post on our recruitment page. Unfortunately, it has been getting rejected by Meta, who claims it is deceptive, even though we are genuinely looking to hire. I really need some guidance.

What should I avoid including in my ad?

In my post, I’ve added:
– Requirements
– Job description
– Salary and benefits
– Link to the application form

Am I potentially missing something or violating any guidelines?

I would appreciate any advice you can offer. Thanks!

Candidate engagement with sourcing/interview materials – Does it matter?

Does Candidate Engagement with Sourcing and Interview Materials Matter?

Do you pay attention to whether candidates engage with the materials you share during the sourcing or interview process?

Consider these points:

• Are they clicking the links you provide?
• Are they taking the time to read the prep guides or explore company content?
• How does their level of engagement— or lack of it— affect your impression of them and your candidate priorities?

We’d love to hear your thoughts!

Agency calls

Agency Follow-ups
I began my accounting position nearly 8 weeks ago, and I got the job through a recruitment agency. The agent who placed me has reached out several times to see how things are going. I’m just wondering what their motivation is for checking in on me so frequently.

Seeking Recommendations for an AI-Enhanced Recruitment Tech Stack

Looking for Suggestions on an AI-Powered Recruitment Tech Stack

Hello r/Recruitment community,

I’m reaching out to gather your insights on creating a streamlined recruitment tech stack for our caregiving agency, which has a varied hiring landscape. We focus on both specialized roles (similar to LinkedIn-style recruitment) and high-volume positions like caregivers and housekeeping staff. Our main objective is to automate significant aspects of our recruitment process, particularly by harnessing AI for calls and follow-up tasks.

Our Essential Requirements:

1. Applicant Tracking System (ATS):
2. A user-friendly interface with strong automation and AI functionalities.
3. AI-Driven Candidate Engagement Tool:
4. Automates interactions across diverse channels, including voice, SMS, and WhatsApp.
5. Dialer and Messaging Solution:
6. Capable of power dialing, SMS, and WhatsApp communication.
7. Incorporates features to reduce the chances of calls being marked as spam.
8. AI Support for Calling and Follow-Up:
9. Employs AI for outbound calling and follow-up communications, ensuring prompt and tailored candidate interactions.

Considerations:

• Seamless Integration: The platforms should work cohesively without requiring complicated setups.
• Automation: Must possess the capability to automate repetitive tasks to enhance efficiency.
• Multi-Channel Communication: Should support calls, SMS, and WhatsApp for effective candidate engagement.
• Spam Prevention: Must include features that help minimize outbound calls being flagged as spam.
• Cost-Effectiveness: Affordable options that deliver great value for the features they provide.

Platforms We’ve Explored:

• ATS: Loxo, Zoho Recruit, Breezy HR, Workable, Recruitee, Lever.
• AI Engagement: Paradox (Olivia), ORA AI, Sense, XOR.
• Dialer/Messaging: Kixie, Orum, 2X Connect, EltoDialer, Salesfinity AI.

Challenges We’ve Encountered:

• Ensuring smooth integration among the ATS, AI engagement tool, and dialer/messaging platform.
• Maintaining a straightforward interface across all applications.
• Balancing advanced capabilities with affordability.
• Keeping everything within a manageable budget.

Questions for the Community:

• Integration: Which combinations of these tools have you successfully linked together?
• User Experience: Which platforms provide the most user-friendly interfaces?
• Cost vs. Features: Are there any platforms that strike a great balance between advanced features and cost?
• Spam Prevention: Which dialer/messaging solutions offer effective measures against spam tagging?
• AI for Calling and Follow-Up: What tools have you found effective in utilizing AI for outbound calling and follow-up?
• Other Recommendations: Are there additional platforms we should consider that meet these needs?

Your feedback and experiences would be invaluable in helping us build an efficient and integrated recruitment tech stack. Thank you in advance for your suggestions!

How can automation help you?

How can automation benefit you?
Recruiting involves numerous time-consuming tasks such as scanning resumes, arranging interviews, and keeping in touch with candidates. While automation tools currently assist with some of these processes, there are still gaps. What’s one task you wish could be automated but isn’t possible yet?

Waiting to hear…

Anticipating a response…
When you’re promised an update on a specific day, but that day comes and goes without any news, would you typically assume you didn’t get the job?

Recruiter to BDM

Title: Transitioning from Recruiter to BDM

Hi everyone,

I’d love to connect with UK-based Recruiters who have successfully transitioned into full-time Business Development Manager (BDM) roles, whether in recruitment or other fields.

I’m curious to hear about your journey. Was the shift a positive experience? Do you have any tips for someone considering making this move in the future?

Thanks for sharing!

Seeking advice on apetite for new recruitment CRM and ATM

Request for Feedback on New Recruitment CRM and ATS

Hello everyone,

My team and I are excited to share that we are in the process of developing a new recruitment tool, and we’re about to launch the first phase. We would love to get your input!

To give you an overview, our app is primarily a recruitment CRM, with plans to integrate an applicant tracking system (ATS) shortly after launch. Our main goal is to create a user-friendly platform that can be easily accessed on mobile devices, though it won’t be a traditional phone app. In the next phase, we aim to incorporate features for managing temporary and contract workers, including timesheet submissions for approval. Once we have these core functionalities in place, we’ll turn our focus to automation.

Having worked as a contractor with numerous recruitment agencies, I’ve often been surprised by the outdated and overly complex systems they use, frequently facing downtimes. This inspired the development of our app.

We plan to target smaller agencies initially, with the goal of expanding to larger organizations as we roll out complex reporting features. We’re considering offering a three-month trial period, with a pricing structure around $40 USD per user (final pricing TBD).

We would greatly appreciate your thoughts on the following:
1. Is there interest in a tool like this?
2. Does our pricing model seem appropriate?

Thank you for your feedback!