what ATS or recruitment system your company uses?
What ATS or recruitment system does your company utilize? If you don’t see your ATS listed, feel free to leave a comment!
What is considered a “million dollar” biller?
What defines a “million dollar” biller? I recently collaborated with someone who referred to himself as a million dollar biller. After looking into his accomplishments, I discovered he reached that milestone over four years. To me, and in the context of every organization I’ve been part of, he would be classified as more of a $250k biller at most.
Where will my promotion to Recruitment and Operations Manager lead my career…
Where Will My Promotion to Recruitment and Operations Manager Take My Career?
I’ve been working at a recruitment firm for over four years now, starting my journey as a recruitment consultant. I enjoyed the role initially, but by my second year, the routine began to wear on me.
Driven by a strong interest in technology, I decided to dive deeper into the Applicant Tracking System (ATS) we were using. I worked with an external consultant for a year to enhance it, but ultimately discovered it was inefficient—more suited for internal HR teams than recruitment firms.
I shared my findings with leadership and suggested we look for specialized tools that better fit our needs. I know I sparked this change myself, but I’m grateful it pulled me out of my headhunting routine.
Fast forward to now: we’re about to launch a new recruitment software with a more streamlined process, and the team is excited about the transition.
As the go-to person for all things tech and process-related at work, my managers have been discussing promoting me to Recruitment and Operations Manager since June/July 2024. I’m eager to learn about this role from those who have experienced it, as I’ve never held this position before—I essentially jumped straight into recruitment after school.
I believe I’ve already been performing some of the tasks that this role will formalize, but I’m curious about what lies ahead. What does a career path look like after this promotion? Are there any certifications I should consider to enhance my skill set?
TL;DR: After four years in a recruitment firm, I grew bored with my role, led a system implementation project, and am set to be promoted to Recruitment Operations Manager. I’d love insights on the career path this could lead to!
ZoomInfo Essentials vs. Lusha
Comparing ZoomInfo Essentials and Lusha: Your Thoughts?
I’m curious to hear your experiences using ZoomInfo versus Lusha in the U.S. market, particularly regarding the following key factors:
- Data Quality
- Cost-effectiveness
- Compliance
I’ve utilized both platforms in the past, but with my current focus on launching a startup, I no longer have the budget that comes with a larger business.
I’m not including Cognism in this discussion, as I believe the cost doesn’t justify the quality of data provided in the U.S.
Looking forward to your insights!
Best,
Help in Mainland China
Assistance Needed in Mainland China
Hello everyone,
I’m currently facing challenges with my internal team in sourcing high-quality candidates for 7 software engineering positions based in China. I’m seeking potential partners, whether firms or individuals, who can assist with this effort.
Has anyone here had experience recruiting in China? Your insights would be greatly appreciated!
Logo Maker
Logo Maker
I truly appreciate all the insightful comments from everyone on my previous posts regarding CRM and website builder options!
Now, I’m on the hunt for a distinctive logo for my recruitment business.
Do you have any recommendations or know of any reliable resources where I can get one designed? Your help would be greatly appreciated!
Looking for feedback: Would you use simple and affordable ATS?
Seeking Your Input: Would You Consider a Simple and Affordable ATS?
Hello, wonderful recruiters!
I’m developing a straightforward and budget-friendly applicant tracking system (ATS) designed specifically for small businesses and startups that may not have the resources for the larger, more complex solutions available.
Here’s the concept:
Simply enter your website URL, and it will generate a branded career page for you, featuring job listings and basic applicant tracking. The goal is to keep it quick, user-friendly, and not overwhelming, with accessible pricing beginning at no cost for small teams.
I’ve noticed many ATS options tend to be:
- Too costly for smaller organizations.
- Packed with features that aren’t necessary for most users.
- Difficult to set up, often requiring lengthy demos and onboarding processes.
I would love to hear your thoughts:
- Does this sound valuable to you? Why or why not?
- What’s one essential feature you can’t do without in an ATS?
Your feedback would be greatly appreciated as I’m looking to address some real challenges in the hiring process!
Thank you so much in advance! 🙏
Add job listings on Godaddy website builder
Title: Adding Job Listings on GoDaddy Website Builder
Hello everyone! I’ve set up a recruitment website using GoDaddy and would like to include a section for live job listings, complete with all the necessary details. I’d like to link this section to a Call To Action (CTA) button and label it “Live Jobs.”
Is this possible with the GoDaddy website builder, or will I need to use WordPress plugins or any additional tools? Thank you!
600 Resumes, a Broken ATS, and My Quick Fix
600 Resumes, a Flawed ATS, and My Quick Solution
Hey everyone,
I work at a fintech company, and I recently learned that our HR recruiter had to review a staggering 600 resumes for a single data analyst role. I was shocked—especially considering we pay our ATS tens of thousands of dollars annually. While it has a ranking feature for candidates, it’s so inaccurate that we’d need to spend an additional $10k to upgrade to the enterprise version.
In response, I created a simple tool that calculates a matching score for each applicant and provides insights on why they might be a good or poor fit for the role. Our recruiter shared it with some HR colleagues, and they’re interested in converting it into a full-fledged product.
Before I dive in, I’d love your feedback on whether this idea has potential. I realize that hiring is fundamentally a human process, but the sheer volume of resumes is overwhelming—many of which are just spam or mass submissions. I’m considering implementing a Kahoot-style quiz (10 seconds per question) for matched applicants to help filter out those who indiscriminately send out their CVs without being truly qualified.
Do you think this approach seems too mechanical, or could it genuinely enhance the hiring process? I’m eager to hear your thoughts!
Also, if you have any ideas for features that typically cost a fortune in standard ATS systems but could be done more affordably and effectively, I’d love to hear them!
Multiple candidate recruitment rates
Subject: Inquiry on Recruitment Rates for Multiple Hires
Hi everyone,
I hope you can assist me with a question. We are a small recruitment agency focusing on field-based engineers, and often we find ourselves recruiting multiple engineers for the same client in various locations.
I’d like to hear about your experiences in this area. When you recruit multiple candidates for a client, do you adjust your rates? Specifically, do you maintain your standard rates, or do you offer discounts for bulk hires?
Thank you in advance for your insights!