Should I take the leap? Starting a recruitment company in the US tech sector in 2025 – worth it or not?

Should I take the plunge? Starting a recruitment agency in the US tech sector in 2025 – is it a good idea?

Hello, fellow Redditors!

I’m contemplating launching a recruitment agency focused on the US tech sector in 2025, and I would really value your input and advice. With the job market continuously changing, I’m curious if now is the right moment to dive in.

Before I make a final decision, I would appreciate any insights regarding:

• Essential steps to take before starting a recruitment firm
• Possible challenges and opportunities in the US tech sector
• Best practices for connecting with companies and forming partnerships

Specifically, I’m interested in:

• How do companies generally react when approached by a recruitment agency?
• What key factors do companies consider when evaluating a recruitment partnership?

Thank you in advance for your thoughts!

General US recruiting roles guidance

Guidance Needed for US Recruiting Roles

Hello everyone,

I hope this message finds you well.

To provide some context: I have over 10 years of recruiting experience in EMEA and APAC, having worked with a FAANG company. My husband recently secured a position in the Bay Area, while I am still based in EMEA. For months, my employer indicated that a transfer to the Bay Area office would be possible; however, this morning I was informed that it is no longer an option.

My EAD application is set to be filed next week.

I’m reaching out to seek advice on the likelihood of securing a recruiter role in the Bay Area with an EAD. Additionally, I would like to know if there are any opportunities to find a position without an EAD, should I decide to resign and relocate to the US while my EAD is still being processed.

Thank you in advance for your thoughtful and helpful guidance.

P.S. I specialize as a technical recruiter.

Question for agency owners!

Attention Agency Owners!

We’d love to hear your thoughts!

When it comes to presenting candidates for remote positions, do you lean towards those who are willing to accept lower salaries?

Or do you focus on identifying the best fit for the role, independent of salary expectations?

Let us know your perspective!

As a Recruiter/HR What are the biggest challenges you face?

Subject: Challenges in Recruitment/HR – Let’s Discuss!

Good morning everyone! I’m interested in hearing about the challenges you encounter in your daily work as Recruiters or HR professionals. What aspects of your workflow tend to slow you down or create difficulties? Are there specific areas where you feel improvements could make a difference?

Thank you!

Is gender still being used as a determining factor for paygrade or salary amount in 2025?

Is gender still a factor in determining pay grades or salary amounts in 2025? Do any companies or organizations still include this in their policies?

Trying to stay on the right side of the rules, question for the mods

I’m hoping to stay within the subreddit guidelines, so I’m reaching out to the mods for clarity. The description mentions including “recruitment system developers.” I’m curious about the intended focus:

1) Is the aim to encourage valuable discussions on this topic?
2) Should we only be sharing third-party recommendations?
3) Are requests for someone to build a system allowed?
4) Why doesn’t anyone appear to be taking initiative on this?
5) Is there another direction we should be considering?

It seems a bit odd that one can be a developer or contributor but can’t promote their work unless they’re discussing broad industry insights. Thanks in advance for your help!

Hiring takes too long. How do you find good people fast?

Hiring can be a lengthy process. How can you quickly identify top talent?

I collaborate with companies to recruit retail personnel, and I often find that the right candidate search extends over several weeks. Unfortunately, we sometimes end up hiring individuals who leave shortly after. What strategies or tools do you use to expedite hiring and minimize the risk of poor hires? I’d love to hear your insights!

Modern Recruitment / Sales + Advice For A New Starter

Modern Recruitment and Sales: Advice for a New Recruiter

Hello, Reddit!

I recently embarked on a new journey as a recruiter at an IT recruitment firm in London. Coming from a completely different background in the music industry, where I primarily worked in production and engineering, I decided to make this transition for the stability of a permanent position after years of freelancing.

I’m reaching out to see if anyone has insights or tips for someone starting in this field in 2025. My manager has mentioned that the recruitment landscape has shifted significantly over the years, and I’m glad to be part of a well-established company that has a good reputation.

I wouldn’t describe myself as inherently “salesy” in the traditional sense, and I’m curious about how that plays out in today’s recruitment environment. In the past, I found aggressive sales tactics—like cold calling—to be off-putting, and I often dismissed outreach that felt overly sales-driven. Is this approach still effective for gaining new business?

Any advice from seasoned professionals, especially regarding navigating this role as a newcomer, would be immensely appreciated. I’m also interested in hearing about your experiences over the years—what’s changed, what you enjoy, and what challenges you’ve faced. Let’s discuss anything you think could be insightful or beneficial!

Any new platforms that can replace LinkedIn?

Are there any new alternatives to LinkedIn?

I’ve been using LinkedIn Recruiter like many of you, but the rising costs in recent years have made it hard to justify.

I’m on the lookout for any platforms with a robust database similar to LinkedIn’s, as that’s their key advantage. I’d be open to exploring new tools, especially if they offer valuable AI features that enhance productivity.

Thanks in advance for any recommendations!

Best Permanent Placement ATS/CRM??

Looking for the Best ATS/CRM for Permanent Placement

Hello everyone!

I manage a construction recruitment firm, and right now, we’re using TopEchelon, but to be honest, I barely utilize it. Most of our applicant tracking is managed through Excel, which isn’t ideal for the long term.

I’m on the hunt for a solid ATS that specializes in permanent placements. I’d love to hear your recommendations, as I’m feeling a bit lost in the options available.

Here are a few platforms I’ve been considering:

• Greenhouse: It looks nice but doesn’t appear to have all the features that some other systems do. The pricing also seems elevated for the aesthetics alone—could be mistaken, though!

• Loxo: I’ve heard good things, but I keep coming across negative reviews regarding their customer support and overall functionality, so I think I’ll pass on this one.

• RecruiterFlow: This one seems promising! It’s straightforward and user-friendly, though it does come off as a bit basic.

I would appreciate any advice or experiences you have with your preferred ATS.

Thanks in advance!