Attention Startup Founders: What Hiring Challenge Are You Facing?
Finding the right talent for an early-stage startup can be a daunting task. With tight deadlines, budget limitations, and the urgency to build the perfect team, the process can become overwhelming.
I’m eager to hear from fellow founders, hiring managers, and recruiters—what aspect of your hiring journey has been the most frustrating for you?
Looking for a Recruitment Agency Coach to Elevate My Business
Hi everyone,
I’m on the hunt for a recruitment agency coach to help me elevate my business to the next level. With eight years of experience in recruiting and four years of running my own agency, I’ve recently hit a plateau. My last few deals haven’t closed, and I’m finding it challenging to break through this slump.
I’ve reinitiated my email campaigns to attract new clients, but I realize I need more than just outreach. I’m seeking someone who can help me refine my approach, introduce fresh ideas, review my current strategy, and guide me in overcoming any obstacles.
Ideally, I’d like to work with a coach for one hour a month to assess my business development efforts, adjust my strategies, and provide the insights I need to progress. If you or someone you know offers this type of coaching, I’d be eager to connect.
Additionally, I’m interested in exploring fractional recruiting but haven’t had success breaking into that space. Any advice or connections would be greatly appreciated.
Thank you in advance!
I’ve been reflecting on how outdated and cumbersome the job application and hiring processes can be. Many job platforms seem overly formal and are often tedious to navigate.
Imagine an app that transforms job searching and hiring into something as simple as swiping! Instead of slogging through lengthy forms, users could just swipe to apply, save, or skip jobs, while employers can easily sift through candidates. To add a personal touch, the app could feature short video introductions, allowing job seekers to showcase their personality beyond a traditional resume.
The vision is to make the hiring process quicker, more interactive, and enjoyable for everyone involved. It would also include freemium features with optional paid upgrades for enhanced visibility and promotion.
Would you be interested in using such an app—whether as a job seeker or an employer? How could we improve this concept? I’d love to hear your thoughts! 🚀
Has anyone had experience with The Agency Blueprint? I believe they charge a substantial fee for coaching and support in launching a recruitment firm. I also think they provide access to job listings from other recruitment firms that utilize their services.
Refining the list! When evaluating candidates, what key qualities do you prioritize?
I’m developing a recruitment app designed to streamline candidate selection based on interview principles. What high-level traits do you consider essential?
Here are the categories I have so far—what would you prioritize, eliminate, or include?
Certifications
I’m currently between jobs (previously worked as an in-house tech recruiter) and I’m considering pursuing some certifications to enhance my resume. Are there any programs you would recommend? 🤓
Exciting Developments in Our HR Department!
We recently introduced a cutting-edge software that has revolutionized our hiring process. What used to take hours or even days can now be streamlined within just minutes!
This technology has effectively reduced our HR assistant team from six to just one. The software creates customized scripts to screen and conduct interviews with candidates, evaluating their communication skills, tone, technical expertise, and cultural alignment. It then cross-references this information with their resumes, ensuring we receive legitimate candidates. Finally, it generates a recommended shortlist of the top applicants based on our specific criteria.
As a result, five of our HR assistants have transitioned into more challenging roles, which have significantly contributed to our monthly recurring revenue (MRR).
Our talent leaders now have a powerful acquisition co-pilot that handles many administrative tasks that assistants previously tackled. This shift occurred because our team leaders were spending far too much time on the administrative side of recruitment. I was also frustrated with agencies that demanded high fees for mediocre candidates, which still required excessive HR hours.
Here are the key benefits we’ve experienced:
I’ve been exploring innovative hiring strategies to shift from a reactive to a proactive recruitment approach, and after extensive research, we have now secured a promising platform.
I’m eager to hear from others who are experiencing similar transformations. How has your journey been? Our board is thrilled with these changes, and I wonder how many more companies would benefit from software that can manage the majority of the early-stage hiring processes.
Curious about Dover ATS?
I’ve been taking on more consulting projects and guiding several early-stage startups in selecting their hiring tech stack. A frequent question I encounter is, “Which ATS should we choose?” Many of these startups are operating on limited budgets, making cost a crucial consideration.
I’ve previously worked with Lever—it’s an excellent tool—but I have a feeling there might be better alternatives available. Recently, I’ve started exploring Dover since it’s relatively new and seems to be free.
Has anyone tried Dover? How does it stack up against other ATS platforms? I’d love to hear your feedback!
Headhunter Side Hustle
Hello everyone,
I’m in the process of launching an agency that focuses on commercial roles such as SDRs, AEs, Customer Success/Account Managers, and Sales Management (AE & SDR). I’ve taken significant steps to prepare, including building a website, identifying my target market, defining my ideal customer profile, and developing a go-to-market strategy and marketing plan. I’m almost ready to dive into outreach.
I have a question for anyone who’s headhunted on the side while still employed: Did you find that your current role was a barrier when approaching candidates? I’m currently working as an Enterprise Account Executive and plan to resign once I’ve successfully placed a few candidates.
I’m mindful that candidates will see my current position when they view my profile. I’m keeping this discreet from my employer, so I’m not fully transparent on LinkedIn. I’ve informed my management about my side venture, but they seem skeptical about my intentions.
Thanks for any insights you can share!
Wow, this is so true!
“Dear Recruiters,
If you’ve already made your choice for the role, let’s make it a norm to skip the interviews just for appearances.
People are struggling to cover travel costs, purchasing clothes they can’t afford, and nurturing hopes that can be hard to sustain. The job market is tough.
A little honesty can make a significant difference. It’s not just about filling a position; it’s also about honoring people’s time, effort, and dignity.” I came across this on LinkedIn and felt it was worth sharing!
