Contacting recruiter who helped me secure current role.

Reaching Out to My Recruiter for New Opportunities

Hi everyone,

I’m seeking some guidance. I’ve been in my current position for just over a year, and I owe a big thanks to the fantastic recruiter who helped me land the job.

I’m now considering a new opportunity and I’m contemplating whether it’s a good idea to reach out to the recruiter who assisted me in the past.

What’s the general consensus on this from a recruiter’s viewpoint? I’m thinking that since he’s familiar with my background and skills, he might be able to help me find a new position more quickly.

I really appreciate any insights you have!

Update: I’ve read through all the responses and have decided to reach out. Thank you, everyone!

Entry-level jobs aren’t entry-level

Entry-Level Jobs Aren’t Truly Entry-Level

I’ve been searching for accounting and finance jobs for a few months, but I’ve found that even entry-level positions often require a minimum of six months of experience. Despite holding a Master’s degree, I seem to be hitting a wall. Graduating during the COVID pandemic has left me ineligible for graduate schemes, which adds to my frustration. I’ve even tried applying for retail positions, but I often face interviews followed by rejections. To make matters worse, recruiters reach out with promises to contact me about future opportunities but then go silent.

I feel lost and inadequate. This process is taking a toll on my mental health, adding to my struggles with depression and anxiety. I’m actively seeking help, but each day brings a cycle of motivation in the morning followed by tears at night.

I welcome any constructive criticism and would greatly appreciate advice or support. Thank you!

UK industrial temp desks

UK Industrial Temp Desks

What’s your monthly billing goal? I’m beginning to feel that my company has gone a bit overboard with the targets they expect us to meet!

Recruiting with AI?

Using AI in Recruitment?

Hello Recruiters, having worked in corporate roles and now running my own business, I know firsthand that both hiring and job searching can be challenging experiences.

I’ve been considering developing a product that allows individuals to upload their resume, LinkedIn profile, and any additional information. The AI would then sift through all available job postings globally to identify potential matches. Once a match is found, a qualified recruiter can assist in further evaluating the fit.

Is there anything like this already available in the market? If so, how effective and beneficial is it?

What really matters to employees?

What truly matters to employees?

Employees prioritize:

• Fair compensation for their contributions
• A work environment where they feel valued and respected
• Flexibility and a healthy work-life balance
• Transparency, honesty, and a genuine sense of belonging

On the other hand, employees are less concerned about:

• Free company merchandise
• Social gatherings like happy hours
• Monthly pizza parties
• Motivational posters adorning the walls

Ultimately, work should complement our lives, not dictate them.

Struggling to generate leads to prospecting clients

Struggling to Generate Leads for Prospective Clients

I’ve recently joined a recruitment agency that specializes in the crypto space. While it’s a unique niche, as many of you know, generating quality leads is essential for driving successful business. In the blockchain industry, particularly in my focus area of data science, it’s challenging to find outstanding candidates who are both actively interviewing and possess extensive experience.

As a result, I’m finding it difficult to secure leads, which limits my opportunities. I’m still relatively new to the role—just four months in—and the pressure from management is starting to mount.

Do you have any tips or creative strategies for identifying target companies or generating leads? Your insights would be greatly appreciated!

Employees mentally resign months before they physically put down their paper!

Employees often disengage mentally long before they submit their resignation. When someone officially leaves the company, the real loss has often occurred much earlier in their mindset. Fortunately, in many cases, this disengagement is preventable!

Agency Consultants: How Do You Business Develop

Agency Consultants: How Do You Approach Business Development?

What strategies do you use for business development?

To spark some ideas, here are a few tactics that I’ve found effective:

• Live Job Searches: Look for open positions on Indeed or other job boards, identify the hiring manager, and initiate a cold email sequence or cold call with a Spec CV.

• LinkedIn Cold Messaging: Use LinkedIn Sales Navigator to pinpoint your target audience. Set up a three-step connection sequence: send a simple connection request, provide value in your follow-up, and include a call to action.

• Email Marketing: Compile a list of your target audience from LinkedIn, export their email addresses, and launch a three-stage email marketing campaign.

• Insights Campaign: Produce market insights on salaries, industry trends, executive movements, and outlooks. Distribute this information via email or incorporate it into your LinkedIn messaging strategy.

• LinkedIn Ads (currently testing): Define your target audience and create an ad. For users who engage with your ad, retarget them with more direct lead generation forms. I’m exploring this to improve inbound leads. While traditional methods like phone calls are often recommended, a scalable funnel using LinkedIn retargeting ads could prove invaluable…if it works. So far, I’ve spent £200, received 39 paid clicks, and had 6k impressions, but I view most of those as irrelevant for now. I’ll keep you updated!

• References: During candidate interviews, ask for references and work on converting those contacts into leads.

• CV Research: Look into previous employers to identify hiring managers, then initiate cold emails or calls.

• Interview Intel: Find out who the hiring manager is, check if they’ve resigned or are being replaced, and seek permission to reach out. Follow up with a BD email or cold call.

• Candidate Interview Insights: Inquire about where candidates are interviewing, identify the hiring manager, and reach out via email or cold call.

• LinkedIn Open to Work: If someone is labeled as “open to work,” connect with their hiring manager using a thoughtful outreach sequence.

• Client Referrals: Ask your current clients for referrals to help expand your desk.

• LinkedIn Context Posting: Regularly share industry insights on LinkedIn to establish your voice and attract inbound or warm leads.

What additional strategies do you use?

P.S. I’m not asserting that these methods are definitive; they’re simply some approaches I’ve encountered.

I am a UK Recruitment Consultant trying to work the US market

I am a UK Recruitment Consultant venturing into the US market. To provide some background, I’ve spent six years in recruitment. The first four years focused on business development and account management, where my colleagues handled candidate sourcing for open positions. For the past two years, I have been exclusively working with the US market, taking on the responsibility of identifying candidates for my clients myself instead of relying on another department.

My specialization is in recruiting software engineers, particularly those skilled in Microsoft .NET. When I entered the US market, I applied similar strategies to those I had used in the UK, including cold-calling candidates to learn about their interviews and scouring job boards for open positions. I would then reach out to companies with potential anonymized candidates to capture their interest and build relationships.

Since starting in the US, I’ve refined my approach, realizing that there are plenty of leads available on job boards, so cold-calling candidates has become less necessary.

When I identify what I believe to be the hiring manager, I attempt to contact them a couple of times over the first two days. If I don’t reach them, I send an initial email followed by a subsequent phone call. This process extends over about four weeks, during which they will receive a total of seven emails (one initial and six follow-ups).

I replicate this approach with all the other companies I pursue, typically targeting around 10-15 new businesses daily. Taking into account the companies I’m already pitching and the “check-in” emails I send to existing clients, I end up reaching out to approximately 80-100 companies each day.

I truly enjoy what I do and have invested significant time and effort into establishing my business.

I would greatly appreciate any advice on securing new business or insights from fellow recruitment consultants about their experiences in the US market. Thank you!

Quality of applicants – USA vs UK

Applicant Quality: UK vs. USA
I’m interested in hearing about others’ experiences regarding this topic.

I specialize in recruiting for highly specialized technical positions in both the UK and the US.

When I share a job posting on LinkedIn in the UK, I usually find that about 1 in 15 applicants meet the minimum qualifications. In contrast, when I post the same role in the US, that number drops significantly to 1 in 50.

It seems to me that the quality of applicants in the US is noticeably lower than in the UK. Does anyone else share this observation? Are US candidates more likely to take a chance compared to their UK counterparts?

For the record, all my job listings clearly outline the minimum qualifications and include screening questions.

On a related note, I’ve noticed that my recruitment messages on LinkedIn receive a much higher response rate in the US (40%) compared to the UK (25%).