Am I going about this wrong?

Am I approaching this the wrong way?

I work in digital transformation primarily as a consultant for various sectors of the UK government. As a typical ‘government contractor’ (previously self-employed, navigating IR35, etc.), it can feel quite insular, often relying on the same recruitment agencies in the area.

Currently, I’m registered with a few recruitment agencies in the UK.

As I near my 50th birthday, I find myself wanting to explore other industries and pursue something more fulfilling. However, when I speak to the agencies that have my information, they mainly seem to want to place me in the same type of role, just in a different department or through another umbrella company. It’s essentially the same job, just a different setting, and it’s not bringing me any joy.

I’m eager to have a discussion with a recruiter about potential career paths I might consider, but they don’t seem interested in exploring my skills and experience to identify other opportunities for me.

To add to this, I should mention that I’m unsure what specific job I would prefer. I understand the qualities I’m looking for in a role, but I have no idea what the actual job title would be or what options are available.

So, is it me, or am I just not connecting with the right people?

Any guidance would be greatly appreciated!

Recruitment fees in LATAM, specifically Mexico

Recruitment Fees in LATAM: Insights from a US-Based Executive Search Consultant

I work in executive search for a UK-based recruitment firm with a significant presence in the US, focusing on placing c-suite executives in the fintech and crypto sectors.

Recently, I pitched to a LATAM-based fintech company that is seeking to hire three c-suite executives, offering a cash compensation range of $350-450k USD for all three positions.

I’m curious about the typical fees that recruitment firms charge in LATAM, particularly in Mexico. My team and I generally work on a retained basis, with fees ranging from 25-30%. However, given that this is for multiple hires, I’m considering a sliding scale: 22% for the first hire, 21% for the second, and 20% for the third.

I want to make sure my fees are competitive and not off-putting to the firm. Are these rates reasonable for the LATAM market?

Omit failed probation?

Should she omit her failed probation?

As recruiters, I would appreciate your insights on a dilemma my partner is facing. She is 32 years old and has spent 3 years in customer service for a well-known fashion brand, followed by an additional 2.5 years in their marketing team. Unfortunately, due to some internal politics and toxic behavior from new hires, she decided to resign. Two months later, she landed a position as a marketing manager in the food and beverage industry, but she recently discovered that she did not pass her probation period.

Should she exclude this experience from her resume? I am concerned that a three-month role with a probation failure might deter potential employers or recruiters right from the start.

I would greatly appreciate any advice you may have! Thank you!

Quick recruiting survey – School project!

Quick Survey for My School Project!

Hello everyone! I’m currently working on a school essay that explores how artificial intelligence is transforming various aspects of the world.

Right now, I’m specifically focusing on the impact of AI in the recruitment process. If you could take just 2 minutes to complete this brief survey, I would really appreciate it!

Take the Survey Here

Thank you so much for your help! Every response counts!

Recruiting in Japan & Sinagpore

Recruiting in Japan & Singapore

Hello everyone!

I’m looking to fill two positions, one in Japan and another in Singapore. As I’m based in NYC, navigating the time zones can be a bit challenging. Has anyone had experience recruiting in the APAC region? I’d love to hear any tips or advice you might have before I begin sending out interview requests.

Any insights would be greatly appreciated! 🙂

How do I niche down within Financial Markets..

Finding My Niche in Financial Markets

Hi everyone!

I’m feeling a bit lost when it comes to identifying a niche within the investment sector, especially with the subtleties of the financial markets.

In the tech industry, niching down seemed relatively straightforward. For instance:

• Fintech companies with 50-200 employees
• Located in London
• Seeking AWS Cloud Engineers

That was easy to grasp!

However, for the past three years, I’ve been trying to apply a similar approach in financial markets, but I’ve encountered some challenges. I’ve attempted:

• Asset Managers with $1B-$10B AUM in New York looking for Quant Analysts
• Asset Managers with $1B-$10B AUM in New York looking for Data Scientists
• Infrastructure Private Equity in New York seeking Data Analysts

The recurring issue is that job titles in finance are not universally defined. For example, a Quant Analyst at one asset manager may have little interest in candidates who haven’t worked at firms with identical strategies.

This leaves me questioning how to effectively choose a niche. Should I aim for something highly specific, like targeting energy-focused alternative asset managers that hire data scientists? I attempted that in the past, but surprisingly, many of them didn’t even employ data scientists!

I apologize for the long message, but any insights you could offer would be greatly appreciated. Thank you!

Help please

Seeking advice!
Hi everyone, I’ve been working at an agency for the past two years, and while I’ve performed reasonably well, I’m finding the stress quite challenging. Do you have any suggestions for careers I can transition into that aren’t dependent on commission? Thanks!

Lost my job due to relocation

Seeking New Opportunities After Job Loss

I recently lost my job as a recruiter specializing in executive search and IT due to relocation, a consequence of the economic downturn in my home country. As I continue my journey of personal development, it’s a bittersweet moment for me. I truly enjoyed my time at both the consulting firm and the NGO, where I gained invaluable experience and skills.

Despite this setback, I remain hopeful and excited for the next chapter of my career here in the UK. I am actively seeking new opportunities, ideally in fields such as recruitment, human resources, strategy development, business analysis, and social impact strategy. With 6-7 years of experience and an MSc in Human Resources Management (Distinction), I am passionate about helping people find meaningful and fulfilling work.

If you know of any openings or have leads that might align with my background, I would be incredibly grateful for your assistance. Please feel free to reach out to me via email, phone, or LinkedIn. I also welcome any feedback or advice you may have. Thank you!

Blaming Recruitment

Recruitment Under Fire

To what extent should recruitment be held responsible for employees who resign or are terminated? I’ve noticed that we often end up being the scapegoats in these situations. Despite our ongoing efforts to enhance our hiring processes and our commitment to strict selection criteria, when a client expresses dissatisfaction with their staff, we frequently face criticism for allegedly failing to “assess” candidates effectively. The reality is that the process for addressing underperformance within our organization is quite subjective, and it seems like we need to dive deeper into identifying the root causes of these issues rather than placing blame solely on recruitment.

How does a recruiter operate day to day?

What does a recruiter’s daily routine look like?
I’m curious about the inner workings of the recruitment industry, particularly the strategies and processes that recruiters implement every day. This includes aspects like lead generation, metrics, KPIs, and how they qualify candidates, among other things I might not be aware of.
Does anyone know where I can find detailed information on this topic? Or could someone provide a brief overview? I would greatly appreciate it! Thank you!