Maintaining Value

Maintaining Value: Seeking Advice

I could use some guidance.

My company is in its second year of operation and is based in Africa, introducing a completely new concept to our local market. I have partners, including one based in the U.S. who helps bring in clients.

I oversee operations, and our goal is to present ourselves as more than just an offshoring service that charges a monthly fee for the talent we source and screen. We house our talent on-site, providing them with a comfortable work environment along with internet access, salary management, hardware, infrastructure, and tax handling.

At the start, we appointed a tech team leader, who is also a developer, to work closely with our talent. His role is to ensure that the team meets milestones and tasks, maintain timekeeping, grasp the broader project scope, identify instances of underperformance, and compile monthly reports summarizing hours worked and tasks completed with feedback. This approach was designed to help instill confidence in companies that might be wary of working with a new market like Africa, which does come with its challenges. Staying on top of our talent is essential.

However, I feel that this approach isn’t functioning as intended. There seems to be an issue with the processes in place, and I’m not seeing any real value being added. Updates often feel like mere copy-pastes, and concerns about lazy or inadequate staff are raised too late.

What am I doing wrong? How do you manage similar situations? Is this a common challenge? What strategies do you implement for your clients, and what advice can you share?

Additionally, how do you distinguish your services from other recruiters or agencies out there?

Is anyone using Lever as an ATS?

Is anyone currently using Lever as their ATS? I’m exploring this software and would appreciate any insights on its advantages and disadvantages. Your feedback would be greatly helpful! Thank you!

Recruitment agency expanding to cover the US Tech/Sales market.

We’re excited to announce that our recruitment agency is expanding into the US Tech and Sales market!

I’m curious about how the US market compares to the UK. Has anyone experienced challenges or observed any distinct differences? While I’m aware that the US often leads in tech advancements and innovative features, I’m eager to hear your insights on this topic!

Had an interview a week ago and I think I’ve been ghosted?

Feeling Ghosted After My Interview: Need Some Insight!

Hi everyone,

About a week ago, I (34M) had a 90-minute interview for a Marketing Specialist position with the VP of Brand Strategy and the Project Executive at a company in the A/E/C sector.

Today marks exactly seven days since that interview. I sent a follow-up email the day after, summarizing my experience, expressing my gratitude for their time, and reiterating my interest in the position. I didn’t expect a reply right away, knowing how busy their schedules can be with various projects.

Earlier today, I followed up with the recruiter who first interviewed me over the phone, inquiring about any updates on the role and sharing how much I enjoyed meeting the interview team and seeing the office. However, I haven’t received a response yet (though I just sent it about an hour ago).

So, Reddit, I’m reaching out for your thoughts:

Have I missed the mark on this opportunity? Is it common for the hiring process to take a week or more? I understand that different companies and industries may operate differently, so any insights, especially from those familiar with the A/E/C industry, would be much appreciated!

Thanks for your help! 🙂

Working as a recruiter in Dublin Ireland

Considering a Career in Recruitment in Dublin, Ireland

Hi everyone,

I’m looking into a career in recruitment and would like to know what the typical base salary is for this role. I understand that there’s the OTE component, but I’m specifically curious about the base salary—the financial safety net.

Thanks!

My new candidate sourcing method

Exploring a New Candidate Sourcing Tool

Hey everyone!

I’m a tech enthusiast who enjoys creating SaaS solutions, and I’ve come up with an idea that I’d love your feedback on before diving in to build it.

What if there was a tool that enabled you to reach out to developers from specific regions? This tool would provide you with their LinkedIn, Twitter, email, Reddit profiles, and potentially even phone numbers. Would you consider paying €50 per month for something like this? It could give you direct access to potential candidates in the software development field.

The concept stems from the idea that many developers may be less responsive on LinkedIn but might be open to communication via Twitter, for example.

Do you know if a service like this already exists?

I appreciate your thoughts! Thank you!

recruiting architects for positions in higher ed or library systems?

Subject: Seeking Recruiters for Architecture Roles in Higher Education and Library Systems

Hello r/Recruitment,

I’m considering transitioning from my architectural firm to a client-side role and am eager to explore opportunities in higher education or library systems. My firm has had great success designing for libraries and learning environments, and I would love to leverage that experience to enhance the built environment for a college, university, or library system.

During my initial search, I’ve come across a few recruiters who focus on filling positions in libraries and higher education. However, I’m specifically looking for firms that specialize in recruiting planning, design, and construction professionals within these sectors.

Just to share a bit about my circumstances: I’m currently based in NYC but am looking to relocate to a more temperate climate. This move would also allow me to place my father, who has arthritis, into a suitable assisted living facility where the humidity is lower.

Additionally, I teach design part-time at a university and would be keen to continue that aspect of my career if possible.

Thank you for your assistance!

Would you go forward with a candidate who is not experienced in terms of years, but is able to showcase their talents effectively?

Would you consider hiring a candidate who may lack extensive experience but can clearly demonstrate their skills? When searching for talented individuals, what criteria do you prioritize? At what point do you decide to move on from a candidate, or do you rely on automated filtering methods in your selection process?

Are things you tell a recruitment agency confidential?

Are the details you share with a recruitment agency kept confidential?

I was recently hired at my current company through a third-party recruitment agency. The recruiter who placed me in my role has been checking in on me periodically and has suggested we meet up soon. I’m curious about whether the information I share with recruiters remains confidential and won’t be passed on to my employer or colleagues.

I recently discovered that my salary is significantly lower than that of my colleagues, which was quite disappointing to learn considering I take on a heavier workload. I’m wondering if it’s appropriate to discuss this kind of information with the recruiter.

New job, intuition vs reality

Starting a new job: intuition vs. reality
Although my gut feeling tells me no, the reality is much more difficult.

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