BD Techniques

Business Development Strategies

I’m reaching out for advice on business development strategies as I’ve just joined a new company in a finance role, where BD is a key focus.

What approaches and techniques have worked for you in BD? Could you share any success stories? I’d love to hear your tips on getting responses on LinkedIn and see examples of messages that have garnered replies.

Thank you in advance! I’m a recruiter eager to make a strong impression during my probation period.

What ATS problems do you face most often, and what alternatives have worked for you?

What challenges do you face with ATS, and what solutions have you found?

Hi everyone! 👋

I’d love to hear about the obstacles you’ve encountered with Applicant Tracking Systems. Whether it’s frustrating interfaces, subpar candidate experiences, limited integrations, or any other issues, what do you consider the most frequent hurdles?

Additionally, how have you tackled these problems? Have you discovered any effective alternatives, workarounds, or tools that have proven more beneficial for you?

As a new recruiter with a technical background, I truly value your insights and advice! Thank you!

Is my commision HORIBLE?!?!?

Is my commission really that bad?

Hello everyone,

I’m a Sales Manager at a recruitment agency in Lithuania, where we focus on supplying manpower to the construction industry in Scandinavia. While my main role is to acquire new clients, I often find myself addressing issues that go beyond my job description—like helping workers troubleshoot personal problems, such as a broken washing machine. The CEO frequently involves me in these matters, which I don’t think should fall under my responsibilities.

This year, I’ve managed to generate over 1 million euros in revenue for the company, yet my commission is only 1% of that, along with a very modest base salary. Given my contributions and taking into account industry norms, what would be a fair commission rate for my role?

Any chance to find a part time job as a recruiter and to work remotely in the same time ?

Is it possible to find a part-time remote job as a recruiter? I’m looking for opportunities as a recruitment consultant that would allow me to work part-time from home, so I can earn some extra income alongside my main job. Any advice would be appreciated!

Healthcare recruitment agency based in UK placing candidates in New York

Healthcare Recruitment Agency in the UK Seeking to Operate in New York

Hello everyone,

I’m looking for information regarding the legal requirements for establishing a healthcare recruitment agency that is based in the UK but aims to operate within the New York market. From my research, it appears that obtaining a license may be necessary.

Any insights or guidance would be greatly appreciated!

Thank you!

Generating New Business

Building New Business Opportunities

Hello everyone!

After my previous employer went under due to poor financial management, I’ve started working freelance with an old colleague. We’ve agreed on a 50/50 split for any placements I make, but without a base salary.

I’m finding success with placements, but I’m struggling to bring in new clients so I can earn 100% on closed roles. What are some effective strategies for generating new business? I’ve been reaching out to companies in my industry, but I often don’t receive responses. Any advice would be greatly appreciated!

Quit before write-up?

Considering Quitting Before a Write-Up?

I work in the auto loan refinance sector and I sense that I’m likely to receive a performance write-up this month. I’ve been with my company for over two years and have never faced a write-up before. Recently, the company has gone through extensive changes, impacting everything from how we manage clients to the criteria for poor performance write-ups. Just a month or two ago, I was regarded as a slightly above-average salesperson, but the new expectations have left me struggling to keep up.

During my job search, I recall that many employers ask if you’ve been written up in the last few months. Do companies actually verify this information if you claim you haven’t been written up? Is that even lawful? I’m based in Colorado, and I’ve heard that the hiring company’s HR can only gather basic info like your employment dates and whether you were terminated or resigned, possibly whether you gave two weeks’ notice. So, I’m in the position where I can truthfully say I haven’t been written up, but I won’t be able to give two weeks’ notice before leaving.

If I decide to leave my current position, what do you all think is the best course of action? Should I resign before signing any documents related to a write-up? Or would it be wiser to accept the write-up and then provide two weeks’ notice afterward? How can I best protect myself during the job search? I appreciate any advice you can offer as I navigate this challenging situation. Thank you!

As a self-employed/agency recruiter: do you first reach out to candidates or to clients? Why?

As a self-employed or agency recruiter, do you prioritize contacting candidates or clients first? What’s your reasoning behind that choice?

I’m embarking on my journey as a self-employed recruiter, working on a commission-based, “no cure no pay” model. My background has been exclusively in corporate and in-house recruitment, so the client acquisition aspect is quite unfamiliar to me.

I’m finding it challenging to reach out to potential clients. Should I initiate contact with them first, or should I focus on candidates? Is it necessary for me to have candidates lined up before approaching potential clients? If that’s the case, how do I ensure that clients don’t connect directly with the candidates, which could jeopardize my commission? Would it be advisable to withhold candidate names? I appreciate your understanding—this is all quite new for me.

What strategies have you found to be the most effective in your own experience?

Hey, fellow recruiters from recruitment agencies

Hello, fellow recruitment professionals,

I’m curious about how you collaborate with clients to gather feedback on candidate lists.

Could you share your preferred approach? Here are some common methods:

• Simply exporting CVs and sharing them with the client for review after screening calls.
• Providing client access to your ATS, where they can view and rate candidates directly.
• Inviting the client to participate alongside a panel in submitting unbiased ratings for candidates on a platform, helping to determine who advances to the next stage.

Or do you have a different approach? I’d love to hear about it!

Internal recruiters, what are your biggest painpoints atm?

Hey internal recruiters, I’m curious—what challenges are you facing right now? One of my biggest struggles is the influx of AI-generated submissions flooding my ATS from various new AI tools. It makes it increasingly difficult to distinguish between quality candidates and those who don’t fit. I also think ATS platforms are a bit outdated; there’s so much potential for them to improve automation in areas like follow-ups and rejections. What are your thoughts?