Accepted a new role at a startup!

Exciting news – I’ve accepted a new role at a startup! I’m thrilled to join a recruitment company, thanks to my connection with the owner, who has other ventures as well.

I’ll be the first full 360 recruiter on the team, alongside a business-focused partner and a few delivery specialists.

My background is in public sector tech, but now I’m diving into the private sector, which opens up a world of opportunities.

I’d greatly appreciate any tips or insights from seasoned recruiters or top billers to help me hit the ground running!

Just to give you some context, I’m based in the UK, and the commission structure is set at 20% with a £5k threshold.

ZoomInfo Elite License available

ZoomInfo Elite Licenses for Sale!

We have a few additional ZoomInfo Elite licenses up for grabs. If you’re interested, feel free to DM me!

• Price: $3,900/year per user
• Elite features include Intent data, WebSights, NeverBounce, and Tracker functionalities
• Our group licensing contract has 1.5 years remaining, and we’re just looking to recoup our costs.

Let me know if you’re interested!

Recruitment Game Backend Dev

Position Available: Game Backend Developer

Join our team as a Game Backend Developer, where you will play a critical role in designing, developing, and maintaining the backend infrastructure for our gaming projects. You will collaborate closely with front-end developers, game designers, and other stakeholders to ensure players have a seamless and engaging gaming experience.

Key Responsibilities:

• Design and implement scalable and reliable backend systems using C# and .NET
• Develop and maintain APIs to support game features and functionalities
• Work alongside front-end developers to integrate backend services with game clients
• Optimize backend performance to accommodate high loads and ensure smooth gameplay
• Implement security best practices to safeguard player data and combat cheating
• Quickly troubleshoot and resolve any backend issues
• Participate in code reviews and contribute to the continuous improvement of development processes
• Stay informed about industry trends and emerging technologies

Qualifications:

• Proven experience in backend development with C# and .NET
• Experience with database design and management (both SQL and NoSQL)
• Familiarity with cloud services (AWS, Azure, Google Cloud) and scalable architectures
• Understanding of networking protocols and multiplayer game server architecture
• Strong problem-solving skills and a keen eye for detail
• Ability to thrive in a collaborative team environment
• Excellent communication skills and a proactive mindset

Bonus Skills:

• Experience with game development frameworks (e.g., Unity)
• Familiarity with DevOps practices and tools (Docker, Kubernetes, CI/CD)
• A passion for gaming and a solid understanding of game mechanics

If your skills and experience align with our needs, we invite you to send your CV for review. We would also love to see your portfolio or examples of your previous work. We are excited to evaluate your qualifications and explore potential collaboration.

We look forward to your response!

Hard to fill roles

Challenges in Filling Difficult Roles

As a newcomer to HR recruitment within the healthcare sector, I’ve been tasked with finding candidates for several positions that have remained vacant for months. Among these, the roles of Radiation Therapist and Audiologist are especially challenging due to the absence of local training programs.

I’m seeking advice on effective strategies to fill these hard-to-fill positions. What options do you recommend exploring (besides hiring a recruitment agency, as that route has already been ruled out)?

Update: To provide additional context, I’ve already taken several steps, including posting job advertisements, utilizing multiple job boards, reaching out to candidates through purchased resume databases via emails, phone calls, texts, and postcards. I’m also planning to attend upcoming job fairs at universities to expand my search.

Help with conducting phone interviews (Aus)

Seeking Tips for Phone Interviews (Australia)

Hi everyone! I’ve recently started conducting phone interviews for work, and I’d love to hear any advice you might have. What tips do you recommend for conducting effective interviews? Additionally, if you’ve had any interesting experiences while interviewing over the phone, I’d love to hear about those as well!

Thanks in advance for your help! 😊

How to conduct phone interviews? [Aus]

Tips for Conducting Phone Interviews

Hello everyone! I’ve recently begun conducting phone interviews for my job and would love to hear any tips or interesting experiences you might have had during your own phone interviews.

Any advice on how to improve the process or make it more engaging would be greatly appreciated!

Thanks in advance! 😊

High-Volume interview booking software recs?

Recommendations for High-Volume Interview Scheduling Software?

I’m on the lookout for interview booking software that can handle high volumes. I’ve tried Zoom Scheduler, MS Bookings, Calendly, HubSpot (which we use as our CRM and makeshift ATS), among others, but I haven’t found the perfect fit yet. I’d appreciate any recommendations based on your experiences, including the pros and cons, as I’m looking to streamline our scheduling process.

A Bit of Context:

• We conduct between 700 to 950 interviews annually, averaging 10 to 60 interviews per week over a span of 38 weeks.
• Our interviews aren’t scheduled on a fixed rota, and our interview panels (consisting of two members) vary from day to day and hour to hour. Staff members are brought in based on their subject expertise pertinent to specific candidates, making our HR support also variable throughout the day (our small team wears multiple hats).

Last year, I manually scheduled 750 interviews, and I’d really like to reclaim that time this year. Ideally, I’m looking for a solution that lets me send out a booking page with specific time slots available on chosen days. I’d also like the flexibility to either assign panel members by day/time or add them to the booking post-confirmation (the latter is less desirable). From what I’ve seen, most tools require either a consistent team setup or a rota for random distribution of bookings.

Is there a tool, whether one of the ones I’ve mentioned or another option, that allows candidates to book their own time slots while giving me the flexibility to adjust the interview panel as needed? Any advice would be greatly appreciated!

How to not being annoying when marketing to target clients.

Tips for Avoiding Annoyance When Marketing to Target Clients

What strategies do you use to avoid being perceived as annoying while reaching out to your target clients through marketing or sending marketing touchpoints (MPCs)? What kind of communication frequency works best for you?

Additionally, how do you manage any feelings of annoyance when pursuing new business opportunities?

Education vacancy newsletter central london

Education Vacancy Newsletter – Central London

I’m currently looking to fill some Senior Leadership Team (SLT) positions in London and am interested in suggestions for teaching or education newsletters where I can post job advertisements. If anyone has any recommendations or insider tips, I’d greatly appreciate your help! 🙏

What Are Good Metrics for Recruiters and Sales in a Staffing Agency?

Seeking Guidance on Effective Metrics for Recruiters and Sales in a Staffing Agency

Hello everyone,

I’m reaching out for your expertise on establishing performance metrics for our recruiters and sales representatives at our staffing agency. Currently, our recruiters are averaging about 3-4 resume submissions per day, but we want to ensure our goals are both realistic and impactful as we move forward.

Next week, we’re excited to welcome a new Sales Development Representative to our team. Historically, our sales approach has lacked structure, relying more on what comes in without defined metrics for our sales reps.

As we continue to grow, we want to implement concrete metrics for both roles. For those of you with experience in staffing, what do you consider reasonable and effective KPIs for:

• Recruiters: (submissions, placements, etc.)
• Sales Representatives: (meetings scheduled, deals closed, etc.)

Any insights or advice on how to track and enhance performance would be immensely helpful!

Thank you in advance!