Chrome extensions I use in recruitment

Chrome Extensions I Use for Recruitment

Here are the Chrome extensions I rely on for recruitment, along with their purposes and whether they are free (F), paid (P), or both (B). Note that I use the Brave browser instead of Chrome.

• Extensity: A convenient extension for easily managing and toggling all your other Chrome extensions. (F)

• AdGuard AdBlocker: A straightforward tool for blocking unwanted ads. (F)

• I Don’t Care About Cookies: Blocks cookie notifications and consent pop-ups. (F)

• AI Grammar Checker & Paraphraser – LanguageTool: I prefer this over Grammarly for accurate spelling and grammar checks. (B)

• Complexity and Perplexity: An add-on to my Perplexity tool. (P)

• Instant Data Scraper: Quickly scrapes directories and lists from websites. (F)

• Loxo: My ATS Chrome extension that allows easy integration of LinkedIn profiles into my ATS. (P)

• One Tab: Perfect for those of us with ADHD who hoard tabs. It closes all tabs but keeps them organized and can share them as a webpage. (F)

• New Tab by Startme: Automatically opens my StartMe page whenever I open a new tab. (F)

• Reddit Enhancement Suite: Enhances the Reddit experience significantly. (F)

• SalesQL: Scrapes LinkedIn profiles and retrieves contact information. (P)

• ChatterWorks: Finds contact details on LinkedIn profiles. (P)

• Clodura: Identifies emails associated with LinkedIn profiles. (P)

• Jobin.cloud: This extension excels at scraping LinkedIn data and is great for automations, sequences, and campaigns. (P)

• Select to ChatGPT: Quickly transfers selected text into the ChatGPT prompt box. (B)

• TypingMind in SidePanel: I prefer TypingMind over Claude/ChatGPT/Gemini for a streamlined search experience within the side panel. (P)

• Merlin AI: A versatile browser extension that utilizes large language models for various tasks, including research, rewriting, and summarizing web content and YouTube videos. (B)

How to deal with “walk-ins”?

How should we handle “walk-in” inquiries?

I’m reaching out to see if anyone has any advice on managing walk-ins at our office.

In the past, before everything shifted online, it was common for candidates to come in person to register, and this was a normal aspect of our operations. Fast forward a few decades, and we still encounter a significant number of individuals who view our agency primarily as a career guidance resource rather than an outsourced service for our clients.

Currently, we receive about a dozen visitors each day seeking consultations. It’s becoming so frequent that I’m considering removing our branding from the building altogether. We have a sign posted that informs visitors that we do not accommodate walk-ins and directs them to our website for job listings or to upload their CVs.

While we want to treat everyone with respect and kindness, we need a more efficient way to manage these unannounced visits. Many times, the individuals stopping by are looking for “any job,” which we unfortunately cannot provide.

I would appreciate any suggestions!

ATS/CRM

Seeking ATS/CRM Recommendations

I recently launched my own firm and am in the process of exploring ATS/CRM systems. Coming from a large organization, I’m now a one-person team focused on Business Development and Recruitment. I’m not particularly fond of Loxo and am considering either RecruiterFlow or Crelate.

Does anyone have any suggestions or insights? The pricing seems quite similar across options. Thanks!

Aptitude & Personality Tests? UK Recruitment

Aptitude and Personality Assessments in UK Recruitment:

What are the most frequently used aptitude and personality tests in the UK? Do these assessments genuinely enhance the recruitment process?

What’s a Tool You Can’t Work Without?

What’s Your Indispensable Tool?
We all have that one essential tool that we rely on—be it for boosting productivity, fueling creativity, or simply maintaining our sanity during hectic times. For me, that tool is [insert your favorite tool/platform]. It has truly transformed the way I work, saving me hours and simplifying my life.

What about you? What’s the one tool you can’t imagine working without, and what makes it so special? Extra points if it’s an underrated treasure! Let’s compile a list of our must-have tools.

Why would anyone accept a role that seems like a step down?

Why would someone consider a role that feels like a step down?

I’m currently a staff engineer at a mid-sized company with over 600 employees and more than 8 years of experience. Recently, I was approached for a principal engineer position at an AI startup that piqued my interest. After our initial screening call, however, they offered me the opportunity to continue the process, but only for a senior engineer role.

I understand that the job market can be tough right now, but I have a stable position and likely earn a higher salary as a staff engineer than what they could offer me as a senior. Honestly, I find it a bit disrespectful to receive an offer like this—it feels as if they don’t value my experience or career trajectory. After all, they reached out to me, so if they think I’m not a suitable candidate, they could just let me know.

So, I have a couple of questions: To recruiters, why would you make such an offer? And to fellow engineers, what would motivate you to accept a position that seems like a demotion? Personally, I feel fortunate not to have been laid off, so I’m not in a rush to make a change.

Seeking Advice on Focus Areas for Recruitment in TradeOps, Quantitative, and Software Roles

Seeking Guidance on Recruitment Focus Areas for TradeOps, Quantitative, and Software Roles

Hello everyone,

I’m an external recruiter with a tech background, particularly in trading support, and I’m reaching out for some insights regarding my recruitment strategy. Here’s a snapshot of my situation:

Experience:
– 2 years in external recruitment
– Established a network of trading support engineers, successfully placing them in buy-side trading firms (the sole focus of my company)

I specialize in TradeOps roles and have been advised to steer clear of infrastructure (including DevOps, networking, and cloud), as well as Windows and desktop roles.

The Challenge:
I’m currently contemplating the next niche to target in my recruitment efforts. I’m considering:

• Quantitative Roles: (research, development, trading)
• Software Engineering: (data, AI, algorithms, FPGA)

Is there significant overlap between quantitative and software roles that I should keep in mind?

Other Roles Under Consideration:
– Trading-related positions: trading analysts, traders (in volatility, macro, equity, FX, credit), business analysts, exchange connectivity, middle office, and back office functions.
– Given the growth in the crypto sector, should I explore recruiting for crypto-related positions?

My Objectives:
I’m currently billing around £200K annually and aim to double that in the coming year.
– Commission structure: 17.5% – 22.5%, depending on quarterly performance (goal: £50K per quarter).

Concerns:
Is the market for quantitative and software roles becoming oversaturated?

Any insights or advice would be greatly appreciated! Thank you!

[Rant/question] Temporary recruitment is ruining my mental health

[Rant/Question] Temporary Recruitment is Taking a Toll on My Mental Health

UK, England

I’ve been working at a temporary recruitment agency for the past year and a half, and I genuinely feel like this job is wreaking havoc on my mental well-being and personal life. To give you some context: I graduated in 2023, and this is my first role in recruitment. Prior to this, I worked in various positions (hospitality, healthcare, administration), and I can confidently say none were as overwhelmingly stressful as this.

At my agency, we primarily source temporary staff for seasonal or short-term roles, mainly in warehouses. Here are some of the aspects that frustrate me:

• Expectations vs. Reality: Candidates are expected to perform as if they are permanent employees, despite the fact that many will likely never transition to that status. Meanwhile, the agency treats them inconsistently; some days they’re called in, and other days they’re left without work.

• Picky Warehouse Management: The management at these warehouses is extremely selective about the staff we provide. They often give little time for new hires to adjust and then dismiss them for perceived poor performance. Sometimes they request specific individuals and disregard those who are available.

• Discrimination: I have encountered racism and sexism in the workplace— I’ve frequently heard comments like “they need a man, not a woman.” While some roles may be physically demanding, the persistent bias is infuriating. As a woman, it angers me to witness such discrimination. Additionally, I’ve noticed that candidates of different ethnic backgrounds often face immediate dismissal after just one shift.

• Holiday Restrictions: During peak periods, including June, taking more than a single day off is nearly impossible. This means I have to cram all my vacation time into an eight-month window rather than the full year. Approval for time off is also challenging, with only one of us in the office allowed to take leave at a time.

• Overwhelming Work Hours: My typical hours are from 8:00 AM to 5:00 PM, with a paid hour for lunch. However, due to the workload, most colleagues often skip lunch breaks. There’s no scheduled break time; it’s up to us to manage that ourselves, even when it’s busy.

• On-Call Duties: We are required to participate in an on-call rota, meaning I must be available to respond to emergency calls day or night. Unfortunately, many warehouse managers and job seekers take advantage of this, calling me at all hours.

• Lack of Support from Management: The work culture is overwhelmingly intense, with managers brushing off anything negative that comes up. I had to fight for a new laptop that malfunctioned for six months, finally getting a replacement only after someone else left. There are times when I wish my colleagues would keep their opinions to themselves. They act as if work is the top priority in life.

This situation is becoming unbearable. I’m seriously considering whether I should seek out a different recruitment role, as my experience here has been far from ideal.

I’d love to hear from others—does your recruitment experience mirror mine, or am I just exceptionally unlucky?

Legal recruitment agencies in London – earning potential?

Legal Recruitment Agencies in London – Is the Earning Potential Realistic?

As an IT recruiter in London with nine years of experience, I’ve been pondering the earning potential within the legal recruitment sector. Recently, I came across a LinkedIn post from a recruiter-to-recruiter agency discussing a legal recruitment client in London focused on hiring “private practice” lawyers, primarily in finance and banking law. They claimed that a top biller at one of their clients had billed £10 million in a single year.

To be honest, I find that hard to believe. An NFI (net fee income) of £10 million translates to approximately £833,000 a month—far beyond what most recruiters earn in an entire year.

While I recognize that compensation packages for senior lawyers at prominent firms in London, especially American ones, can be substantial, I can’t help but wonder if there was a mistake in that claim. It’s worth noting that many privately owned recruitment firms with over 30 employees don’t even reach that level of billing in a year. What do you think?

How IT Recruitment so wrong!?!

Why is IT Recruitment going awry?

I’m noticing a concerning trend where recruiters increasingly rely on AI to pre-screen candidates. It’s astonishing to think that relying solely on experience will help you identify the best talent for the job.

When searching for a good developer, what truly matters is their ability to write tests, understand syntax, maintain clean code, and have a strong desire to learn. Am I the only one who feels that recruitment practices have become quite perplexing lately?