Why did you choose to MBO rather than set up yourself?
RCadmin Recruitment
Why did you choose to MBO rather than set up yourself?

Why did you opt for an MBO instead of starting from scratch?

Hi, I’m curious to hear from recruitment business owners who decided to pursue a Management Buyout (MBO) rather than launching their own venture. What influenced your decision, and how do you feel about it now in hindsight?

I’d also love to hear from those who had the opportunity to go the MBO route but chose a different path.

Thank you!

Career Dilemma: Build a New Desk on My Own with High Earnings Potential, or Join a Bigger Agency with Training and Progression?
RCadmin Recruitment
Career Dilemma: Build a New Desk on My Own with High Earnings Potential, or Join a Bigger Agency with Training and Progression?

Career Crossroads: Should I Launch My Own Desk with High Earning Potential or Join a Larger Agency with Development Opportunities?

I find myself at a pivotal moment in my recruitment career and would greatly appreciate your advice.

Currently, I’m with a small recruitment firm that spun off from a team in our office. The environment is straightforward, focusing primarily on phone calls and deals without much emphasis on aspects like speccing, personal branding, or client meetings, which I valued in previous roles. Each one of us manages our own territory and reports directly to the directors, meaning there’s no team leadership or defined career progression. This year has been particularly challenging, with top billers projected to earn between £120k and £150k, and historically, earnings haven’t exceeded £175k. Personally, I’ve billed £45k since April.

My company is giving me the opportunity to establish a new desk in the life sciences sector, which has much higher earning potential and genuinely interests me. However, I would be starting from scratch with no existing client base or team—essentially building my success independently. The concern is that, being only two years into my career, I still have much to learn. I’m fearful of not receiving the structured training and mentorship I need, which could hinder my growth and limit my long-term potential.

On the other hand, I have the option to join a larger agency that boasts a team of high-performing billers, structured training, and a clearer path for advancement. The downside is a commute of at least two hours each way (although they offer hybrid working arrangements that I currently don’t have), but this would grant me more day-to-day flexibility. If I find it suits me well, I could eventually consider relocating closer.

So here lies my dilemma: Does the success of a recruitment career depend more on the company you work for, or is it primarily about the individual’s efforts? Should I take the plunge and build my own desk for potential gains, or should I join a larger agency to learn from seasoned billers and benefit from a solid support system?

I’d be grateful for any insights or experiences from those who have faced a similar decision. Thank you for your thoughts!

When to resign?
RCadmin Recruitment
When to resign?

When is the right time to resign?

I’m currently a tech recruiter in Dubai with three years of experience. I’ve accepted an offer from a global firm, but my start date has been postponed due to my travel plans.

I haven’t resigned yet because I expect to be placed on garden leave, despite my two-month notice period.

I will be on annual leave from December 1-7 and will receive my paycheck on December 1, as I want to collect my commission before resigning; otherwise, I won’t be eligible for it.

I’m considering submitting my resignation when I return to work on December 9. I’m unsure about how long my handover will take—it could be up to two months, which feels risky since I’ve informed my new employer that I’d be available by the end of December. Typically, people transition to competitor roles quite quickly, within days or a week.

I would appreciate any thoughts or advice on how to handle this situation!

Unified Candidate Database, is this a thing?
RCadmin Recruitment
Unified Candidate Database, is this a thing?

Is there such a thing as a Unified Candidate Database?

I recently spoke with a friend who’s an HR Manager, and she mentioned that her company, which has around 400 employees in IT and tech development, uses a “Unified Candidate Database” that’s shared with other companies in the industry. I’m not clear on whether they share this with just a few others or over a hundred companies.

Has anyone else heard of these kinds of databases?

Looking for a Recruitment Mentor
RCadmin Recruitment
Looking for a Recruitment Mentor

Seeking a Recruitment Mentor

Hello everyone,

I’m currently in my second year of working in recruitment within the education sector, and I’m searching for a mentor to help me reach my full potential as a top-billing consultant. I believe I have what it takes, but I could really benefit from the insights and guidance of someone with more experience to enhance my skills and advance my career.

If you’re interested in mentoring or know someone who might be, please comment below or send me a DM. I would truly appreciate your help!

I’m also open to discussing a compensation arrangement.

Thank you!

Seeking Advice from Recruiters on Testing Our New AI Platform
RCadmin Recruitment
Seeking Advice from Recruiters on Testing Our New AI Platform

Request for Insights from Recruiters on Our New AI Recruitment Platform

Hello everyone! My team and I are in the process of creating an innovative conversational AI recruitment platform. We understand that transitioning to a new tool can be challenging, and while our platform isn’t quite finished, we’re excited to connect with potential early users.

We’d really value your thoughts on what incentives would motivate you to give our platform a try. Additionally, what factors do you consider when selecting a Recruitment Tool or ATS system?

Your feedback would mean a lot to us. Thank you!

Tips on asking for a raise promotion?
RCadmin Recruitment
Tips on asking for a raise promotion?

Advice on Requesting a Raise or Promotion

I’ve been with a large national healthcare staffing agency for a year now and feel it’s time to discuss a performance review.

My performance metrics are quite strong compared to my peers. Currently, I’m ranked #1 in the office for submissions, offers made, and offers accepted for 2024, with 250 unique submissions this year. That’s three times higher than the office and regional average, and 105 more than the next highest recruiter. Here’s a snapshot of my other achievements:

  • 85 Offers Made (4x office average, 2x region average)
  • 65 Offers Accepted (3x office average, 2x region average)
  • Billing nearly $400K with a 3.5% average commission.
  • I’m currently #3 in the region (out of 100 recruiters) for submissions and #16 for offers made.

Despite these accomplishments, I’m feeling dissatisfied with my compensation. I earn a base salary of $55K, with decent but not exceptional commission, and even while achieving 2-4 times the office average, I’m not on track to hit my goals for this year or earn a bonus.

To address this, I’ve prepared a PowerPoint presentation highlighting my performance metrics to discuss with my boss, and I want to explore options for a raise, bonus, or promotion—ideally all three!

Is my approach too aggressive? What should I realistically be aiming for in terms of compensation increases or promotions? I’m unsure how much leverage I truly have, given my limited experience in recruiting. How does my performance stack up in the broader context? If they can’t accommodate a compensation increase, should I consider looking for other opportunities? I appreciate my office environment and colleagues but would like to know where to find better pay elsewhere. I have about eight months of experience as an account manager/recruiter prior to this role.

TL;DR
I’ve been in staffing for a year, my performance is high but my pay is low, and I’m seeking advice on how to request a raise. Looking for guidance!

Taking clients with you
RCadmin Recruitment
Taking clients with you

Bringing Clients to a New Agency

I’m looking for advice on how to approach my clients about transitioning to a new agency where I’ll be working. This would involve discussing new terms and potentially higher rates than what they currently have with me.

Once I submit my resignation, I’ll need to hand over the client relationship to someone at my current company. However, I’d prefer to continue working with these clients. Since I haven’t navigated this situation before, I would appreciate any guidance from those with more experience on how to start this conversation and manage the handover process. Thank you!