Key Account Owners – What are your rules?

Calling All Key Account Managers – How Do You Define Yours?

I’m part of a small firm that serves around 100 clients each year, with about 30 of them being regulars who rely on us for their staffing needs.

We’re looking to establish clearer criteria for designating a client as a Key Account. Recently, a subsidiary of a company we previously collaborated with reached out for staffing support. They are now working with a different recruiter than the one they dealt with previously, and there’s been some office tension as a result. Our prior engagement with this client was just a single placement made three years ago, which management feels doesn’t warrant Key Account status.

Do you have specific guidelines in place for managing Key Accounts? We would love to create a policy that helps us avoid any similar issues in the future.

Controversial topic – but what are the best paying Recruitment Agencies

Controversial Discussion: What Are the Top-Paying Recruitment Agencies?

I’m considering a career in recruitment but have heard numerous stories about consultants not receiving their fair share of earnings.

What should I be aware of, and which agencies should I consider joining? I’m based in Melbourne, Australia, and I truly believe I have a lot to contribute to the industry. I was offered a position at Roberts & Walters but decided to decline it. I’ve also met with Hays.

Several friends from my marketing program at university transitioned into recruitment and now hold significant HR roles within reputable companies, which makes me think this could be a promising career path.

I’m also attracted to the potential for independence in this field, as it allows for the possibility of working remotely after gaining experience.

I’d greatly appreciate any tips or insights!

New ceo of tp ph

Subject: Change in Leadership at TP PH

Hi everyone,

I wanted to share an update following our HRD’s announcement last Friday, December 16, 2023 (PH time). This will be our final working day of the year. Our company is currently assessing whether we (not TP) will be able to return as TAs next year, as our business partner, TP PH, has a new owner/CEO.

It appears that the new CEO may not have included the business partners in their plans moving forward. I’m trying to gather more information to determine if this is accurate or if my company is simply encouraging us to resign or terminate our contracts. If anyone has any insights, I would greatly appreciate your help. Thank you!

Software for automated reachout

Subject: Seeking Software for Automated Outreach

As a recruiter, my initial task often involves identifying the ideal talent for available positions and reaching out to them via LinkedIn messages. However, I’ve noticed that the response rate to these messages tends to be quite low. To enhance my outreach efforts, I’m considering automating the initial phase. My idea is to automatically identify suitable candidates based on a job description and send them a pre-written message.

I’d like to engage with candidates only once they respond. Does anyone know of any software that can help me with this? Thank you!

State of tech recruitment ?

Current Landscape of Tech Recruitment

Hi everyone,

I hope this is the right place to start this conversation. I’m eager to dive into the current state of tech recruitment as I’m considering developing a tool that would assist both recruiters in finding talent and engineering students in securing software engineering positions. This idea is still in its early stages, but I’d love to gather insights from anyone, particularly in-house tech recruiters who specialize in hiring new graduates and students.

Here are some key topics I’d like to discuss:

• What are the main methods or platforms you utilize for sourcing and evaluating software engineering talent? How effective are they?

• What challenges do you encounter when identifying and assessing candidates for tech roles?

• What specific technical skills or qualifications do you focus on when hiring junior or entry-level software engineers?

• How often do students possess relevant, practical work experience when applying for software engineering roles? Does this experience help them stand out?

• Any additional thoughts or insights related to these topics would be greatly appreciated!

Right now, this is just an idea, and I am keen to engage with professionals in the recruitment field before moving forward with development. Thank you!

HealthCare Recruitment Professional

HealthCare Recruitment Professional

“As I begin my journey in HealthCare Recruitment, I am excited to learn from experienced professionals in the field. I would greatly appreciate any insights, advice, and guidance from seasoned recruiters to help me navigate and thrive in this dynamic industry.”

Coaching

Coaching Opportunity
I’m searching for a coach in the recruitment/staffing agency field who can guide me in launching my agency with practical tips and effective sales strategies, without the hefty price tag of $10k or more. If you’re interested, please send me a private message so we can connect and see if we’re a good fit!

Best agencies for Recruiters looking for work in London?

Recommendations for Recruitment Agencies for Job Seekers in London

My current position has had quite a rollercoaster year, with layoffs in the summer followed by a brief period of hiring, only to now face another slowdown. Having experienced redundancy during Covid, I’m really hoping to avoid that situation again. I realize this isn’t the ideal time of year to be searching for new opportunities, but I’m eager to make a move. We all know that recruitment agencies can be quite persistent, which could help get my name out there!

I’ve primarily worked in internal recruitment and prefer to stay away from the agency side. I’m looking for recommendations for agencies that focus on HR roles, particularly in London and the South East. Thank you!

Tech vs Non Tech Recruitment

Tech vs. Non-Tech Recruitment

As a Non-Tech Recruiting Manager with a focus on Sales hiring, I’ve spent 12 years in this niche. I’ve come to recognize that while Tech recruitment offers higher salaries and more opportunities, delving into the technical field may not be feasible for me at this stage in my career. Given my experience, I might not have enough time to fully develop the necessary expertise in Tech compared to my established knowledge in Sales. I’d love to hear your thoughts on this topic!

(Rec. Agencies) Can anyone who works in NY, San Fran, Dubai/KSA or Singapore shed any light on their bases/OTEs, and their industries?

Recruitment Agencies
I’m reaching out to those working in New York, San Francisco, Dubai/KSA, or Singapore to gather insights about base salaries and on-target earnings in your regions and industries.

To provide some context about my background: I have 8 years of experience in recruitment, including 5 years managing teams of up to 12 people. I successfully built a division from the ground up, achieving £1 million in gross profit and £4.2 million in turnover, specializing in the built environment (real estate, civil engineering, and sustainability).

Currently, in London, I’m earning a base salary of £50k with an OTE of £110k (including team overrides) while managing a team and actively contributing to our projects in the aforementioned industries.

I’m considering a relocation and am open to exploring different industries as well.

Any insights would be greatly appreciated! Thank you!