Applying for position before recruiter interview?

Subject: Seeking Advice: Applying for a Position Before a Recruiter Interview

Hello! I recently had a recruiter reach out to me about a job opportunity that aligns perfectly with my career goals. I was scheduled for an exploratory call this Wednesday, but due to some technical issues on the recruiter’s side, it has been rescheduled to Monday. In preparation, I found the job listing online to familiarize myself with the role.

Since this is my first experience with recruitment, I’m unsure about the best approach—should I go ahead and apply for the position now, and if the conversation goes well, mention that I’ve already submitted my application? Or would it be better to wait for the recruiter to suggest that I apply? I appreciate any advice you have! Thank you!

How to expand recruitment reach?!

Seeking Advice on Expanding Recruitment Reach

Hi everyone! I appreciate you taking the time to read this. I would love any insights or suggestions you might have.

I’m in the process of starting a new role at a recruitment agency, and the CEO is interested in my ideas for expanding their geographic footprint. I have about one to two weeks to develop a plan.

A bit of background: I’m new to recruitment and am still exploring my career path. I serendipitously met the CEO at a networking event, and she was intrigued enough to set up follow-up meetings to discuss the potential for me to contribute to their team. The agency has been in business for 25 years and has a strong reputation in the area.

Despite not actively recruiting right now, the CEO enjoys my energy and attitude and is curious to see how I might assist in broadening the reach of one of their offices. She mentioned that a significant part of my strategy should involve networking and promoting the agency, which aligns well with my strengths.

Any thoughts or suggestions on how to effectively create this expansion plan would be tremendously helpful! Thank you!

Contingency Collaboration Opportunity for Recruiters/Agencies

Collaboration Opportunity for Recruiters and Agencies

Hello everyone,

I’m the owner of a European recruitment agency, and I’m seeking collaboration opportunities with other agencies or individual recruiters. We can discuss various flexible structures.

To provide some context, we recently transitioned away from offering contingency recruitment. Consequently, we have a robust CRM with a significant client base that is currently underserved. We continue to receive inquiries from companies interested in contingency recruitment due to our strong reputation in the market. I believe there are agencies or recruiters here who might be interested in leveraging this additional clientele. Our agency already spans various sectors and roles, possibly even across different countries.

Here are a few collaboration ideas I have in mind:

• Lead Sales: I can sell leads to you at a negotiable price.
• Co-Branding: We could create a new label together, where you handle remote hiring once it’s established. Depending on your preferences, we can define the roles as either 180 or 360 recruitment.
• Joint Venture: We can form a partnership with no upfront fees and a negotiable 50/50 split of profits after successful placements.
• Native Interface Support: We can provide a native language speaker to assist in the recruitment process while your team manages the rest of the operation.
• I’m also open to other collaboration ideas, though I prefer working with one party, but if there’s interest from multiple recruiters, a joint effort could be feasible.

If you’re located in Europe (including the UK) and are interested, please DM me so we can explore potential ways to collaborate.

Looking forward to connecting!

Best,
Stabley

Family Physician recruitment placement fee in Canada

Subject: Seeking Guidance on Family Physician Recruitment Placement Fees in Canada

Hello everyone,

I’m reaching out for some advice. One of our partners is aiming to recruit several Family Physicians in Canada and is seeking a general idea of what a fixed recruitment fee might be.

Any insights you can share would be greatly appreciated! Thank you.

What Free Tools Would You Love as a Job Seeker (Besides Resume Builders)?

What Free Resources Would You Find Valuable as a Job Seeker (Other Than Resume Builders)?

As a job seeker, what free resources would you find most helpful beyond resume builders and cover letter generators?

How to search by two keywords in ApplicantPro?

Searching with Multiple Keywords in ApplicantPro

Hello! I’m looking to perform a search in ApplicantPro using two distinct keyword phrases, but I’m not entirely sure how to do it effectively. For instance, if I want to search for terms like “Software Engineer” and “Web Development,” what’s the best method? I’ve attempted enclosing each keyword in quotation marks and inserting an “&” between them, but it hasn’t quite worked. Any guidance would be appreciated!

Recruitment tenders

Recruitment Tenders

Hi everyone! I’m not entirely sure if this is the right community for this discussion, but I thought I’d give it a shot. I have some experience in recruitment and have been exploring a few low-value government contracts. Do you think it would be beneficial for me to partner with another agency to increase my chances of securing more contracts, or should I pursue this independently? I’d love to hear your thoughts!

Any recruiters or agency owners

Hello everyone!

Are there any recruiters or agency owners who can share their insights on getting started in the recruitment industry? I would greatly appreciate your advice!

Email set up

Subject: Email Setup Advice Needed

Hi everyone,

I’m reaching out to see if any agency owners have tips for setting up their email systems. I’m currently sending around 80 outreach emails daily and want to ensure they don’t get caught in spam filters.

How do you manage your email setup for this kind of volume? Any insights would be greatly appreciated!

Thank you!

Some end of the year fun- Does anyone remeber the GlenGarry Glen Ross “Brass Balls” scene?

Year-End Motivation – Remember the “Brass Balls” Scene from Glengarry Glen Ross? Here’s the Recruiting Spin on It!

Why are you sitting there struggling with your calls, my friend? While you’re busy spending your lunch break Googling “how to connect with candidates,” I’m pulling up in a $70K Porsche Macan S! That’s my name you see driving by. What’s your name? It’s hoping—hoping you’ll make a placement, hoping your client answers your call, hoping your candidate won’t ghost you. In this recruitment game, if you can’t close, you’re not in the game at all.

Can’t land the client? Can’t find qualified candidates? Then go home, update your LinkedIn, and share your woes with your spouse.

There’s a single rule in this business: Get them to sign on the dotted line. You need to get both clients and candidates to commit. You hear me? A-B-C. A… Always, B… Be, C… Closing. Always. Be. CLOSING! Do you understand me?

Let’s break it down: A-I-D-A. Attention. Interest. Decision. Action.
Attention: Do I have your undivided attention? If I don’t, neither does the client when you call or the candidate when you pitch them.
Interest: Are they interested? Can you create that interest through your pitch? If not, NEXT CALL, or pack your things.

Decision: Have they decided to trust YOU and sign with us? If there’s no decision, guess what—no deal.

Action: Are you motivating them to ACT? Sealing that offer? If not, you’re just another recruiter treating this like a hobby.

Candidates and clients are out there eager to make a change and ready to PAY YOU to help solve their problems. Are you prepared to pick up the phone today and grab that opportunity? Do you have the resilience needed? If not, you might as well hit the road!

See this Rolex? This watch is worth more than your car. Last year, I earned $80,000 from just one commission. That’s on top of the $900,000 I made in total placements. How much did you earn? Sixty grand? Seventy? You see that’s who I am. And you? You are nothing.

A nice guy? I couldn’t care less. Do clients or candidates value “nice”? Let me clarify: your paycheck doesn’t care about niceties. Good parent? Wonderful! But if you want to succeed here, you need to CLOSE DEALS!

Think I’m being too intense? Consider this: you’re getting hung up on by hiring managers daily, ghosted by candidates weekly, having clients pressure you to lower fees even after they’ve seen your qualified candidates—THAT is real adversity. If you can’t handle this talk, the recruitment world will eat you alive. If you don’t like it, leave.

Complaining about poor leads or candidates? I could take the same “dead-end” lists you disdain and walk away tonight with five retainers. In just a few hours. Can you? Be honest. Can… YOU?

Here’s what this is really about: Go. And. Do. Likewise. A-I-D-A. Want to win? Get ANGRY! Get frustrated with your current situation. Want to know what it takes to close a client? To land a top-notch candidate? It takes BRASS BALLS to succeed in recruitment.

The money is out there. The placements, retainers, and commissions are ripe for the picking. Want it? Pick up the phone. Grab it, or pack your bags. You close the job orders and land the hires—guess what? That money is yours. If you don’t, the person next to you will seize those leads and leave you in the dust.

Want to waste your evenings sipping wine or chatting with a group of recruiters complaining about how tough this business is? Think, “I used to be a recruiter—it’s a difficult industry”? That’s just an excuse. Either you close deals, or you’re out.

These are the leads. The top-tier job orders, the elite candidate pipelines. To you? They’re gold… but you won’t touch them. You’re putting these opportunities in the hands of someone who won’t close—like flushing them down the toilet. I give leads to closers because they earn them. Not a closer? Guess what? No leads. NOT A CHANCE.

I’d wish you luck, but let’s be honest—luck means nothing to those who fail.