Starting an agency… where to start

Launching an Agency: Seeking Guidance
Hello everyone,

With about 7 years of experience under my belt, I’ve frequently been encouraged to start my own agency. I’m excited about the possibility but feel a bit overwhelmed about where to begin.

If anyone could provide me with a step-by-step guide on getting started, I would greatly appreciate it! I have no prior experience running a business, and while the idea makes me anxious, I’m eager to take on this challenge.

Thank you in advance for your support!

AI Dummy

Seeking Recruitment Tech Guidance

I’ve recently launched my own recruitment agency, and a significant portion of my daily activities involves the tedious process of electronic outreach to set up calls, VCs, and in-person meetings.

My ideal scenario would be spending most of my time engaging with clients, candidates, and hiring managers—something I truly enjoy.

Every day, I receive numerous emails from AI companies that specialize in recruitment solutions, and while I’ve had conversations with a few, I’m yet to find a convincing option.

What I’m really looking for is a comprehensive software solution that can automate bulk outreach and manage my calls and calendar seamlessly.

My independent research on this topic feels somewhat skewed due to algorithmic biases, so I might be missing out on something great.

What features should I prioritize in my search for the right tool?

As for budget, I’m open to making a worthwhile investment, but I definitely value return on investment. If there’s a cost-effective option that can deliver, I’d be willing to explore that as well.

Thank you for any suggestions!

Manatal vs RecruitCRM

Comparing Manatal and RecruitCRM
I’m currently weighing the options between Manatal and RecruitCRM for my small to medium-sized agency. I need an ATS that also supports candidate sourcing. I’d appreciate any insights or advice on the pros and cons of each. What are your thoughts?

Why do recruiters ask for your manager?

Why do recruiters want to know about your manager? I’ve been asked several times by recruiters who my manager is at my current job, and I’m curious about the reason behind this question.

Workday and other recruiting companies

Recruitment Platforms and Their Impact

Many recruiters and HR teams are looking to streamline their workload, often relying on outdated systems and generic processes in their hiring practices. This can lead to many qualified candidates being turned away for positions. While the job market may have its challenges, it isn’t as dire as some may suggest. I’ve grown skeptical of the common response of, “We’ve found stronger applicants,” when in reality, sometimes those hired turn out to be less suitable for the role. Additionally, many recruitment and HR firms have implemented automatic rejection systems that further complicate the hiring process.

How Do You Figure Out Competitive Pay for Specific Roles?

How Can You Determine Competitive Compensation for Specific Positions?

Hello everyone! I have a client who is considering a pay rate of $30/hour for a seasoned SDR with 10 years of experience in the light industrial sector. This seems rather low, especially when potential performance bonuses aren’t included. I’m curious, how do you typically gather information on what other companies are offering for similar positions?

I’m aiming to give my client a comprehensive breakdown, for example, “To attract a CEO, you should anticipate a minimum salary of $130k in your state” or “Top talent in XYZ roles typically commands around $180k.” Any suggestions on where to find accurate salary benchmarks that can help set realistic expectations? Thank you in advance!

What are the best strategies for small businesses to increase applicant volume?

What are the most effective strategies for small businesses to boost the number of job applicants?

As a small business owner, it can be tough to attract a larger and more qualified pool of candidates. What are some successful tactics for increasing applicant volume? This could range from refining job postings to leveraging particular platforms. I would love to hear any tips or tools that have proven effective for others!

Restrictive covenants

Restrictive Covenants

I have a 12-month restrictive covenant in my contract (under UK law) that feels quite limiting. I’m seeking some knowledgeable advice on how to handle this situation. Should I challenge it, consider leaving the industry (which I’m hesitant to do given my over 10 years of experience), or explore opportunities abroad?

The clause states that I cannot solicit or attempt to solicit any Restricted Business from Candidates, Prospective Customers, or Customers. The term “Restricted Business” refers to recruitment within the Finance sector.

I would greatly appreciate any guidance!

Best way to connect with recruiters via LinkedIn

Effective Strategies for Connecting with Recruiters on LinkedIn

I’ve been reaching out to numerous recruiters after applying for jobs, hoping to get my foot in the door and secure an interview. Typically, after I submit an application, I send a friendly connection request on LinkedIn, which is usually accepted.

However, when I follow up with a second message expressing my interest in connecting and wanting to understand more about the role and its challenges, about 95% of the time I don’t receive a response.

I’ve experimented with various approaches, tones, and message formats, but I still seem to hit a wall.

Does anyone have tips or strategies that could help me improve my outreach and increase my chances of getting a response? Your insights would be greatly appreciated!

Should I stay or should I go

Stay or Go? Seeking Advice

Hey everyone,

I’m a 26-year-old male who just moved in with my partner, and I’m eager to start saving for a house. I’ve been with my current firm since graduating college, and I’ve been there for about 3.5 years.

I work in full-desk IT staffing, specializing in the .NET stack. Unfortunately, this means I can only pursue roles related to .NET development or SQL and I have to pass on opportunities in Java, QA, etc., since we don’t get any kickback from those teams.

Last year, I earned $92K on a W2, billing a total of $500K. Just to clarify, that figure represents total fees, not what my firm takes home. My company is a large, national firm with over 10 offices, and my local office has around 30 employees.

So far this year, I’ve billed $382K through permanent placements, contracting, and consulting fees. I’ve successfully picked up 28 job orders and made 10 placements.

I’m currently on a draw of $70K, which is spread across 13 pay periods (about 4 weeks to collect). I earn 13% of the fees I generate, and I receive an additional 3% if a teammate closes a deal.

My team has billed a total of $913K this year. I’ve received $70K in gross pay and just collected my first two commission checks of $6K each during the same pay period last month.

I really enjoy working with my colleagues, though we do see a high turnover with entry-level staff, which can be frustrating at times – we often have people tearing up at their desks.

I have a few questions that I’d love your insights on:

1. Am I being compensated fairly?
2. Is it time to consider moving to another firm where I can transition off the draw?
3. I’m sometimes given pass-through jobs; is it worth giving this up?
4. Would it be better to switch to a firm where I can recruit for all technologies?
5. Any general career advice you can offer?

Thanks for your help!