u/IllTangerine8235

I have some new roles open and the first thing I normally do is to check candidate profiles who previously applied to similar roles with us e.g for a project engineering job you will find a lot process engineers applying.

I have been through over 200 previous applicants profiles on Linkedin and they all have new jobs. These candidates apply to us in the last 3 months and they all started a new job in the last 3 months, the exception is new grads. It is bizarre.

This person salary was $20k less than current role but they had free health insurance with no copay, unlimited PTO that they were encouraged to use as often as possible, could work remote whenever they felt like, pension plan and there was a possibility of a leadership role for them in the future.

Compare to here they are earning $20k more but they have health insurance premium, only 3 weeks PTO and remote work is not encouraged.

I am really close to this person now and I can't seem to be able to shake the feeling of guilt.

We have a VP position and the hiring manager wants to possibly engage an executive search firm. Are there any firms you would recommend? Highly preferred those in the Engineering or science arena.

When I search two firms came up Cowen and Boyle. Have you ever worked with one of these before?

How would you word the agreement with that?

I want to stop advertising on Indeed and Linkedin because they cost a lot with little to no results. The plan is to continue to source candidates through the platforms, continue using the two agencies to find candidates and add the additional service for them to source profiles/resumes for us.

Anyone using a sourcer?

My and my husband was discussing this recently but we just got to the US 3 years ago so we don't have enough resources to even try to put this in place in Jamaica.

Open a local agricultural collection and processing center that purchases surplus or cosmetically imperfect produce from farmers and local people and convert them into products instead of allowing it to spoil.

the center would:

• Purchase surplus fruits and vegetables from local farmers.
• Accept produce that is safe to eat but unsuitable for retail because of its size, shape, ripeness, or appearance.
• Sort the produce by quality and intended use.
• Process it into food, beverages, oils, cosmetics, animal feed, or compost.
• Package and sell the finished products locally and, eventually, for export.

1. The area I live in is a real vide killer, meaning, people here don't tend to move on to new things, they are expected to stay with a company until retirement especially if they are "comfortable".

2. Talents are not in great supply

3. No one really wants to relocate here, anyone with options anyway.

I am going through the interview process for this role at a new distribution center opening soon with projected over 1000 employees. It has been an interesting process.

For those who work in this capacity, what is the work schedule like for HR? I am almost sure the distribution center is nothing like corporate but what support do you get from SR HR managers? What is it like working there?

Those of us who have employees on TPS. Have you replaced them or actively recruiting for these roles? Many of our roles are entry level manufacturing monotonous jobs that most English speakers don't want to do.

On Linkedin, Reddit and every HR community I have been in, we seem to hate these AI interviews but more and more companies are using them. Why? Don't HR have a say in this?

I have 3 bedrooms of carpet that need shampooing. What's the cost difference in 2026 to get a technician to do the job or to rent the equipment and get the products to diy this?

We have always used two employees who speak the language to translate our training and policies for our employees who do not speak English. However, we are going down the path of becoming a government contractor. I am thinking we need an official translation provider to translate our documents as we do not want to have policies that we cannot enforce.

The cheapest I've seen is $70 per page. Anyone has experience using a provider for this? Would it be better to send both of our 2 employees to do a course in translation and pay them or use a sophisticated software to carry this out?

I was sceptic about Metaview but I've seen it thrown around here a lot. I tried it and it's a real lifesaver for notetaking.

The sourcing part is horrible and broken like every other AI or auto sourcing system.

I've always worked hard-to-fill roles which require up to PhD level and 10+ years niche experience. I find that candidates who are willing to relocate are always excited about Southern CA and NYC.

They are not so excited about Idaho, WNY and Los Alamos.

This profile is one of the hardest to find. Do you find that most phds want to be consultants etc?

We are about to advertise a unit in our duplex that we are living. My husband is thinking of getting a property manager because he doesn't want the tenant to know that the owner is living next door. Is it worth paying $150 per month for this when we are literally next door and he is a tradesman and will be doing a lot of work on the building?

Easiest for me was working as a Sr TA at a fortune 100 firm. This was a remote role with normally 5 requisitions at any time. The company name and brand sold itself when reaching out to passive candidates. About 95% of the roles were remote. We even hired candidates on H1B visas if it met certain criteria. I started work at 8:30 and finished at 4:30. When I logged out, I don't think about work until 8:29 the following day.

Great post-covid era!

The hardest was running a solo agency when Linkedin wasn't well known.

I am on meeting number 3 and still don't get an answer. For 45 employees with currently no system except payroll. How much would it cost for only

1. ATS

2. HRIS

I met with about 6 agencies and decided to work with 2 of them for good reasons. However, one of the recruiter ghosted me after I told him that the hiring managers are not available to meet with him, and that me, the HR Manager and Recruiter will be the contact person for all meetings, feedback etc. Is this the norm that agency recruiters want to only deal with hiring managers?