r/Recruitment

I've hit 10 years In agency and tax has been horrible in the UK. 60% of earning disappearing. At the point now where I would probably be better working a cash in hand labour job.

But keen to know if anyone has any recruitment gigs and are as paid as contractors?

Like a day rate set up, or even commission only part time or full time

Hi all,

I've been interviewing for this company for last 2 months now! Super slow and patience testing process... Completed 3 processes, including Screening + Manager Interview+ Panel interview with 3 team members. Now I'm waiting for either offer or rejection and after a week, recruiter reached out to say:

'' Hi , We're currently working through some internal conversations on the role and where things stand, and I'd rather give you a proper update on a zoom call than over email''

Things we know:
1- I'm very good fit for the role, within the salary range with short notice, and did 3 solid interviews
2- This doesn't look like a rejection as I would've received the automated rejection mail
3- This is not a offer either, as recruiter would've called me to offer the role...

So not sure what to think about it? Recruiter only reached out to me on 5pm Friday evening so I have to wait on Monday to find out... Which will be a lot of over thinking and torturous weekend, after this verry long and tiring process. I can't understand anything going on corporate behind the scenes anymore and nothing makes sense. I'm guessing this will be like 'Hey, you are a good candidate but we decided to pull back the role as organizational needs changed, we will post the job in another location... or we decided to go with someone more technical...?' Not sure what to think but this doesn't sounds good so I'm setting my expectations low.

What do you think? Has anyone ever received something similar to this? Finally, good luck to everyone in this horrible job market!!!

I've been in SaaS for the last 5 years and its time for me to move on to something different. Too much competition in tech, I was thinking to jump into recruitment.

Any good advice on how to break into tech recruitment or sales recruitment?

Trying to sanity-check something before I sink more time into it.

From talking to a few agency recruiters, the pattern I keep hearing: you source a ton of candidates for a specific role, place one, and the other 40 qualified people just sit in the ATS forever. Then three months later a near-identical req comes in and you start sourcing from scratch because nobody has time to dig back through old candidates and figure out who's still relevant.

My assumption is that the database of people you've already talked to is one of the most valuable assets an agency has, and almost nobody actually uses it because manually re-reviewing hundreds of old candidates against a new role is miserable and there's always a fresher fire to put out.

Is that actually true in practice? Or am I wrong, and you have a way of working past candidates that already functions, so this is a solved problem I just can't see?

Genuinely want the blunt version here. If the reason nobody mines their old database is that old candidates are basically worthless (moved on, wrong salary, went cold), tell me that, because that kills the whole idea.

I run a health tech startup in boston massachusetts and we're finally ready to hire people outside the US.

The more I research international hiring, the more complicated it seems. Between global payroll, tax compliance, employment contracts, mandatory benefits, payroll processing and worker classification it feels like there's a lot that can go wrong.

Several people have recommended using an Employer of Record (eor) instead of trying to manage everything ourselves.

For anyone whos used one did it actually make hiring easier?

Or would you recommend going another route for a small business with fewer than 10 employees?

Do you prefer recruiting contract or perm roles? Why? Let's assume the same type of role for comparison purposes.

I was recently laid off after spending over 15 years in IT, primarily in commercial roles, IT delivery, and business transformation. Over the past year, I've been working on launching my own recruitment firm, but I've been surprisingly stuck on one thing—finding the right name.

Most of the clean, modern names I like are already taken.

I'm looking for a brand name with:

• A unique first word of around 5–6 letters (preferably coined or distinctive).
• A creative second word such as Collective, Foundry, Pursuits, Works, House, Advisory, or something equally modern.
• A premium, contemporary feel rather than traditional names like ABC Talent Partners or XYZ Staffing Solutions.

I'd really appreciate any creative ideas or naming approaches. Thanks in advance!

I'm setting up recruitment for an early stage startup bit don't want to use ashby. does anyone have experience with other ats which is more self-serving and easy to start with?

Scheduling has been eating away so much more recruiter time than most people realize. Has anyone found a solution that has measurably reduced the back-and-forth without creating new problems somewhere else?

Is the second name 'Passions' a bad choice for an IT recruitment firm?. Example: Centrait Passions, Primveo Passions etc?

I was just invited for a final interview for a director level role. It will be a case study presentation. This is the first interview of this kind I have had. Has anyone had one before? Anyone know how to prep or what to expect? Any insight is appreciated

I have a newer job that is not giving the hours they hired me for. If I posted on LinkedIn just highlighting what I do and if anyone knows of any openings to let me know etc (I’m applying like crazy and have been. Been through a few interviews, etc) does that look bad to my current company? HR follows me on LinkedIn. Also, does it look bad to future jobs I have interviewed with but haven’t heard back from yet? Not trying to burn bridges but also need to think about my needs as well.

I was on my 4th round of interviews for a senior developer role at a company when hiring for the position was put on hold. They cancelled my last round of interviews before the interview scheduling window started.

The recruiter said they’d heard great feedback from the previous round, were really excited about moving me through, and they’d be happy to help if I want to explore other opportunities at the company.

I’ve since come across 2 other positions at the company that may be a fit. I’m considering applying to them. One of them is on my ATS portal as recommended based on my experience.

Should I apply, and if so, do I reach out to the recruiter first, or apply first?

I was laid off about 2 months ago due to restructuring after working as a Data Engineer for 1.5 years.

Since then, finding my next role has basically become my full-time job. I've been trying everything people usually recommend:

\* Tailoring my resume for almost every application
\* Applying through company career portals
\* LinkedIn
\* Naukri
\* Employee referrals
\* Reaching out to recruiters when possible

The one thing I don't understand is referrals.

Over the past 2 months, I've received 27 employee referrals but not a single one has led to an interview call.

I'm not posting this to complain or say referrals don't work. I know they do.

I'm genuinely trying to understand where the process is breaking down for me.

For recruiters, hiring managers, or employees who've referred candidates before:

-Does a referred application always get reviewed by a recruiter?
- Can an ATS reject a referred application before a recruiter ever sees it?
-How much weight does an employee referral actually carry?

I've attached the list of companies where I received referrals. Every application was submitted through an official employee referral or internal referral portal.

ABB
Americon Express
Amgen
Barclays
Cardinal health
Cisco
citi
BMS
Epsilon
Golt Non Sachs
HPE
Qual comm
Visa
Tredence
Zs
Zebra technolog

If anyone from these companies happens to come across this post. especially if you work in Talent Acquisition, Recruiting, or you're a Hiring Manage. I'd really appreciate any insight into what might have happened with my application. I completely understand if you can't discuss individual applications, but even a general idea of where things usually get filtered would help me a lot.

And for y'all, if you think there's something I'm missing or doing wrong, please don't hesitate to tell me. I'm genuinely trying to learn and improve my approach.

Feeling incredibly Stressful. If an immediate joiner with an internal referral cannot even land an initial HR screening call, what is actually working in this market?

Hey everyone — I run a private founder community.

We recently asked founders if they’re hiring right now, and collected 40+ warm hiring leads. They shared the open role, salary range, sector, company stage/revenue, email/phone, and agreed to be introduced to someone who can help.

We may be able to generate 100–150 of these per month.

Trying to decide the best model:

1. Sell leads to recruitment agencies
2. Partner with solo recruiters and split placement revenue
3. Hire a recruiter and build our own small recruitment agency

For recruiters / agency owners:

• What close rate would you expect from warm hiring leads?
• Do agencies pay per qualified lead, or only on success?
• How many leads usually turn into 1 placement?
• What success fee is realistic in Malaysia / SEA?

Also open to JV or collabs with recruiters experienced in SEA placements.

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It's been driving me crazy lately.

We'll spend days sourcing, screening, and putting together a really strong shortlist. Everyone seems happy with it...and then it just sits there waiting for feedback

A couple of days turns into a week. A week turns into two. Then everyone's surprised when the best candidates have already accepted offers somewhere else

The market just doesn't work like that anymore. Good candidates are interviewing with multiple companies. They're not going to put everything on hold while one team decides what to do

I get that everyone's busy, but lately it feels like recruiting is less about finding great talent and more about trying to outrun internal delays

Am I alone in this?😭

When you have hundreds of CVs to sift through for every job!

I've been thinking about a new tool for recruiters to speed things along. I've never done recruitment, in fact only found out it exists today, but I'm perfect to make a difference and be number 1 in the sector. I would settle for number 2.

It's got a bit of a pain point, but what are your pain points?