I work agency, we have a big tech client. Our contact there kindly returns any candidates not of their own ethnicity like it was the most natural thing in the world. How to deal with this? My closest manager is of the same ethnicity.

Just wondering how many interviews you're expected to be doing each week. I've been through some companies in my country and the numbers don't usually vary, just curious about other realities. Thank you!

We have multiple locations across the US (none on the east coast), and no matter what location a role is posted in, roughly 30%-40% of the out-of-state candidates list New Jersey as their current location.

At first, I thought that perhaps roles are getting spun out to third party sites and incorrectly listing the location, after multiple weeks and multiple roles, wanting to check if anyone else has seen anything similar.

Had this happen recently and I'm still not sure if i handled it the right way

I'd put together a shortlist I felt really good about. Everyone matched what we'd agreed on during the intake, and I genuinely thought there were a couple of really strong candidates in there

The only feedback I got was:

"Can we see a few more?"

That was it.

No "they're too junior." No "we're looking for more leadership experience."
No "they're missing X."...just...more.

At first I thought, fair enough*,* and started opening LinkedIn again

Then about five minutes later it hit me...what exactly was I supposed to do differently?

The role hadn't changed. The brief hadn't changed. The market hadn't magically changed either

I wasn't even sure what I was supposed to change, other than just sending over a bigger list

I am interning at a tech company to train to be a recruiter, and it seems so strange? I have never done recruiting before and it seems like it's mostly "no's" for people wanting to give information anout themselves and their resumes. Is this a careerr worthing getting into? I am trying to transition from a teaching career and recruiting seems easier although a little stressful. If I don't get enough "yes's" will I be fired?

When presenting a candidate shortlist to a client, do you usually rank the candidates in order of who you think fits best, such as first, second, third, and fourth?

Or do you present all shortlisted candidates equally and leave it entirely up to the client to decide who stands out?

Is anyone else struggling to hire early career candidates? I have 15-20 Sales roles open across my organization but I’m not getting any responses through direct candidate outreach. I am utilizing Handshake, LinkedIn and Indeed for both job postings and sourcing.

I am sharing the comp (starting at $50k-$60k base), uncapped commission and full benefits including a 401k match.

Does anyone have any tips for how to attract recent grads or those earlier in their career? This is a professional role supporting commercial customers, not doing door to door sales or cold calling all day long. I feel like I’ve exhausted everything so would love advice!

Edit: I’m in commercial construction, specifically paving/asphalt/sport courts.

We have phased it out of our internal hiring process for entry-level recruiters. Management said it had been limiting our candidate pool. Smaller local firm, but I was curious if this was becoming the standard, especially for the large, nationwide firms. I have only been in the workforce two years, so I don't know if we were just late to join the party or not.

When sharing a shortlist with a client, I usually include:

• Candidate name
• Current job title and company
• Location
• Notice period
• Salary expectations
• LinkedIn profile
• Short professional summary
• Key strengths and skills
• CV

Is this too much, too little, or about right?

Is there anything important I’m missing, and how do you usually structure your shortlists to make them more useful for clients?

Rolled out a general AI notetaker last month across our screens and the notes are technically fine but useless for actual hiring decisions, no structure against competencies and no way to compare candidates cleanly. The intent was to save admin time and it kind of has, but the debrief still ends up with me reading transcripts from scratch. Anyone found a notetaker that actually understands recruiting workflow instead of just being a generic transcript?

TLDR: 10 years of recruitment and suddenly failing. UK financial services legal and office corporate agency

My last 10 years my ratio has been 3:1 interview to placement.

Last few months, it’s been hard. I have had 27 interviews with no placement.

Crazy reasons: Job being pulled, just not quite right, talked too much, just not quite technical enough, just not the right person and the jobs go ON and ON and ON.

I have no colleagues who do perm recruitment all temp. I have no friends in perm. I feel like I have lost my spark.

I was top biller for 8 years and I just suddenly have nothing to give. It feels exhausting. It’s just constant that they’re not quite enough. The jobs remain unfilled most the time.

I am working quite a few jobs in different locations that are all random and I don’t have a niche really but that’s never been an issue. Even in my niche I have kinda worked (financial services legal etc) i’m having an issue with internal recruiters.

I have gone from a record month to billing £0 which has never happened. Advice and help pls

hey y'all! recently got off the phone for a preliminary call to about the aforementioned position, and i immediately wanted to get some feedback. long story short, the interviewer asked what my salary expectations were. i had done some research on pay scales, but it had been generally inconclusive. i decided to go with 65k. mind you, i have limited experience in recruitment, and the lowest i saw for base pay at my experience level (aka a 6 month internship) ranged between 46-58k, so i thought i was being somewhat greedy. however, the ease with which the recruiter agreed to it makes me think i should've asked for more 😭

please let me know how off base i am

Yes, the interview process is your first product. Everything about how you run your hiring process tells a candidate something about your organization before they've met a single person they'll actually work with how coherently you support them through the process.

I've seen strong candidates decline offers because the process itself told them something they didn't like. And that's why you need well-rounded HRs. Agree?

Hi all, our company just got SourceWhale as an outreach tool which includes sequences or campaigns that you can set up automatic reach outs for a period of 3-4 weeks.

Previously we have done everything manually and logged calls and emails etc in the ATS. The ownership rules as of now are 3 days for a message, 30 days for a conversation, and 6 months if you get them an interview.

Any suggestions of how to approach this new style of work with AI so that we can still have guidelines in place but also keep things competitive?

Thanks!

I got invited to participate in a process for a small, founder-led, recruitment agency that places skills trade workers for companies (their end-clients) in the EC space. Think of Project Managers, electricians, electrical testers, mechanical workers, superintendents, plumbing... you get it. Some are full-time, others are contractors/staffing.

Whats the catch on hiring these roles? I know that the last recruiter they got was fired because he wasn't able to place a lot of folks, but from my understanding, the firm owners (a couple) know they also screwed up because they are a startup and so small that they expected this single hire to fix a lot of things and get placements at the same time.

Any tips? Im not afraid of the challenge, I thrive in startup environments, and I know that their last recruiter was from corporate/enterprise world.

I was laid off last summer and have opted to start my own company since then. My old noncompete is from 9 years ago and I can’t manage to put my hands on a copy of it. Since I’m starting to reach out to some of my old contacts it has me a little weary of the noncompete terms that I’m not 100% sure about. Is there an unsuspicious way to get a copy from my old employer without raising red flags? I live in Texas and it’s been 13 months since I was impacted by the reduction in force, I want to assume I’m safe to go after any business I want but at the same time I feel like not knowing the terms and duration of my noncompete could bite me too.

Not sure if this is off topic but couldn’t find a flair that best fit.

For all the middle managers out there (supervisors, managers, directors, etc) of recruiters, what are the top 3 complaints you hear from your team members week after week and what are you doing (or trying to do) to solve them?

If you could eliminate one bottleneck for your team tomorrow, what would it be and why?

I’ll go first. We’re a small team and we simply don’t have the bandwidth to keep up with the volume of openings and the number of leads to manage. The team is a bit overwhelmed at times and we’re working on integrating AI tools and automation to help take some of the admin work off their desk to free them up for relationship building and order fill.

Curious to hear what you all are seeing in all of your industries (I’m in healthcare).

Recruiters feel free to drop in your pains if you come across this post!

Always knew that hiring for Big 4 is tough because they are very specific on who they bring on-board. Now facing in real time.

Has anyone done it in the past, really need some advice here.

I’m currently working in Big Tech but was contacted by an agency working on behalf of a top quant trading firm (Jane Street, Citadel, Optiver, etc.)

I’ve completed 2 interviews so far and am prepping for my last one at the end of this week. So far it’s looking pretty good, but it would require a move to NYC. Just wondering if there are any recruiters here who have made the move from FAANG to Quant - what are the major differences in your work load and WLB? How does the culture differ? Any insight on your total comp package w/o the equity from tech?

I source candidates in LinkedIn Recruiter Lite. I typically build several searches with 100-200 results and would like to automate my email reach out.

Is there a tool or Chrome extension that can:

• Pull candidates directly from a Recruiter Lite search
• Find their personal email addresses with a decent match rate,
• And if no email is found send a LinkedIn Recruiter InMail (or at least flag alongside profile link) instead?

If you have other set up recommendations that work and help speed up the email process please do share!

Hi all,

I just graduated from my bachelors degree in biomedical sciences. I have been offered a job as a life sciences recruitment consultant. I am based in Asia.

As they currently do not have a life sciences team , I am expected to find and build relationships with clients and carry out the entire recruitment life cycle.

I have zero experience with business development and sales. Any advice for how to succeed in this role?

Truly appreciate any advice.

EDIT: just wanted to say thank you everyone for taking the time to share your insights 🥹 I really appreciate it!

Hey everyone

I need some help as this has been bugging me for months. I do probably about 60% of my screens over the phone still, I dont use zoom, teams, just a regular call, and every single AI notetaker tool I've tried either needs a calendar invite with a video link to even activate, or it joins the meeting as a visible bot participant that freaks candidates out. So for the majority of my actual screening work, I'm still scribbling notes on a notepad and then spending like 20 minutes after each call trying to reconstruct what the person actually said before I forget half of it. By candidate number six in a day I honestly can't remember who said what about their notice period.

The tools that do handle phone calls seem to either require you to merge the call through some app, which adds weird friction and sometimes drops audio, or they only transcribe without pulling out the stuff I actually need like compensation expectations, timeline, and relocation flexibility. I don't need a full transcript, I need the five things my hiring manager is going to ask me about in our debrief. Has anyone found something that actually captures phone screens reliably without making the process worse?

I personally hate resumes like the first one and find it really cringy but it seems to be the style most people write their resumes and LLMs also heavily favor it. What do you think?

Software Engineer (IC1) – Oracle Cloud Infrastructure (OCI) | June 2025 – June 2026

-​ Engineered multi-threaded control plane features in Go for OCI Block Storage, successfully scaling regional provisioning pipelines to handle 450,000+ daily concurrent volumes.

- ​Reduced P99 API latency by 18% across dependent internal cloud services by rewriting an inefficient serialization layer and implementing a local Redis caching layer.

- ​Owned the design and rollout of a high-throughput microservice utilizing Apache Kafka to orchestrate data-plane resource allocations across 3 distinct Availability Domains.

V.S

Software Engineer – Oracle | June 2025 – June 2026

- Wrote backend code in Go for block storage features.

- Rewrote a slow serialization layer and set up a local cache.

- Designed and launched a microservice using Kafka to distribute data.

I’m curious what everyone’s doing. Are you using AI at all? If so, what are you actually using? ChatGPT, Claude, Copilot, something built into your ATS, or something else? Where do you draw the line where you don’t let AI in? What’s something you’d be perfectly happy letting AI handle? It’s popped up everywhere, but I’m curious what people are actually doing versus what everyone says they’re doing. And has it helped or hurt you?

For me, I use Copilot daily in my role and it’s saved lot of time with data cleanup, creating role descriptions etc.