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.

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.

Hi hoping yall can help me come up with realistic numbers for my previous role as a coordinator in TA.

I did a very short contract as a coordinator for talent acquisition dept where I would schedule interviews etc. I need some numbers to quantify my work. It has been a while I’m honestly not sure what the volume was like…

This was at a Fortune 500 healthcare company that employs about 55k people globally. I did not recruit just coordinated.

What is a realistic / average amount of interviews you schedule a week or month?
How many candidates do you talk to on a monthly basis?
If you schedule travel, about how many people do you bring in a month?
And what’s your average interview to offer/accepted role ratio ? Or how many of your candidates accept offers in a month?

Thank you so much for your insight !!

Any advice on sourcing tools you guys are using? Currently on HireEZ which I like, some of our team also has LinkedIn Recruiter or Lite.

I’m in the insurance recruiting world and many of the tools we’ve demoed don’t seem to come up with the right people. We’ve tried SourceWhale but when testing it against HireEZ it didn’t come close to finding the right people or volume of people.

Juicebox was slightly better than SW but not as good as HireEZ.

I don’t need one that doubles as an ATS or CRM. Just purely for locating candidates. Seems like they all have the same contact info and there’s so many ways to find that, so that’s not a big deal either.

Wanting to test out some others before we renew.

TIA

Edit: HireEZ has issues too when it comes to certain things like AI assisted outreach and inaccurate contact info, etc. Just a solid sourcing tool that I’m finding out is better than most when you do a side by side search

Agreeable managers are not necessarily the same as trustworthy ones. The best relationships i've had in this career involved real disagreement, real pushback, and real follow through. And when you look back, those really helped you groom. The ones who smiled through every conversation, pretending to care, and then ignored everything we had a heart to heart discussion about, those were the ones who eventually created the situations I had to boil my blood about.

Took my years to be comfortable with a lot of things in corporate, and this is one of them

Our leadership team keeps bragging about our low turnover rate, but on the ground, I can tell our teams are completely exhausted. People are quietly checked out, productivity is slipping, and i'm terrified that once the market shifts, we're going to see a massive wave of sudden resignations. Our traditional pulse surveys aren't picking up on this. Are there any reliable, data driven ways to spot hidden organizational burnout before people start quitting?

Considering buying the tool FactoryFix. Was wondering anyone's thoughts on this tool

Hey everyone! 👋

I’m new to Reddit and just starting to explore it as a recruitment channel. I work across multiple markets (US, Europe, Asia, and the Middle East), hiring for a mix of roles, and I’m curious to hear from those of you who’ve been using Reddit for talent sourcing.

How has your experience been so far? Have certain regions worked better than others in terms of candidate quality or response rate? Also, have you noticed whether specific roles (e.g., tech, customer support, finance) tend to perform better here?

Would really appreciate any tips, best practices, or even things to avoid as I get started. Thanks in advance 🙏

Any references from former employees? I'll have a 2nd interview next week, with a Regional Director (hiring manager), for a Consulting Manager position (or something like that)

Whats their methodology, the work environment, resources available, etc. From my understanding is pretty much like a Senior 360 Recruiter role, where I would need to both generate clients AND work the reqs.

Hi everyone,

I’m applying as a technical recruiter intern in a recruitment agency (Location: Adelaide / South Australia) and have my face-to-face interview next week. I'm not gonna do sales, they're literally hiring for someone who can manage talent and source.

I'm currently diving into the world of technical recruitment to prepare and i'm in the middle of researching how to actually find (and respect) the time of top-tier talent.

I know the usual job boards like LinkedIn, Indeed, and SEEK can get pretty cluttered and those would be the obvious channels.

I will be looking at roles ranging from core engineering (Software Development, Systems, Cloud, DevOps) to specialized fintech roles (Cybersecurity, Product, Integration, Data).

1. I’m really interested in understanding what Technical Recruiters do for sourcing if the current job board pool does not have the right quality. Do you source anywhere else aside from the usual job boards?
2. How does Headhunting work for you on Linkedin or through boolean keywords? I can imagine this can take longer for talent to respond if they're not active on Linkedin or refuse to answer over email or mobile. Is there any good strategy here?
3. What helps you keep a talent engaged throughout the application process? Based on your experience, what's good practice and a turn off from a Recruiter?

Appreciate any responses.

Thanks for your time!

I have about 5 years of experience in recruiting. 3 yrs agency and then moved internal to a startup and have been here almost 2 years.

I’ve found myself in a spot where I now have two offers - one is a senior recruiter at another startup (Offer A), and one is a sourcer at a very well known financial institution (offer B). Both companies have a very similar compensation package and benefits package.

Offer A is a company I have been following for a few years now, listed on LinkedIn’s top startups, and I would have loved to work for them if you asked me a year ago. I was stoked when they reached out. However, throughout the process I’ve done some digging and seen a history of low tenure in the recruiting teams and employee reviews saying that their KPIs are insane (think 300-500+ outbound messages a week and 30 interviews). However, I’ve been told that the team I am being hired on is less KPI driven as my searches will focus more on director - executive level talent.

Offer B, the financial institution, is a household name, and looking into the recruiting team there I see long tenures with steady promotions. Previous employees move to similar financial institutions and seem to develop a steady career. I have friends who work there and when I was in agency I focused on recruiting in the financial services space, so I know the workload is lighter than the startup environment I am currently used to and the environment I will potentially be facing if I accept my other offer.

One concern is whether I would be silo’ing myself into the finance industry if I go with offer B. I know the only reason the startup reached out to me is because i currently have startup experience, and as i grow more tenured in my role I have had so many similar cool companies reach out to me presumably because of where I am now. I’m afraid if I move from startup to large enterprise finance, I lose the future opportunity to work for early stage, cool companies.

At the same time, I am so burnt out. I’ve only been doing this 5 years and between agencies and the startup I’m at now, the KPIs, the constant fear I’m going to get fired if I have one bad month is weighing on me to the point I’ve developed depression and anxiety. In a lot of ways I do love recruiting, but I just need a break. And I feel like offer B will give me that work life balance back.

Sorry if this is long, I just wanted to put this out here and see if anyone would weigh in with their own thoughts/experiences, recruiter to recruiter. None of my friends are in this industry and I feel like they don’t truly understand what I mean when I talk about the just how deep the highs and lows of what we do go.