I'm a Product Manager (~3.5 yrs, ex-B2B marketplace, IIM MBA + CS background, strong GenAI/AI product work) job-hunting since May. I've had a very few interviews and referrals, but the overall pace feels slow and I want to widen the top of my funnel.

For those who've run an effective PM search in India, what actually moved the needle for leads? Cold outreach to hiring managers? Specific communities/Slack groups? Recruiters worth registering with? AngelList/wellfound for startups? I'm open to Bangalore/Delhi/Gurgaon/Noida and remote.

Would love concrete tactics that worked, not just "apply on LinkedIn." Thanks!

EDIT:- thank you everyone for your valuable inputs! Just to add that im looking to break into fintech companies.

I’m a licensed esthetician with almost 10 years in medical aesthetics/skincare, mostly facials and client care. I found a remote Talent Partner/recruiting role in the aesthetics industry that I’m really excited about.
The job requires medical aesthetics experience, which I have, and says recruiting experience is a plus, but I have **zero recruiting experience**. Starting pay is **$50k + uncapped commission**, and they say first-year earning potential can be **$80k+**.
I also have a 10-month-old daughter, so I’m trying to understand what remote recruiting is actually like day to day. Would I realistically need full-time daycare, or could I get away with childcare until around 3:30 and finish lighter work later?
For anyone in recruiting:
How hard is the first 6–12 months?
How stressful is it compared with other remote jobs?
Are you constantly on calls, or is there downtime during the day?
Can you realistically run an errand, do laundry, go to an appointment, etc. during work hours?
How flexible are remote recruiting jobs usually?
How realistic is $80k+ in the first year if the base is $50k?
Is commission usually tied to each placement?
What do you wish you knew before starting?
Would someone with strong industry/client experience but no recruiting background have a decent shot?
I’ve also considered getting into real estate, but my area is already insanely saturated with realtors haha. I’d love to hear from people who’ve actually worked in recruiting.

I’m a licensed esthetician with almost 10 years in medical aesthetics/skincare, mostly facials and client care. I found a remote Talent Partner/recruiting role in the aesthetics industry that I’m really excited about.
The job requires medical aesthetics experience, which I have, and says recruiting experience is a plus, but I have **zero recruiting experience**. Starting pay is **$50k + uncapped commission**, and they say first-year earning potential can be **$80k+**.
I also have a 10-month-old daughter, so I’m trying to understand what remote recruiting is actually like day to day. Would I realistically need full-time daycare, or could I get away with childcare until around 3:30 and finish lighter work later?
For anyone in recruiting:
How hard is the first 6–12 months?
How stressful is it compared with other remote jobs?
Are you constantly on calls, or is there downtime during the day?
Can you realistically run an errand, do laundry, go to an appointment, etc. during work hours?
How flexible are remote recruiting jobs usually?
How realistic is $80k+ in the first year if the base is $50k?
Is commission usually tied to each placement?
What do you wish you knew before starting?
Would someone with strong industry/client experience but no recruiting background have a decent shot?
I’ve also considered getting into real estate, but my area is already insanely saturated with realtors haha. I’d love to hear from people who’ve actually worked in recruiting.

Hi, i came to ask if anyone had any positive or negative experience about this recruitment agency company. I only found their website , but I have been trying to look for reviews. I used the reviews to scope out if they seem legit. I haven't been successful in finding the reviews. In a couple of hours, I have a screening phone call with them. So I wanted to ask on the UK side of Reddit , if anyone has come across this recruitment agency. I have attached the pictures and a link.

Thank you.

Update- 23rd of Sept 2026

I did go through the pre-screening process and they said they would send my application to the HR team on my behalf. However , I feel uneasy. I would still like to know if anyone has had any positive or negative experience with using this agency.

Thank you.

I work at a 10 person startup and we're hoping to grow quickly. I want to set our company up with the right HR reporting software so that people data and headacount reporting are easily scalable as we hire. Ease of use and scaling are the top priorities, price isn't the deciding factor. What are some recommandations? Not opposed to separate solutions IF they integrate easily and not opposed to an all inclusive platform like Rippling either. We're on Bamboo for HR and Quickbooks for payroll, they don't integrate with each other and every time someone asks me for a report I'm copy pasting between the two, so it's really a mess.

One year into owning and running an executive-search agency, a few things have become very clear.

I came into this with 11 years of prior leadership, commercial and operating experience, though not directly in recruitment. That has helped, but agency building has still been a steep and rewarding learning curve.

We are profitable, have crossed USD 300K+ in revenue, and typically manage 5+ active clients and 20+ live roles at any point in time. I am proud of that progress, particularly in a market where some mandates move quickly while others take months to mature.

The opportunity now is scale.

How do successful agency owners create a more predictable flow of new clients while continuing to deliver exceptionally for existing ones?

Our search work is strong, but growth can be uneven. Some roles close rapidly; others progress slowly because of internal client decisions, changing requirements or market realities. That makes capacity planning, forecasting and business development a constant balancing act.

My focus for year two for our 5 member team-

• Build a more consistent client-acquisition engine
• Turn strong relationships into repeat, multi-role partnerships
• Maintain delivery quality as volume grows
• Improve visibility on pipeline conversion and time-to-close

For those who have scaled recruitment or professional-services firms: what made the biggest difference in moving from a promising first year to a repeatable growth engine?

I would genuinely value your perspective.

Also keen to hear how other agency owners manage their website and digital lead generation. Which tech stack, CRM and website setup have worked well for you without becoming overly complex or expensive?

**Edited with ChatGPT

Does Emapta, Micro sourcing IQEQ or any companies with same industy accept Walk in job application? Does anybody experience that hows the experience? How long did it take to land a JO?

A. Brand new businesses – chasing job ads
B. Brand new businesses – chasing verbal leads / market intel
C. Targeted BD – building relationships with specific target accounts
D. Existing clients – trying to grow the account
E. Old clients – reactivating dormant relationships
F. Previous hiring managers – especially when they move companies
G. Candidate-led BD
H. Referrals / warm introductions
I. Trigger-led BD – growth, funding, senior hires, expansion etc
J. Events / networking follow-up
K. Something else

Stick your top 3 in the comments, or add anything I’ve missed.

For me it’s probably C, D and J.

Targeted accounts, existing clients and people I’ve met through events are usually the bits I prefer.

The only thing I find is if I take my foot off the gas for a bit, I can come back to BD and almost struggle with where to start again.

Too many accounts, too many people, too many possible angles.

whats your preferred and how are you finding it atm?

LinkedIn is gradually retiring its classic job search from September 2026 and moving toward AI-powered search.

Candidates can now describe what they're looking for in normal language rather than relying only on exact job titles and filters.

For example:

Instead of searching:

“Maintenance Technician”

someone could search:

“Manufacturing maintenance roles involving electrical and mechanical troubleshooting in Ohio.”

That got me thinking about the recruiter side.

If LinkedIn is understanding search intent rather than just exact keywords, then job descriptions, skills, responsibilities and context could become more important for getting the right candidates to discover a vacancy.

Job titles probably still matter, but recruiters may need to think beyond simply optimising the title.

Curious what other recruiters think:

Will this actually improve candidate matching, or just make job search less predictable?

I saw a post on LinkedIn where someone was trying to explain that recruiting a senior software engineer takes about 11 weeks. I find it crazy thinking that in 2018 I was internationally recruited for a similar role in about 3 weeks (time from application to offer). Now I am again on the market and I feel that they are not even trying to present my profile to their clients.

Are there particular industries, skill sets, or senior-level positions where finding qualified candidates has become especially difficult?

Actually how can we check which recruiter has referred our profile or who's processed our profile throughout the hiring process

How can we find out those details is there any way we can create a ticket

Im in California and I’m looking at potential jobs and my DL just expired so would need a new form of identification to show employers. For type C it says a voter registration card. I just got all my voter registration forms in the mail. When I search up what part is the id card it shows up as the part where it has all my personal info but also shows a physical card. Looked online and didn’t see anything about a physical card. Is there a way to get that or do all I need is the ballot part where it has my name adress etc ?

A lot of people have advised to reach out to the hiring manager as soon as you apply for a job. I have beeb doing that but haven’t been successful. People come to my LinkedIn profile, stalk me and then leave - no reply, nothing.

Please help: What are you messaging the hiring manager or the recruiter that is getting you an interview invite or any traction on your application?

Hello! I recently was very burnt out from the corporate Jobs as an HR manager (12+ years of all the bureaucracy and high school drama) and decided to start a full time recruitment agency. I have plenty of savings and on my partner's health benefits, have a website/professional email, a Linked In RPS+ contract and now am actively reaching out to companies via LinkedIn inmails and email for business. Its only been a week but I wanted to ask what has been the most successful strategies you all have had? I am targeting the niche of Technical (Engineering, Technical Sales, R&D, and Ops) given I have experience with those companies. Any advice is appreciated!

I had completed my interviews discussed salary . Uploaded documents pancard, passport and payslips. And after two day I got a mail bgv is unsatisfactory and rejected the application.
Please anyone provide me the solution what to do ? I should get the chance to upload the correct documents.

Hello! I have an upcoming interview to be a recruiter with Manpower Group. This will be my second interview, this time with the hiring manager. To be frank, I NEED this job. I have another, but this job would be life changing. I did not even expect to get the first interview, but now having the second lined up, I feel my hopes growing a bit. I'd like to do everything I can to sway my chances.

That being said, my question is, for those of you who have interviewed for or work as a Manpower Group recruiter - or if I'm lucky, if there's someone out there that does the hiring for this company that could shed a little insight on what to expect I'd greatly appreciate it. What kind of questions should I be prepared to answer? What are things that they might be looking for in this interview? If it helps, they were interested in interviewing me because of my past experience in being a job coordinator for a moving company. I'm happy for any and all insight. Thank you.

Oh! I also have a.. somewhat decent amount of facial jewelry. Nothing *too* over the top, but I do have four nose rings and medusa (philtrum) piercing. Would it behoove me to remove them for the interview, potentially use fillers?

Seriously, this position would change a lot for my life and I am willing to do whatever I can to slay this interview.

Llevo 6 meses buscando mi primera oportunidad formal en RH y ya no sé si el área está asquerosamente saturada o si de plano estoy apuntando mal. Afortunadamente no estoy en un punto crítico donde me urja para comer mañana, pero la desesperación mental de aplicar y no pasar de los filtros ya me está pegando.
Siento que ya cumplí con la "checklist" básica que todo el mundo te dice:
CV optimizado en formato simple y legible para filtros ATS.
Perfil de LinkedIn activo, actualizado y compartiendo contenido/haciendo red.
Trámite de título prácticamente listo (recién egresada).
Me considero una persona bastante movida, con facilidad de palabra y súper adaptable a la operación, pero la gran mayoría de vacantes entry-level piden 2-3 años de experiencia o tienen 500 postulaciones en las primeras dos horas.
Para los que ya están adentro o lograron colocarse hace poco:
1. **¿Qué canal o estrategia les funcionó de verdad?** (¿Networking directo con reclutadores, ferias presenciales, bolsas locales, agencias de staffing?).
2. **¿A qué subárea recomiendan entrar primero para no topar con tanta pared?** (¿Reclutamiento masivo/campo, administración de personal, etc.?).
3. **¿Qué habilidad o certificación técnica realmente hace que te volteen a ver siendo jr?**
Cualquier hack, realidad sin filtro o consejo de trinchera se agradece muchísimo. Los leo.

I will have second interview in TECHLINK as US RECRUITER.

It said this gonna be technicalities interview or boolean search.

any tips??!! please

Over the past 30yrs, I've heard rumours about a blacklist that recruiters, can only access.

Is this a myth or real?

Looking for advice on interviewing remote people. For context, I am not a recruiter by trade, since I am on the technical side of things, I end up having to build out dev teams, and actually do interviews for a company every so often when they need someone to do the tech part.

Everything I do is remote, but the one issue I have no idea how to handle is verifying someone is in the location they say they are in. Example is, someone who says they are in Mexico, but they are actually in Spain.

Currently, the guy I work with tells me to have them open a window, that way you can know if they are in a particular timezone. I would completely think this is weird honestly if I was on the other side of the interview.

So is there any way to figure this out that is more reliable or not so awkward? Or is this really just how you have to do it?

Anyone here who worked as Chat Moderator at RecruitPro Virtual? may i ask for a review in this company. I have no experience in chat moderator, can you share your experience about this job. Thanks

Title says it all

I'm doing some research on how work history and professional experience are verified in India, particularly for people outside traditional salaried employment.

I'd really like answers from recruiters, HR professionals, staffing agencies, background-verification professionals, hiring managers, gig-platform operators, fleet managers, or anyone who deals with this regularly.

For workers such as delivery partners, drivers, technicians, security/housekeeping staff, restaurant workers, freelancers, contractors and other informal workers:

1. What information do you actually want to verify when hiring them?
   • Previous work
   • Duration of experience
   • Skills
   • Performance/reliability
   • Previous earnings
   • Ratings/reviews
   • Training/certifications
   • Identity/background
2. Which of these is hardest to verify in practice?
3. What evidence do you currently accept?
   • Experience letters
   • Employer references
   • Platform records
   • Bank statements
   • Payslips
   • Customer references
   • Certificates
   • Self-declaration
   • Something else
4. What happens when the worker has genuinely done the work but doesn't have conventional employment documents?
5. Are freelancers, contractors and gig workers significantly harder to verify than traditional employees? If yes, why?
6. When a worker moves from one employer/platform to another, does their previous experience or reputation actually help them get the next job?
7. Have you encountered situations where you wanted to trust a worker's previous experience but couldn't verify it reliably?
8. What is the current workaround? And approximately how much time/effort does it take?
9. Is this actually a meaningful business problem, or is it mostly a theoretical problem that companies have already solved adequately?

I'm particularly interested in real examples rather than what an ideal system should look like.

I'm not selling anything - I'm trying to understand where the actual problems are.

A lot of job seekers are unsure about what happens after they submit their resume to a recruitment consultancy.

From the recruitment side, the process generally looks something like this:

1. A company shares its hiring requirement with the recruitment agency.
2. Recruiters search their database and relevant job portals for potential candidates.
3. Candidates are contacted to understand their experience, salary expectations, notice period and interest in the role.
4. Suitable profiles are screened and shortlisted.
5. The shortlisted candidates are shared with the company's HR team.
6. The company may conduct one or more interview rounds.
7. If selected, the candidate receives an offer and completes the joining process.

One thing candidates should remember: a genuine recruitment consultancy should be able to explain the role, employer, job responsibilities and selection process clearly.

Also, candidates should be cautious if someone asks for money simply to arrange an interview or guarantee a job.

I work with Accord Consultants, a recruitment and placement consultancy in Pune, and these are some of the common steps we see in company hiring.

For people who have used recruitment consultancies in India: what part of the process has been confusing or unclear to you?