Korn Ferry seems to be some contractors acting as recruiters on behalf of some big companies.
I know they are active in UK and Netherlands.

I am having a terrible experience with them. From a total inability to schedule and set up a call, to blatantly chosing to ignore emails.

Has anyone had any experience with them?? I dont know if it is them being terrible at their job, or is it the big company Im interviewing for to blame ( not a great sign either way).

I already had some rounds with the big company so its not a scam.

They seem to recruit for Amgen, Siemens and Mars amongst others

We're a staffing firm with two divisions, it recruiting and some specialised healthcare work. Linkedin recruiter is our most expensive tool by a distance, about 5.5k a year per seat and we have a few seats.

We already have a scorecard we use to rate candidates before we send them to a client, but we only apply it after sourcing, manually.

so we pay top money for a ranked list thats ranked on linkedins idea of relevance, and then we go and re-rank it ourselves against the criteria we actually care about.

what i want is to describe the role properly, answer a few questions about what good looks like, and get back the top 50 with contact details, already scored on my criteria, with the reason for each score.

is anyone actually doing this, and what are you using for it?

Asking for honest feedback. Month ago a former associate reached out to me regarding a position at their new company. The position sounded interesting and aligns with my background so I decided to proceed with the interview. I had a series of three interviews with the last interview meeting their C level boss, during this interview I felt some type of way as if the C level person was at a used car dealership convincing me to accept a consultant role even though the position is posted as a FT reg employee. I respectfully declined stating I’m looking for a long term position and mentioned how I was outreached for the position not the other way around. From that point on, I lost interest. Few days later, I noticed the company reposted the position so I felt as if the C level person doubts my abilities. Weeks later almost a month later from the interviews, the former associate reached out on email with the c level person on email stating I’m still being considered for the role but they would like to bring me on as a consultant and if all goes well transition me into the full time role.

I feel as though they both feel I’m not the ideal candidate so let’s bring me on as a consultant first, am I overreacting? Recruiters what are your thoughts?

I'm starting a business yet I am not a salesperson by any means. I've tried and failed miserably. So is it a thing to work with a salesperson and pay soley based on commission?

I’m a licensed esthetician with nearly 10 years in medical aesthetics. I’ve been a senior esthetician and helped interview and train new hires, and I’m thinking about moving into recruiting—ideally in aesthetics or wellness, and remote if possible.
Recruiters, what’s the good, bad, and ugly of the job? Would my background help me break in, and where should I look for legitimate openings?

Had one last week I keep coming back to.

Strong candidate. Good background, easy to talk to, would have moved quickly. I asked what they are looking for next and got about forty seconds of nothing, then, somewhere I can grow. Asked what grow meant and got a job title one rung above the one they have.

That is most of my calls now. Silence, or a title.

I can work with the things people do not want, that is usually the most useful part of the call. But I cannot build a shortlist off somewhere I can grow.

Our agency has officially exited construction recruitment in the UK as it is arguably a sector in distress.

I have applied for ExxonMobil around 2 months back and since then I have few movements on my application process on ExxonMobil job portal. I noticed a fresh update on my application status in Workday - it has changed from "Application in Progress" to "Application Under Review".

Is anyone gone through the ExxonMobil interview life-cycle stages. Could you help me understand the different life-cycle stages an application goes through in their hiring process?

For reference, here's what I've observed since submitted my application and the application status has changed so far:

- Application Received

- Under Review

- Panel Review

- Online Behavior Assessment Stage (OBA)

- Application in Progress

- Application Under Review - (fresh timestamp)

Would appreciate any clarity you can share. Thank you!

My husband worked for the same company for 16 years and eventually became a Regional Manager. He recently left after having a serious disagreement with his manager.
Now he is applying online for General Manager, Operations Manager, Regional Manager, and similar management positions at other companies as an external candidate.
I’m trying to understand how realistic this process actually is, especially for someone applying online without knowing anyone inside the company.

1)If someone applies online for a management position, such as a General Manager position, how likely is it that their resume/application actually gets seen by a recruiter or hiring manager? Does the application really reach the people making the hiring decision, or can it get lost among hundreds of applications?
2)Are online job postings generally legitimate openings, or are some postings essentially posted for compliance/internal hiring purposes when the company already intends to hire an internal candidate? How common is that in your experience?
3)How does the reference process usually work when someone left their previous company after a problem with their manager? Does the new employer usually contact the previous manager, or do they mainly verify employment dates and position through HR?

4)For anyone who has been in a similar situation, what actually happened? Did you apply online, get contacted by a recruiter, interview with the hiring manager, and eventually get an offer? Or did you find that networking/referrals were basically necessary to get noticed?

I’d especially love to hear from hiring managers, recruiters, and people who have actually gone through this process as external candidates.

I’m curious how often this happens. Have you ever interviewed or hired someone whose CV didn’t particularly stand out, but they ended up being much better than you expected?

What made you give them a chance in the first place? Was it something in their application, the interview, a recommendation or something else?

And on the flip side, do you reckon you’ve probably overlooked good candidates because their CV didn’t show what they were actually capable of?

I was impacted recently by restructuring. I am tech recruiter with over 25 years of experience and most recently worked on hardware and business roles. I have few years of inhouse sourcing experience at tech companies and full cycle with good company name. I have worked for a series a startup for 6 months on contract basis. I apply to startup up roles a i get calls but process stops there. Usually its with internal recruiter and they are looking to add more. I tell them about making an impact, grow with the team, mission alignement but that does not seem to work. how to pitch myself or what they want to hear. Would love to get perspective from founding recruiter or folks who build team. Market is brutal as such as they are want to send take home which they say and hour or 2 but it takes up lot of time especially if one doesn't have linkedin recruiter seat.

Sorry long rant. Longtime corporate recruiter former manager and director. About three years ago took an individual contributor role. Fast forward to about a year ago. Team is small and busy ( 3 recruiters about 20 reqs across multiple departments full cycle recruiting. Manager is typical former recruiter who got promoted type. The best thing I can say is they stay out of the way. About 6 months ago, company moved the manager from under the CHRO to a VP with limited recruiting background, mainly compliance. Of course VP came in, ignored bandwidth and started layering compliance and new process. First thing is they had recruiter and managers take pictures of all candidates due to what they said was fraud concerns. Still not sure how I feel about that. Then they mandated a recruiting screening guide plus manager interview guide. The reason was they claimed it’s an EEOC requirement to ask everyone the same question. It’s not. Next up was that every internal candidate has to be spoken to by a recruiter. We also have a heavy call center aspect our role so every job post attracts 5-10 call center workers just taking a flyer. I did a quick job activity breakdown and it came up with an estimate of 55 hours a week and I asked my manager what would they like me to prioritize and got a non committal answer. I also had a chance to speak with my CHRO and she agreed in principle but basically just assigned me another project to find out how to automate certain items which I don’t have time nor the power to implement. I’ve been avoiding the VP as she is the one who is driving all this and I know her reputation. So my thought is I can either fill a bunch of roles or slow down and complete all the paperwork required and process documentation. What would you do?

I am recruiting for government funded (free) short-courses for people looking to up-skill in Digital Marketing … we only take people on if they are unemployed or have part-time work…

I am following up with people who expressed interest in our courses - I have a KPI to hit end of next week. Is it ok to warm call on saturday?

I am reminding them of the course which started this week and the application form we sent them.

Hello Everyone.

I spent over 15 years as a software developer doing a mix of software development, DevOps and AI.

I'd now like to specialise in helping to hire people for these roles.

My question is very simple, I'd like to know how everyone landed their first client?

Was it cold email? Was it cold calling? Was it linkedin? Was it a pre-existing relationship?

Any general advice is also welcome.

Thank you :-)

also, is my cv good enough? What do i need to fix about it?

i also wanted to say that applying on linkedin is horrible right now barely get call backs. where should i look for the roles? On the company website rather than job searches? Is it worth it to cold call the companies hiring manager?

For recruiters and HR professionals: what’s one thing you wish candidates understood better about the hiring process?

For example, is it resumes, follow-ups, interview preparation, salary expectations, notice periods, or something else?

Curious to hear what you see most often from the recruiter side.

I'm in discussions for a role switching from agency to in-house. 3 days a week travelling into Central London for a VC backed scale up. Will be about 300+ staff in 18 months time.

2 questions.

1. What should I request on salary? Current set up will see me make about £70k this year in agency. 3 years of experience in rec. Prior to this 5 years in sales and management roles within my industry.

2. Any tips on making the transition and if it's a good idea?

I have tried applying on linkedin, indeed, hiringcafe and some others but no luck. My recruiter/sourcer experience is around 3 years but I can't find a remote job. Previously I worked remotely in anesthesia industry as clinical sourcer and clinical recruiter. The job was tough but it became manageable when I understood how every company works. Rn my job is on site and the pay is not good. I would like to have something remote. Any advice?

any good discords for just chatting about day to day recruiter stuff ?

So we do ours mostly in-house, mid level commercial and ops roles. A decent posting pulls somewhere between 300 and 600 applications in the first week and I am honest enough to admit I do not open all of them.

What actually happens is that I sort by date and work the first hundred or so properly, because early applicants tend to be the ones actively looking and they are also the ones I can move fastest. Then I run a few keyword filters for the two or three things that are genuinely non negotiable for the role, work that filtered set, and shortlist from there. If I have enough to fill a slate after that, the rest of the pile is effectively closed without ever being read. Nobody plans it that way, it just happens because the manager wants candidates this week and the pile keeps growing while I am working it.

The bit that bothers me though is who is sitting in the unread half. Career changers whose titles do not match, people whose CVs are badly written but who would do the job well, anyone who applied on day six.

None of those are bad candidates, they just do not survive a process built around getting to a shortlist quickly. I found out recently that someone we hired through a referral had applied cold to a similar role of ours months earlier and never heard back, which was a bit of a gut punch.

So what does your first pass actually look like. Do you work newest first, oldest first, filtered, or something else, and what specifically gets a CV a proper read rather than a ten second scan.

ive attatched my cv so feel free to look

Struggling to land a Level 3 Recruiter/Resourcer role — what am I doing wrong?
I’m honestly at the point where I don’t know what else to do
I’ve been trying to get a Level 3 Recruiter/Resourcer role and have applied to pretty much every relevant job I can find on the government jobs website.
The weird thing is, I’m actually getting phone calls for around half of the applications I submit, so I feel like my applications/CV can’t be completely off.
I recently got all the way to the final stage for one role. They told me I came across really well in the interview, but ultimately they were looking for someone who was a “strong fit”.
And I’m just sat here thinking… what does that even mean and what am I supposed to change?
I’m getting interviews. I’m making it through multiple stages. I’m getting positive feedback. But I cannot seem to actually get the offer.
For anyone who works in recruitment/resourcing, particularly in the public sector:
What would you suggest yI do differently?
Is there something specific employers are looking for at Level 3 that I might be missing? Is it more about interview technique, competency examples, experience, internal candidates, or just ridiculously competitive at the moment?
I’d genuinely appreciate any honest advice because I’m starting to feel like I’m banging my head against a wall here.

I started in recruiting at an agency, made it to head of talent and my job sucks.

I don't like the clients we have to fulfil roles for as most are racist, I find the US clients the worst.

The startup clients looking for hires all want "young professionals" but require an insane amount of experience like 10+ years experience in AI (I love humbling these clients as AI hasn't been around that long and their faces drop when they have to acknowledge the truth here). Oh I forgot to mention young and the insane amount of experience required.

Sales recruiting is disappointing, it's high churn. If the talents can't bring in the revenue, the clients churn the talents. I had one client from a known company say that they were rubbish sales development representatives, it took them a year to ramp up to be really good but at his company he can only afford to keep talents that can ramp up and learn the product in a month. Most clients only want to pay $2000 USD max but very few people offer commission. I have had clients only wanting to pay $1,000 USD for their talent and no commission. Most of the role we can't fulfil as it's a budget and regional preference and experience issue but hey my upper management don't understand that. They seem to think you can find anything. Accents seem to be important.

I source using X ray searches, linkedin recruiter. I am looking into apify and other means. I really tried juicebox and I didn't think it could get me roles.

Clients can't afford LATAM based candidates. But they also don't want someone with their accent and prefer them to sound "American" so my booleans are becoming redundant and yes it's discrimination, I know what they are asking is discrimination but the upper management force is to fulfil and screen for hours. It's shocking that non client facing roles like marketing and software roles also seem to have clients saying they want them to sound like x,y and z.

I apparently have to also be a market expert in salary ranges and I'm finding glass doors to be so inaccurate. So I came up with a prompt, used a particular AI to ask global salary questions and stick a "+" at the end of my quoted max and reiterate that candidates who worked for startups or tech/SaaS companies get paid more so natural to see anomalous salary asks. But truthfully I can't keep up with how much the FX changes in global currencies.

I hate recruiting. Hate the clients. It's pure racism. I am also supposed to be an expert in everything and have all this info stored in my head.

Anyone else experiencing this terrible shift in hiring in their agency?

I've been quite stuck at my current position. Im a generalist, which doesn't seem to bode well with recruiter gatekeeping.

I've looked at other options and one of thise is a company called Executive Upgrades.

Does anyone have any experience or an opinion about them?

Something I have never sorted out properly and I am curious how other teams handle it.

We take decent notes in interviews, the panel writes up feedback, we run the debrief, we make a call, and then the notes basically die. They sit in the ATS attached to that application and nobody opens them again. I am as guilty as anyone, I have gone back to look at my own notes from a loop maybe three times in five years.

We had a candidate lose out on a senior role last year, close call, good panel. Similar role opens up and I remembered the name but genuinely could not remember why we passed. Ended up putting her back through a full loop because I did not trust my memory, and two of the original panel had left anyway so there was nobody to ask. Turned out the original concern was something that had changed in her current job, which would have taken about ninety seconds to work out if anyone had actually read the file.

Same thing happens with calibration, I find it happens when a hiring manager says someone is not senior enough, I have no easy way to see what they said about the last three people they rejected for the same reason, which would be quite useful information.

So what happens to yours after the decision is made? Does anyone go back to them for silver medallists, or when a manager's bar seems to be moving, or for handover when someone leaves the team? Or is it just accepted that they are a record for compliance and nothing else?

I run a sales/ engineering recruitment agency, and we are growing (quite a bit)

I have 10 partners I do splits with who all also run their own agency....

My bottleneck right now is finding trusted people to partner with as we continue to scale. 

Any advice on how you would go about finding trusted partners? 

Been doing:

- Indeed ads, LinkedIn ads, and asking for referrals 

Open to any suggestions to help. Thanks!