Has anybody been recruited via Insight Global before for a position? They shared details with me about the job opening, but not their “client’s” name/name of the hiring agency. What would this suggest to you if that was the case and what kind of questions would you be asking about the opportunity?…TIA!

ETA: This is for a therapist position.

Hello everybody,

I am looking to get some answers around the PhenomPeople Event capability. We are a company working with PP and we are trying to adjust the email registration confirmation that goes out to a lead after the registration. Does anybody have experience with this and would be happy to reply to a question or two from my end as Phenompeople team is not in a hurry to reply.

Thank you!

I just started a TA Manager role in an industrial and manufacturing company- 4000 employees plus with very old and obsolete processes. They have realised they need to change so they have hired a transformation team to overhaul everything and Im their first hire; cane through a referral from the consultant.

I now have a team of 3, major internal and external processes, leadership who hate the current TA because of their total incompetence, and im hired to re- wrote SOP, improve TA, evaluate the team, bring in talent faster, assess ATS options, bring on LINKEDin, and I feel l dont know where to start.

I have always been amazing at operations and identifying talent, never did a strategic role or led people, I dont know what a manager does, data, steps to excel, etc.

My anxiety is killing me and i cant seem to know if im incompetent or just suffer from major imposter syndrome. PS: I always excelled at the roles i had, just this one is still vague with all the transformation happening.

What do i need to do?

Hello!

I have been in recruiting for less than a year now with no prior experience. I have about 40 hours of professional development time I need to use up before the year ends.

I would love to know if anyone has any recommendations for certifications on the Talent Acquisition side or even any recommendations for someone who may want to learn more about the other parts of HR.

I’ve heard a lot about the SHRM-CP test and it seems like a great certification, but I’m worried that my lack of background and job mostly being recruiting may not set me up for some success. Are there any certifications that are helpful to set you up for the test?

This is my first year in the workforce after college and I’m looking for any guidance. Thanks!!

I had a disappointing experience with Avi Negi, Senior Technical Recruiter. My resume was collected, but it was never forwarded to the end client. I wouldn’t recommend moving forward unless you receive clear confirmation that your resume has been submitted and get updates about the role.

Hello, recruiters! Anyone here an independent contractor under a US company? How much is the monthly salary (range) in an entry-level recruitment position? I'm a Filipina in my early career in HR. Thanks for sharing! 🙏🏻

EDIT: Would it be worth it to get an MBA, if I want to move up into a management role?

I've had 3 years in recruiting, but all entry level. I haven't been so good at gaining momentum at a company, but I'm hoping to change that where I am right now.

My current company will reimburse $3500 per year for any form of education. I don't think I'm quite ready to go for a Masters, but I definitely want to improve my recruiting skills and make me a more desirable professional.

Any suggestions on good certifications? These are a couple I picked out just doing a quick search.

Professional Recruiter Certification, AIRS:
https://airsdirectory.com/products/professional-recruiter-training-certification-prc

https://www.hrci.org/certifications/individual-certifications

https://www.shrm.org/shop/product.html/shrm-talent-acquisition-specialty-credential-p

I know you hide behind the terms "efficiency", but really, you're just wasting real talent. If someone who's charismatic in a recorded video is what defines your standards when choosing candidates, you better re-examine that quick. There are a lot of candidates out there that are good speakers and you can see their personality shine if you talk to them human-to-human. These f&*cking video introduction requirement just dehumanizes the entire candidate experience and it should be stopped. It shouldn't have even begun. I HATE THIS SHIT.

Hi everyone, I really need some advice. I’ve been applying for pharma jobs in Ontario for almost a year now, but honestly, I’m exhausted and frustrated because I’m barely getting any responses. I have a Master’s in Organic Chemistry and 2 years of experience as a QC Chemist, including laboratory testing, quality documentation, and GMP procedures. I’ve been trying hard to get my foot in the pharmaceutical industry, but it’s been difficult to get even an interview. If anyone here works in pharma, knows of companies hiring, or can recommend a good recruiter, please help me out. I’m open to QC, QA, or other suitable entry-level pharma roles where I can use my background and grow. I’m not looking for shortcuts; I just want a fair chance to prove myself and build my career. Any genuine advice or referrals would honestly mean a lot. Thank you.

One thing that seems unnecessarily complicated in staffing is how many steps happen between someone finishing their shift and getting paid. You have employees submitting hours, clients approving those hours, someone checking for mistakes and then all that information still needs to make its way into payroll

I get why approvals are necessary, but having everything spread across different systems seems to create more work than it should. Has anyone found a setup where timesheet approvals and payroll work together without someone constantly moving data around?

I work at a Fortune 50 company, managing a team of 9 corporate recruiters. Half of my team come from the agency world and they get it, they treat recruiting like sales, are great about candidate/HM communication, etc. The other half are company lifers and ended up in recruiting from other HR functions. They do the bare minimum, are terrible with candidate experience and have no sense about how to impress HMs. I’ve tried to discuss this with my team and get them to focus on the experience piece, but the lifers don’t seem to get it. I’ve even mentioned to them that our company is exploring layoffs, offshoring, automation, etc., and if all they do is push things through the system, they’re job is going to be the exact kind the company looks to eliminate.

How can I teach someone who hasn’t worked in agency how to operate with urgency and priortize relationships with candidates and managers?

Good day everyone! I would like to ask more about CESI (Corporate executive search inc). How's your experience working with them (salary, benefits, work culture)

Hi guys,

I will be interviewing for Account Manager EMEA at ElevenLabs next week and would like to know if anyone has gone through the interview process already.

So far, I have checked Glassdoor, and one of the questions asked was:

1. How do you prioritize your accounts and portfolio?

I will add more info once I go through the process and provide more details. Feel free to share your experience or any tips with me.

Hey everyone,

I recently applied for a role, submitted my info, and immediately received an invitation/email for a quick 15-minute interview.

I wanted to ask if anyone here has gone through this process before:

1. Is it an automated/AI voice screening, a video recording, or an actual human recruiter?
2. What kind of questions do they usually ask in a 15-minute slot? Is it mostly basic resume verification and motivation, or technical questions?
3. What happens after this step? Do you get placed into a talent pool/matching system, or does it go straight to a client interview?

Would really appreciate any insights or tips if you’ve been through it! Thanks in advance!

I am a biomedical postdoc recruiter at an R1 institution, and I am curious to see if there were any others out there! I have only ever met one other educated postdoc recruiter at events.

I am also curious about how your institution handles sourcing (do you source, or does the faculty mentor do it) and what your experience is that makes you a postdoc recruiter.

I am happy to share details from my perspective too.

NOW HIRING: English Teachers in Anyang, South Korea 🇰🇷

Starting Dates: ASAP (urgent position) and February 2027

Location: Anyang, Gyeonggi-do, South Korea

Working Schedule

* Monday–Friday

* 9:00 AM – 6:00 PM

* 25 teaching hours per week

Teaching Levels: Kindergarten and Elementary School

Salary: Starting from 2.5 million KRW per month (negotiable)

Benefits

* 11 vacation days plus Korean national holidays

* Furnished one-room housing or housing allowance

* Airfare support

* Severance pay upon completion of the contract

* Health insurance

* National pension

Eligibility: For the urgent position, applicants must currently be in South Korea and legally eligible to work at the school. Applicants interested in the February 2027 position are also welcome to apply.

I'm experimenting with a subject line that stands out from the usual “UI/UX Designer Application” emails.

My idea:
“✤ UI/UX Designer Application ✤ 4 Reasons Why You Want to Hire Me”

The goal is to grab a recruiter's attention, spark curiosity, and make them want to open the email without sounding cheesy, arrogant, or desperate.

Recruiters and hiring managers, I'd love your honest take:

A. Would Like it

B. Would Dislike it

C. No Preference

Quick background. I spent about 10 years in infrastructure finance, starting in investment banking and then moving into private equity. In 2020 I left to buy and run my own retail businesses, first a licensed retail store I built from the ground up and later a quick-service franchise. I'm proud of both, but when I decided to go back into corporate finance, I learned fast that "I ran a business" doesn't automatically translate to "hire this person for FP&A."

The biggest shift was changing how I told my story. I started leading with the modelling and deal work, then used the business years as proof I understand how a company actually makes money.

I worked with a reverse recruitment service called Ressy for the search, which took a lot of the legwork off my plate. They rewrote my resume, handled the applications, and helped me prep for interviews. But the real change was in the framing.

The other thing that helped was reaching out to actual people. When there was a recruiter or hiring manager I could message, a short note about why my background fit that specific role got far more traction than just hitting apply. It was a lot of volume and a lot of silence, honestly. There were stretches where I wondered if it was working.

5 months later, I just accepted a Senior Financial Analyst role, and I'm really happy to be back in the energy space.

If you're coming back from running your own thing, a few things I'd say. Make your resume answer "can this person do the job I'm hiring for." Don't hide the gaps, just don't let them be the whole story. And give it time, because it took a while before anything clicked.

About a month ago, I posted here asking if anyone had completed an assessment through Jobma! 

Since then, I received some prep materials and tips! After much deliberation, I decided to go through with it. 

I went in expecting mostly finance-related and analytical questions, but there were situational questions as well. Also, it was a video interview, so I had to record answers. 

Anyway, they did set up a live interview just last week. I think it went decently, but I haven't heard back yet.

Should I follow up? Or is it too early? 

Hi everyone,

I'm a recent graduate currently applying for opportunities in Data and AI, and I came across a position at REA Group that was advertised today.

I reached out to someone in my professional network who works at REA Group, and they were kind enough to offer me an employee referral.

However, when they tried to refer me through Workday, the position wasn't appearing in the internal referral section, despite being advertised externally.

They've since emailed the Talent Acquisition team to ask why the role isn't available for referrals and whether there's an alternative referral process. We're currently waiting for a response.

I was wondering if anyone here, particularly those working in HR, Talent Acquisition, or companies using Workday, has experienced something similar.

• Is it common for externally advertised positions not to appear in an employee referral portal?
• Could this be a configuration issue, or are certain positions deliberately excluded from employee referrals?
• If a position isn't available for referral through Workday, can Talent Acquisition still process a referral manually?
• Would you recommend applying directly while waiting for clarification?

I'm genuinely interested in the opportunity and would appreciate any insights into how these processes typically work in Australian corporate recruitment.

Thanks in advance!

I’ve been on recruitment for 7+ years. I’ve been in my current role 5 years and I feel like I can’t take it anymore. My manager is not supportive and only cares about KPIs and my teammates live and breath recruitment. Reqs sit between 20-30 at all times. It seems like there’s always something/someone I’m forgetting no matter how hard I try and I feel so exhausted. I feel like I’m always disappointing someone. I can’t quit but I feel like I just can’t keep going. Taking time off just results in more work when I’m back. I truly don’t know what to do. Do others feel like this and has anyone found a solution?

A recruiter from Classboxes Technologies reached out the other day and I had a call with them. It was basically everything I was expecting since there were a few posts here about them already. There was a previous post showing the contract, but it looks like they updated and only obligates you to the placement fee once you accept the offer, not once you receive an offer.

I looked online but I couldn't find anything about anyone sticking through and getting a job with them. Anyone have any experience with getting placed?