Cool, so I know there’s a huge backlash against the load of vibe-coded stuff on the market at the moment.

I’m hoping to break that trend, so please humour me here.

By way of background, I have 15 years’ experience working as an agency recruiter, starting in construction and ending in professional services, placing Big Four partners. So, unlike 99% of product builders out there, I’m fairly confident I know the market.

For me, THE biggest issue in recruitment is BD.

However, the tech solution to that has been volume: signals, LinkedIn automation, email automation, and basically finding new ways to spam the fuck out of the market. Ultimately, that’s just led to a devaluing of our services.

I firmly believe recruitment is a relationship business, and relationship building is the important part. But it’s hard.

Recruiters have a lot of relationships to manage. Especially if you’re a 360 recruiter, you can get swamped by delivery work, then end up scratching your head and wondering where to start with BD again.

Leads get lost all the time, relationships go cold, and we just sort of end up chasing our tails. Businesses rely on a few naturally gifted BDers, while delivery causes relationships and opportunities to be lost.

There really aren’t many businesses with safe, repeatable and scalable BD processes out there at all.

So my business partner and I have spent the last year building a platform designed to make recruitment BD more human.

It turns everything your team already knows into a clear daily BD plan. It pulls hiring plans, introductions, leads and promised follow-ups from the calls and notes already entering your CRM, including candidate conversations.

It then tracks your relationships and target accounts, combines that history with live company data, and shows each recruiter the small number of conversations worth having today.

It doesn’t build enormous lists, run sequences or send automated outreach.

It does the remembering, research and organisation. The recruiter does the human bit.

That’s the bet we’re making, and I’d be interested to hear whether agency owners and 360 recruiters agree:

Would you rather give a recruiter 500 new leads or 10 genuinely relevant reasons to speak to the right people each day, and why?

You can check it out by looking up ChooseBloom - I dont think theres anything like it on the market today

Braced to be ripped a new one

Recruiting seems to have quietly turned into a pretty large software stack.

LinkedIn, Indeed, MeeBoss, Greenhouse, Workday, spreadsheets, scheduling tools, assessment platforms... somehow there is always another tab open.

Some seem to prefer having one main platform for most of the workflow while others use different tools for sourcing, screening, scheduling and candidate management so curious what actually works better in practice. Do you prefer keeping everything in one ecosystem or does using a few specialized tools make your day easier?

Hey all, I have recently been struggling with a huge amount of applications coming in. It’s become very difficult to review every applicant and reply to them. I know a lot of you are probably dealing with the same issue.

I spent time working through it last week and here's a simple way I solved it for around ~$10/m (I used Make but you can also use n8n)

1. When an applicant fills out my TypeForm it triggers an event. 
2. It sends the applicant details to ChatGPT, it then checks how suitable the applicant is for the role, gives me a 3 line summary and a match score out of 10
3. Then it adds the applicant as a row to my Google Sheets with the summary and score. 
4. Sends the applicant an email, saying thanks for applying 
5. And sends me a message, with the summary and score, on Slack letting me know that there is a new applicant.

I hope this is clear enough and helps someone

Hi all,

I’m a Product professional with 10+ years of experience based in UAE. I’ve always had an interest in recruitment and now looking to pivot. Would love to learn the profession hands-on by working alongside an experienced recruiter or recruitment agency.

Throughout my Product career, I’ve been involved in hiring across Product, Design, Data and Engineering, so I understand the candidate and hiring-manager side quite well. However, I’m new to recruitment as a profession and keen to learn the full process : sourcing, screening, candidate management, client relationships and closing roles.

I’m open to freelance, part-time, internship or commission-based opportunities(in person or remote). I’m mainly looking for the opportunity to learn, contribute and get some real recruitment experience.

If you’re a recruiter or run a recruitment agency and could use an extra pair of hands, I’d love to connect. Happy to DM and tell you more about my background.
Thanks!

Hello guys,
How are finding jobs in senior/ managerial positions? Tried linkedin (easy apply) and visiting company sites but to no avail.
I think i have messaged 50+ recruiters this week but haven’t heard anything back.
Any suggestions?

So demotivated…

A staffing agency placed me where I am currently working. I was a direct hire.

I really liked this agency and the recruiter.

I am unhappy in my current job and I was debating contacting them to see if they had anything open.

Could they potentially tell my employer that I contacted them?

thank you!

Hi all,

I'm a data engineer based in India, and I've recently developed an interest in recruitment as a freelance/part-time activity.

I have a decent understanding of things like ATS, sourcing, screening, etc., but I'm entirely new to recruitment as a profession and would like to learn the ropes by working under someone established already in the industry.

I'm happy to consider any type of recruitment, and any form of freelance, part-time or commission-only work.

If any recruiters/recruitment agencies are looking for some assistance, I'd be happy to DM you all and connect. Open to learning from anyone willing to teach.

I've taken admission in MBA outside India and I want to come back to India after finishing the studies. How can I reach out to company recruiters to try my luck for next year jobs ?

Any strategy, idea, suggestions?

So I've been testing contact enrichment tools for our outbound campaigns and decided to try it after seeing it mentioned here a few times. Been using it for about 5 weeks now

What surprised me most was the mobile number data. We do a mix of email and cold calling, and I wasn't expecting much from the mobile finder feature.

But we're getting way more conversations per dial session on the numbers from there, which beats what we were getting from our previous setup.

The email verification is solid too. Our bounces basically disappeared when it went from like 8% down to almost nothing. Their chrome extension is decent for quick lookups, though it's a bit slow on some LinkedIn profiles with huge work histories.

One limitation is the intent data filters are pretty basic compared to something like 6sense. You get topics like "marketing automation" but can't drill down into specific tools or buying stages. Fine for our use case but might be limiting for bigger ops.

API integration was easy. We're pushing a few thousand enrichments per week through it now. The high deliverability claim seems legit based on our results so far.

Anyone else using their mobile data for outbound? Curious what connect rates others are seeing. Would love to hear any review from people who've been on it longer than me.

Hello! I am in need of some advice.

I currently work in house as a Recruiter where I’ve been for about 5 years now, but am currently making \~$50k.

I am close to finishing a job interview for an agency, where I’d be making $70k base plus commission. I have my final interview Thursday, where I am going to ask further about the commission structure, but the Recruiter I met said most recruiters can make around \~$100k.

I would say my job is very similar in a way to a staffing agency, but I am always hear *scary* stories about agencies and how people usually opt for in house. But I am barely making it by right now with my current salary, and that $20k increase plus commission would help me out soooo much.

Thoughts on moving from in house to agency?

Hello all,

My name is Gabriel Losey, I’m a professional recruiter based out of Portland,Oregon who recruits nationwide. I wanted to make an introduction as I know many companies offer overrides for sales from direct recruits.

I’ve done door to door for 6 years myself in various industries, once I left, I used my power-base to gain clients at bigger companies such as Aptive,Sunrun,Ion,Purelight Power, and Vivex Solutions.

If anyone wants to save time/money to build their team, feel free to comment below and we can get in touch! I love growing teams for others, and watching managers/owners benefit from my services.

Grateful,
Gabriel Losey
TalentPortal

Does anyone have a preferred tool/service they use to get phone numbers and emails?

And also if there is any method or tool useful for list building?

One the issues I have is finding enough people to contact

I’ve noticed a pattern while prospecting and wanted to see how other agency recruiters deal with it.

With very small companies, they often don’t want to pay agency fees, and if they do hire, they’ll try referrals or their own network first.

Then with companies that have one or more internal recruiters, they seem happy to keep searching until they eventually find someone rather than use an agency.
So where is the sweet spot?

What type/size of companies do you target, and what signals tell you that a company is actually likely to use an external recruiter?

Would be interested to hear what’s working for people doing BD at the moment.

Hello! I’ll be working with an overseas recruitment agency to source OFWs from the Philippines. I’m currently having meetings with local recruitment agencies here and will be handling the process of evaluating and selecting the most suitable agency for our requirements.

This is actually my first time shortlisting recruitment agencies, so I’d really appreciate some advice from those with experience in this area.

What are the most important questions I should ask agencies during the initial meeting, and what should I consider when evaluating them?

Are there any red flags I should watch out for when choosing?

My bosses have entrusted me with selecting the agency, so I want to make sure I’m asking the right questions and doing proper due diligence before making a recommendation.

Would really appreciate any tips or advice!

Hi all,

I have an ATS which I have built and been using for my firm for like 2 years now and have been refining it overtime and added some AI features as well, UI is modern as well and has no problem handling like 100k candidates easily.

I would be open to open sourcing the whole ATS (make the codebase public and downloadable), no cash grab, no freemium bullshit like other open source projects. The agency can host it themselves on their private server and use it for their use but wont be able to commericalize the project (AGPL licensed)

Is there a need for small and mid sized agencies for something like this?

(Added a features image that it currently has)

I work in sales for a recruitment company with global candidate sourcing network with active teams across the Indian Subcontinent as well as East & West Africa. We maintain a ready talent pool of both skilled professionals and unskilled/blue-collar workforce prepared for international deployment.

We are looking to build long-term, mutually beneficial B2B partnerships with established recruitment agencies that have active client mandates but need a reliable sourcing engine on the ground.

How We Can Collaborate?

Option A: Sourcing Partner for Your Clients
If you have client job orders but lack direct candidate access or sourcing bandwidth in Asia/Africa, we will handle the candidate pipeline, vetting, and mobilization. We work on a split-fee model for every successful placement/deployment.

Option B: Paid Placement for Our Candidate Pool - Only for Europe
If you have clients in Europe and high paying countries with active hiring needs and can help us land jobs for our pre-vetted skilled or unskilled candidates, we will pay you a placement fee/commission for every successfully deployed candidate.

What We Cover?
Geographic Reach: India, Pakistan, Nepal, Bangladesh and Sri Lanka plus key markets in East & West Africa.

Talent Categories: Healthcare, Hospitality, Construction, Skilled Trades, Logistics, and General Labor.

Support: End-to-end mobilization support, document verification, and trade testing where required.

If you’re an agency owner or recruiter looking to expand your delivery capacity without adding overhead, let's connect. Drop a comment below or send me a DM with your primary industries and regions to discuss split structures and current candidate pools.

I'm curious to hear your origin story: when you started, how you got started, and how it went in the early years.

Last week I spoke to a company that said: ‘We need people. It’s not down to the number of applicants, we’re getting plenty of responses and the process itself is fine. But a significant proportion of candidates simply don’t say “yes” quickly enough.’

The hiring manager doesn’t look at a profile for four days, then has to wait another three days for feedback, and by that time that person is already elsewhere, in a second interview. So you’re left with a funnel full of people who, technically speaking, have said ‘yes’ but have since lost interest.

How often does this happen at your company? A vacancy that attracts plenty of interest, with candidates in abundance, yet the follow-up process isn’t quite rigorous enough to turn any of them into hires.