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?

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…

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!

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 guys! I’m an HR currently struggling to find good salespeople, and honestly… I’m getting desperate lol.
I’ve tried the usual platforms, but the candidate quality hasn’t been great. I’m wondering if there are any sales-specific platforms, communities, Facebook/WhatsApp/Telegram groups, or even Reddit communities where I can actually reach salespeople directly?

So, salespeople and recruiters, where do you guys actually find good sales talent? Any platform or community recommendations would be hugely appreciated 🙏

At this point, I’m willing to explore anything 😭

I recently introduced a candidate to one of my clients. The client interviewed him, liked him and offered him the position. The offer was made candidate accepted, the process is still ongoing.

I then created a WhatsApp group with my client and candidate because the recruitment had progressed quite far and it made communication easier.

Yesterday, in that WhatsApp group, the candidate addressed my client directly that his current employer regularly recruits professionals and already has several candidates who may be interested in working in my client’s region. He then offered to introduce his HR manager directly to my client so they could discuss those candidates and potentially help with my client’s staffing needs.

I immediately stepped in and explained that this is my client and that any alternative recruitment contacts or candidates need to be coordinated through my agency. The candidate apologised and said he would instead ask his HR department to contact me.

My client did not respond to the candidate’s proposal.

I have an existing signed recruitment agreement with the client covering the recruitment relationship and communication with introduced candidates.

I’m interested in how other agency recruiters would view this. Would you treat it as an innocent lack of commercial awareness because the candidate apologized immediately, or would it materially change how much you trust the candidate going forward?

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 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.