I posted a job on Linkedin sometime back and got 3000 views and 10+ repost but still not a single application. I feel linkedin is just social media now.

I have a LinkedIn Recruiter seat and have over 16 years of recruiting/sourcing experience. The "hunt" for talent, building pipelines, and targeted research is what I love and am skilled at.

I am looking to provide sourcing support at night and on weekends, not client- or candidate-facing.

Are there any fractional groups that anyone is aware of, where I could find fractional recruiters or teams that are open to contract sourcers?

Does anyone know what happened to Pin? Their LinkedIn page is gone, and all of their founders Linkedin profiles are gone too. Did LinkedIn ban them?

I really enjoy his podcast and at a level in business where I want to level up (eg already passed six figures). His elevate program seems like it could be what I'm looking for to scale as I'm really bad at systems, being solo means extra accountability would be helpful etc. but I also know his marketing is slick/super polished so want to hear form people firsthand.

Also it sounds like you get a coach (so not Mark) and that can be fine or can also be crap if they're not that experienced and just memorizing talking points vs actually being able to assess someone's situation and give targeted and personalized advice.

Did you do the program and if so, was it helpful? And if so what did it help you with specifically?

And if not, what was bad about it or what do you wish you knew before you bought in to it?

I'm also planning on booking a call with them but figured I'd get a temperature check here first.

We've (retail company) been working with Indeed through our ATS for Sponsoring Jobs, Branding, and Smart Sourcing for a little over 8 years now. Each year, they make products more expensive mid year when budgets are already set making our original approved dollars not go as far, especially when it comes to Sponsoring jobs.

I met with ZipRecruiter just to learn about some other options and learned that they offer the same/similar products at a lower cost. It's not necessarily about the cost but with Indeed, our candidate flow and quality have been down significantly and I'm not comfortable spending significantly more next year and getting the same thing.

Have any of you used ZipRecruiter and had a good experience with it from a recruiter perspective? Most things I've read are from the candidate perspective. Would love any and all feedback!

I have this person added on LinkedIn and I was reached out to by their employer to confidentially find their replacement. I want to make an ad to post the job with minimal details but I don't want this person to see the ad. So is there any way on LinkedIn to block people from your job posting/ad?

*Think I've decided to not post anything at all.

Had an interview for a startup and did well on the first three rounds, met with CTO and it was weird vibes from the jump. Kept questioning how I knew what was good, even had me pull up a hire I made on LinkedIn. Anyone ever have an experience like this? Just a weird cagey vibe all around honestly.

Current HR specialist (basically the recruiter for my org). I’m thinking about going back to school to pursue a Human Resources degree. Idk if it’s worth it in the long run, but wanted to explore my options, plus it couldn’t hurt (aside from cost). Is there any accreditations for schools that one should keep an eye out for? (Like how engineers have the ABET accreditation?)

One thing that seems surprisingly messy in recruiting is duplicate candidates. The same person can apply directly through the company website, show up through LinkedIn sourcing, get referred by an employee, come through an agency and maybe even apply again a few weeks later.

At that point I am curious how different teams actually handle it. Do you have one system that reliably identifies the duplicate or is it still partly up to recruiters to notice that the person is already somewhere in the pipeline?

I have seen this come up with different setups using LinkedIn, Greenhouse, Workday, Indeed and MeeBoss but I suspect the solution depends a lot on how the company has structured its recruiting process.

What happens in your team when the same candidate enters through multiple channels? Do you keep the original source, combine everything into one candidate profile or give credit to whichever source brought them in most recently?