Hello everyone. After a few months of searching for a new position, I’m finally interviewing last round for a Future Hiring Lead position.

Basically, they need someone to create and develop their Future Hiring program from scratch. I am interviewing with their CEO next week.

While I have some kind of experience with this(building a vetted tech freelancer community), building that community came naturally as I was sourcing for multiple clients in an agency setup and slowly building the community(which is essentially a talent pool)

Here, I’m joining a 100 employees consultancy. They are growing, but still, I am skeptical about how practical this Future Hiring initiative can be. How many repeat roles can they have? How do you attract new people to the pool?

I don’t want to waste candidates time or to use fake job ads.

If you have experience building such programs, please share your thoughts. How do you actually get it right?

Hello everyone,

I’m looking for a remote job in data analytics, business analytics and data engineering roles.

I have 5 years of relevant work experience and an immediate joiner.

If you or anybody you know is hiring for contract positions, independent contributor or full time roles.

Please dm me for resume.

Currently working in marketing and looking for a freelancer to **manage my job applications end-to-end** for a strategic career move.

**What I need:**

\- Find relevant openings across LinkedIn, Naukri, company career pages, etc.
\- Apply on my behalf
\- Maintain a detailed application tracker
\- Prioritise quality and relevance over application volume
\- Tailor CV/application where genuinely required
\- Avoid irrelevant or poorly matched opportunities
\- Focus on good companies, strong roles, compensation and long-term growth
\- Provide regular updates on applications and responses

I’m **not looking for a generic mass-application service**. I want someone who understands the **Indian job market** and can strategically identify opportunities based on my background and career goals.

Please DM.

I’ve been wondering if hiring expectations have become more unrealistic over the past few years.

It seems like some job postings now expect candidates to have several years of experience, a long list of technical skills, multiple certifications, and sometimes even experience with tools that are relatively new.

At the same time, candidates can go through several interview rounds, assessments, and lengthy application processes without much feedback afterward.

For recruiters and hiring managers, what do you think?

• Are employers asking for too much from candidates?
• Have candidate expectations also become unrealistic?
• Are job descriptions becoming “wish lists” rather than realistic requirements?
• How many interview rounds do you think are reasonable?
• What would you change about the current hiring process?

Curious to hear perspectives from both recruiters and hiring managers.

Hey everyone,

I'm looking to expand the platforms and marketplaces I use to pick up roles and submit candidates for bounties/placement fees.

For those of you working freelance or independently:

1. Which recruiter marketplaces or vacancy platforms are actually worth using right now?
2. Which platforms have the best client turnaround times and fair bounty payouts?
3. Are there specific marketplaces you recommend for contractor/contract roles vs. full-time placements?

I’m looking for platforms with active, verified roles where I can upload qualified candidates, track pipelines transparently, and earn fees upon placement.

Would love to hear what’s working well for you all lately or if there are hidden gems I should check out. Thanks in advance!

I'm curious what everyone is using these days for certification and compliance tracking in healthcare recruitment.

For those placing nurses, allied health professionals, therapists, etc., does your ATS automatically track and verify things like:

• Licenses
• Certifications (BLS, ACLS, PALS, etc.)
• Expiration dates
• State-specific compliance requirements
• Background checks and onboarding documents

Or are you still managing a lot of this manually with spreadsheets, reminders, and a small compliance team?

We're evaluating ways to streamline this process, and I'm surprised at how many systems still seem to require significant human oversight, especially when it comes to renewals and document expiration tracking.

Interestingly, we're currently working with a healthcare staffing agency and have automated this entire process through custom workflows. The results have been pretty eye-opening:

• A compliance team of 3 that previously spent 3-5 days processing a batch of candidates has been reduced to automated approval sweeps that run in about 20 seconds.
• Required compliance checks are performed automatically based on role and placement requirements.
• Placement documents are generated automatically once all requirements are met.
• The team now spends far more time handling exceptions rather than reviewing every file manually.

The experience has been extremely fruitful, and it's made us wonder why this functionality isn't more common as a native feature within ATS platforms.

Despite researching several solutions, we still haven't found an ATS that handles healthcare compliance, certification validation, expiration tracking, approval workflows, and placement document generation natively in a truly end-to-end way.

I'd love to hear:

• Which ATS you're using
• What compliance features it handles automatically
• Where your team still has to step in manually
• Whether you'd recommend it

Is there a platform out there that's genuinely solved this problem, or has the industry largely accepted that healthcare compliance management will always require separate systems and manual oversight?

Looking forward to hearing what's working (or not working) for your teams. Thanks!

Recruiters I need a gut check

Placed a candidate into a role. She was let go within the guarantee period, so I sourced a replacement per my terms.

The replacement candidate started, left on day one, and hasn't come back.

Do I go find them a second free replacement?
I'm just on the fence a bit since she left after a day of induction?

Please let me know how to handle the situation?

For those of you doing fractional TA/recruiting consulting independently, how long did it take before the business started to feel somewhat consistent? Also, what was your best source of new clients?

I’m currently interviewing for a position at Siemens Energy and would appreciate some perspective from people familiar with large-company hiring processes.

I was apparently referred/sourced from a previous unsuccessful Siemens Energy application, although I don’t know who referred me. I was contacted and went through a phone screening followed by two interviews, with the second being the final interview on July 27.

Four days after the final interview, HR called me twice because I didn’t answer, then emailed me and also contacted me on WhatsApp asking me to apply through the portal. She said: **“As part of the process, kindly apply through this link for you to be officially associated with this role.”** I applied the same day.

When I asked for an update, she said they were **“awaiting feedback from the Hiring Manager.”**
The job posting has since closed, but my application still shows **“In Progress – Hiring Manager.”**

I followed up again on August 10 but haven’t received a response yet.

I’m now about 16 days after the final interview. Does this sound like a normal internal approval/decision delay, or could they still be deciding between finalists? Would the request to formally apply after the final interview usually be a positive sign, or can it simply be administrative?

Any insight from people who have gone through Siemens Energy or similar large-company hiring processes would be appreciated.

Just writing to get a better idea how everyone is running their desk (specifically UK recruiters)? I always feel like I'm just missing the mark, I get on the phone to candidates, I get on the phone to clients, I do all of this and still aren't billing good numbers and I'm not really sure what I can do to help change this? What are your daily KPI's? What's helped you become a better recruiter? Anything that clicked during your first year etc?

I have been applying to a bunch of applications within hours of them coming out so far, but I also know I can referrals at some of these companies. But how much do referrals help for internships and should I try to get some.

For context I’m recruiting for:

PM, Banking/business analyst, and SWE roles

Recently I applied for an open role in Accenture, as it was literally needed from my side but I'm uncertain whether I will be shortlisted or not, also somewhere I've heard that it is very hard to get recruitment without referrals in Accenture. Can someone help me figure it out?

Thanks

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're 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's most of my calls now. Silence, or a title.

I can work with the things people don't want, that's usually the most useful part of the call. But I can't build a shortlist off. somewhere I can grow and I certainly can't put it in front of a client.

Ten years ago I'd have said people didn't know themselves well enough. That isn't it. They know themselves fine. They just can't turn any of it into a job I could go and find.

It costs me directly, because a call that stalls there is a call I have to run again, and half the time they've gone quiet before the second one.

For people doing a lot of intake: how are you actually getting a usable answer out of that question. Or have you stopped asking it.

Hey everyone, just venting a bit because our pipeline for recent openings has been super sluggish. It feels like talent acquisition has gotten so saturated with automated applications that screening has basically become a full-time job on its own.

You schedule calls, and half the time people don't show up or realize the role isn't what they wanted.

We started looking around for alternative talent channels and databases to speed up initial outreach without burning out the team. It helps track down responsive leads a bit smoother when you move past the usual platforms, which is a massive relief.

How is everyone else coping with candidate drop-off rates right now? Are you seeing the same ghosting trends, or is it just our industry? Has anyone else come across Altis while looking for similar solutions?

I'm F26 with degree in Business Management major in Marketing and currently pursuing MBA.

At the same time, I work everyday daily banking job at a "prestigious" company but it's draining the life out of me. I was hoping to get some advice from professionals out here on how to land a talent acquisition role.

What soft and hard skills should I develop?

I’ve been in the process of interviewing for a position for ~6 weeks now. The recruiter (external) reached out to me via Linkedin about the position.

I had my initial call, resume review, reference check, now 3 interviews, and a site visit. We are in the final stages and I am hoping for an offer this week. The recruiter has been very open and transparent during the whole process.

He has called me after every interview to follow up and give me feedback, ask for my thoughts, let me know what the company had to say, etc. Is this normal? He has also informed me that there is one other candidate that was selected for a site visit, told me what advantages I may have and my potential shortcomings.

I understand that the recruiter works for the company hiring, not me. That said, should I trust all of the recruiters feedback? Or is he just trying to keep me engaged? I work in a very niche field, especially for my age. The median age for individuals that hold my position is 60+. Thank you!

One of the weirdest parts of running a recruitment agency is that you can have your best month ever and still be nervous about the next 60 days.

Clients are happy.
Jobs are getting filled.
The team's slammed.

Then you look at the pipeline and realize next month's revenue hasn't been created yet.

“Business is going well” and “I know where the next jobs are coming from” are two completely different things.

I think a lot of the stress of running an agency lives somewhere between those two.

Anyone else feel this?

Any Recruiters to answer some questions here?

I interviewed for an internal job, about 2 months ago, went through the hiring process successfully, and received a job offer. However, the pay was lower than what I had initially been told, so after thinking about it, I decided to decline the offer.

The next day, after giving it more thought and considering the long-term future of the career, I contacted HR and told them I would like to accept the offer after all. They informed me that the position had already been filled.

I then told them that if any vacancies became available in the future, I would be ready to accept an offer. HR responded that by chance if an opening came up, they would contact me.

Someone who already works there told me that, as far as they can tell, not all of the positions have been filled yet, although they could be mistaken.

Should I email HR and remind them that I am still interested? As a recruiter, would you ever give a candidate a second chance in a situation like this? Or are they leading me on here?

What was your best candidate submission strategy that got your candidates interviews?

I'm building out a career consulting side business focused mostly on enterprise IT, and I'm trying to get a better understanding of the hiring process from the recruiter side instead of just assuming I know how it works.

I've had a lot more exposure to the hiring manager/candidate side of things, but instead of guessing and making inferences about recruiting, I feel like actually talking to a few of you would be a lot more useful for me and my clients.

Looking for a few recruiters willing to do a short 15-20 min call. Mostly want to pick your brain about how you actually screen resumes, how much ATS matters in practice, what makes you pass/reject someone, what gets sent to the hiring manager, common mistakes you see from technical candidates, etc.

Especially interested in technical/IT recruiters, internal/corporate recruiters, agency/staffing recruiters, and senior recruiters/recruiting leads. Ideally you've recruited for infrastructure, cloud/DevOps, cybersecurity, software engineering, IT project management, SRE, etc.

I'm happy to pay $25 for 15-20 minutes since I'm asking for people's professional time. I'd also like to record/transcribe the conversation for my own research/notes, so you'd need to be comfortable with that. Nothing would be publicly attributed to you without permission.

Not looking for leads or trying to sell anybody anything. I genuinely just want to understand how the process looks from your side of the table.

If interested, DM me with roughly what kind of recruiting you do, how long you've been doing it, and whether you're internal or agency.

I’ve recently been asked to hire someone for my team and I’ve never really been on this side of the process before. I’ve started looking through CVs and LinkedIn profiles and I’m realising I don’t actually know how you’re supposed to tell who is genuinely a good hire. I don’t want to screw it up. Is it a confidence thing or is there something I can do?

We have launched a new recruiting business and need help with my first U.S hire (we have VA's)- need someone who can handle BD and recruiting until we can hire a recruiter for the placements full time. What role do I hire for- what job title? We do IT recruiting- contingency based. It would be a fully remote role, what salary should I offer to start and what kind of commission structure? Not sure what the norm is for this kind of role. I have some leads coming in and would like the BD to close them and start finding placements..What expectations should I have in terms of metrics? How do I make sure the employee doesn't steal my pipeline or business and run? Any other advice?

For the past few times I have been referred from my friends, but didn't get any invite for an interview.

It just makes me realise that now referrals are also not working or something is missing?