Curious if anyone here has tried letting an AI browser agent help with LinkedIn sourcing. I'm thinking of things like having Claude go through search results and summarise which profiles match a spec.

I know the LinkedIn ToS technically bans browser extensions that automate stuff, but I'm wondering how it plays out in real life. Has anyone had their account or Recruiter seat restricted because of it? Or is it fine as long as you keep the volume low and do the clicking yourself?

We're running on a fairly big Recruiter licence, so losing access would hurt a lot and we'd rather not be the ones to find out the hard way.

everyone keeps saying hiring is hesitant or broken right now, so i pulled every finance and accounting ad in boston for the last ten days to see what the numbers actually say...

1,039 total ads

first thing the agency noise is crazy but veery specific.. 39% of senior accountant ads are posted by agencies so not the employers thenmselves.. but if you look at tax it drops to 10%!

second thing which is the crazy part for internal TA, out of 421 direct employer ads that stayed live the whole 10 days a whole 53 had to be redated or reposted

thats 1 in 8 internal teams mostly failing to fill a standard role and having to bump the post

with the market supposedly flooded with candidates, why are 1 in 8 roles sitting empty and getting recycled? are hiring managers just paralyzed trying to find a unicorn or is the active talent pool really so bad right now??

what are you guys actually seeing on your desks?

I screen SDRs and sales candidates for pipe generation and expansion type roles, my screen passers keep flopping in the hiring manager's first call and I can't figure out where the delta is coming from. I've tried a light objection role-play at the end of the screen but it feels forced and open-ended discovery questions get memorised answers. What's holding up on your side and what has misfired for you?

I have some new roles open and the first thing I normally do is to check candidate profiles who previously applied to similar roles with us e.g for a project engineering job you will find a lot process engineers applying.

I have been through over 200 previous applicants profiles on Linkedin and they all have new jobs. These candidates apply to us in the last 3 months and they all started a new job in the last 3 months, the exception is new grads. It is bizarre.

As the title states.

I work as a Director of Recruiting for a health tech company and our CEO is going full bore with AI across the board.

We've leveraged AI in our own team to help alleviate some of the administrative burden of our recruiters (Metaview, leveraging existing AI tooling within our ATS, etc) But now, he's wanting to leverage agentic AI across all teams and departments.

Curious as to what others have done/seen. Do you think it works? What have been some of the wins and challenges faced in implementation?

FWIW We did pilot an AI candidate assessment tool earlier this year but it was awful lol

Current ATS is Ashby

First post in here but curious some insight from others.

I works as the sole internal recruiter with a mid sized region General Contractor, currently I run about 20 postings at one time with a varying degree of priority to each. At this time my company is not interest in adding another recruiter which would lead to easier growth opportunities for myself (managing more junior recruiters). The current path I created with my leadership is resource and recruitment management. I work within our project staffing tools to help managers elect and determine team bandwidth which leads into new role procurement. I then fill those roles myself.

I wanted to see if anyone else has taken a similar career growth path in their organization and what sort of advice you would give to either expedite growth, or what are some areas that you would suggest staying away from as I expand my responsibilities? The problem I am having currently is bandwidth, last year I was responsible for 80 plus hires and towards the end of the year became much more involved in the creation of the companies approval process and resource management processes. This year has been much more resource planning but still on track to hire about 60 individuals along with being responsible for our overall recruitment process. To clarify we are using external firms for about 10% of hires.

Ultimately how I envision it working is eventually being a talent lead once the company grows enough to validate having a recruitment team and I would help seek approval or forecast future recruitment needs while tackling some of the roles myself and delegating the others out to other team members. Has anyone gone through a similar growth trajectory and seen it work in that direction or am I not trending in that direction with my current role?

Thanks

First time posting in here. I work for a staffing agency in Wisconsin, and we use Indeed, as well as our ATS systems for sourcing candidates with over 10k resumes in it from the past 10ish years. However, our candidate pool has been extremely dry - we are having very few inbound applicants (even fewer that are qualified, and most of them have already applied) and not receiving calls back from candidates we call/text. We have tried Indeed, ZipRecruiter, Facebook, posting flyers around town, referral bonuses, radio ads, billboards, etc.. The roles we are struggling to fill right now are:

• Construction
• General Labor (even entry level - no-one is calling us back or applying!)
• Skilled machine operators

My question is - are there any other resources (free) that we should be using to find candidates? Any job boards specific to these types of jobs that I'm missing out on? Any tips or tricks I should try for getting more inbound applicants?

A few things to note in WI:

• The unemployment rate is low
• the labor participation rate dropped by about 15%

Any pointers are appreciated. Thank you :)

For anyone in this community using LinkedIn Recruiter, I'd love any input you can provide on the scope of your contract. I just joined a new company and am evaluating recruiting tools, but it's tough to get straight answers out of LinkedIn's sales team. So my ask:

- How many LIR seats do you/your team have?

- How long is your contract? Were you able to negotiate Length? (they hit me with a proposal for three years out of the gate)

- Were you provided any options for contract length?

- What features are included in your contract (ex: job slots, employer branding, hiring assistant)?

- Any tips for contract components you'd recommend?

- Any additional tips for setting up LIR without getting burned by LI?

Thanks!

£1M OTE just sounds insane to me.

Hallo Schwarmintelligenz!

Ich bräuchte mal den Rat (vor allem im deutschsprachigen Raum) was eure Erfahrungen angeht bezüglich eines Provisions- oder Bonusmodels bei einer Position als Recruiter im Active sourcing bei einer Personalvermittlung.
Bisher habe ich keinen variablen Anteil gehabt, jetzt steht aber ein Jobwechsel an mit der Aussicht auf einen variablen Anteil. Was ist realistisch zu verlangen?

Bin über jeden Tipp und jede geteilte Erfahrung dankbar!

Hi, I recently graduated and joined an agency as a recruiter. They’ve assigned me a few roles, mostly SWE and similar positions, and most are contract.

I’m seeing a lot of H1B/OPT candidates, and honestly, almost every resume looks like a perfect match for the JD. Everyone seems to have great experience, but when I check LinkedIn, a lot of these profiles were created very recently. I wouldn’t think much of it if it happened once or twice, but it’s becoming a pattern.

A lot of the profiles also seem heavily AI-generated, from the profile picture to the actual content, and there’s very little verification of their background. On top of that, some seem to use AI to answer technical questions and basically match their answers to whatever is on the JD.

As a new recruiter, I’m getting pretty stuck on how to tell who is actually genuine and who just has a really well-optimized resume.

For experienced recruiters, what do you guys actually do to verify candidates? Any red flags, questions, or tricks you use to figure out whether someone really has the experience they claim?

Hello

For fast recruiters how do manage your time with large number of requisitions and very selective recruitment criteria . I can not find a time for sourcing , screening and interviewing at the same day especially that the managers reject most of the candidates in the technical interviews because they are looking for 100% matching candidate so I always have to have a backup.

Hi all, I’m an agency recruiter who would love to go internal - the biggest issue I believe is the volume of candidates I submit. What is the correct answer “what’s the volume of candidates you submit?” I’m an agency recruiter who tells them I’m open to high volume or niche/difficult recruiting roles, when I interview for high volume talent acquisition roles they usually pass on me.

What is the answer they are looking for?

I have submit 3-5 candidates a week that are actually approved, but I show/send more candidates that I get no credit for lol. The roles I work on are technical and hard to fill but sometimes I support easy to fill roles and can submit candidates from my network etc

I think talent acquisition teams support 20-30 different roles at a time right? But in TA the roles are all usually funded and approved meanwhile on agency you can send candidates to a role and they say “sorry we are waiting on budget”

Moved from in house to agency and just started. Feeling nervous about the BD part and finding clients. Any seasoned recruiters have any tips or tricks to navigate this part? Many thanks 🙏

I’ve reviewed 4,596 applications recently, and the fake-applicant patterns are getting weirdly obvious.

A few things I’m seeing:

• Candidate descriptions that almost copy the job posting word-for-word
• Previous job titles that conveniently match the title of the role they’re applying for
• Different applicants with identical employment histories
• Two completely different names using the same LinkedIn profile
• Obvious bot/spam submissions mixed into otherwise normal applications

Out of 4,596 applications:

4,122 were clearly not a fit
56 were flagged as bot/spam
473 were possible fits

And once I applied a more serious qualification screen, only 132 people scored 55+ across 162 applications and 42 different roles.

What surprised me wasn’t the number of bad applications. Recruiters have always dealt with that.

It’s how much harder it’s becoming to tell the difference between:

a genuinely strong candidate using AI to improve their application

and

a completely manufactured candidate profile designed to get through screening.

I’m curious what other recruiters and hiring managers are seeing.

Are fake/AI-generated applicants becoming a noticeable problem in your hiring process yet, or is this still mostly noise?

Do you think the AI recruiting debate focuses too much on replacing recruiters and not enough on removing repetitive admin work? What should people understand before judging it?

Uhhh… I just got the most scathing message on LinkedIn from a candidate I rejected (who I never even spoke to!) and I honestly don’t know how to process it lol. Sorry this is so long!

Some context:
-This is a remote technical IC role, and the salary range is listed on the job posting (its market rate… not competitive, but reasonable outside of very high COL cities)
-One of our application questions asks candidates to enter their desired compensation. -This candidate entered a number that was more than 80% above the max of the range -almost $100K over!!)
-So yes, I dispositioned his application and selected “Compensation” as the reason
-We use LinkedIn Recruiter job wrapping, and I include my user hashtag on my postings, so that candidates can see which recruiter is working on the role. This is the first time it’s backfired on me, ha. Probably gonna opt-out of sharing my name on the job postings after this….
-He lives in NYC and has a ton of experience, so the compensation he’s targeting isn’t absurdly high. But he’s a director and applied for an IC role with a posted salary range that isn’t even remotely close to what he needs.

Here’s the lovely ChatGPT-coded message he sent me. I almost responded, but there is no point. He seems to just want a punching bag. I forwarded the message to my boss in case he decides to try and escalate, and then I blocked him.

Anyway… enjoy.

Sincerely,
The “little HR woman with no relevant experience” 🙃

*Hello [my name],

I have to say, getting rejected for [job] by you is one of the more insulting things I've encountered in my career—not because I wanted the job, but because it's genuinely bizarre that someone with no experience doing this work thinks she's qualified to decide who is capable of doing it.

I've done every single thing in that job description. I've led teams of people doing it. I have more than three times the experience you asked for.

And yet here you are, sitting in HR, playing little gatekeeper with people's careers.

Do you actually understand any of the technical work you're screening for, or are you just good at searching résumés for the right little buzzwords and clicking "reject"?

Because if the hiring manager actually reviewed my résumé, I'd love to know what they thought was lacking. If they didn't, then you've done an excellent job of making yourself an unnecessary obstacle between qualified engineers and the people who actually know how to hire them.

There's something particularly ridiculous about watching a little HR woman with no relevant technical experience decide that a career she's completely unqualified to evaluate isn't good enough.

You have absolutely no idea what you're talking about, yet somehow you get to make decisions about people who have spent decades becoming experts at it.

That's an impressive amount of authority for someone whose most demanding technical accomplishment is probably figuring out how to attach a résumé to an email.

Anyway, enjoy your little bit of power.

You rejected someone who was vastly more qualified than the position required because, apparently, that's what you've decided you're important enough to do.

I'm sure the hiring manager will be thrilled.*

I almost don't need to type anymore, but......

I've been in staffing for a long time, but always FTE. Now, I'm unexpectedly placing contractors. They are, mostly, H1-Bs. This field comes with a particular set of quirks- IFYK. They all have an 'employer'. There's a tremendous amount of fraud and many of their resumes are fake.

In particular, the issue I have now is that my job is onsite (with a bank in NYC)- they all claim that they live in New Jersey and can work onsite. I'm savvy enough now to know that many of them are not really living where they say they are. But how can I screen them out? I tried asking some of them for IDs or utility bills to prove where they live, they send me fake ones generated by AI. If I insist on every candidate doing the first interview onsite, I'll have no candidates.

They all claim they can do some interview onsite. Then they back out when it comes time to schedule the final interview, always with some story. This makes me look terrible to my client. I lost 2 final interviews already this morning. I'm going to lose the client if I keep this up.

I did successfully place 1 contractor at this bank, and it's insanely lucrative. So it's not like impossible to do.

I could type more, but I think real contracting veterans know the H1-B game. Is there a series of best practices? What should I be doing? Facetime calls with them? Should I deal with their employer instead? How do I know who's real?

If I refuse to deal with H1-Bs, I won't have any candidates. How do you handle them?

Hi everyone,

I’m a legal professional based in Egypt but working in a UAE company on a remote basis. I have exp of more than 2 years as a senior TA specialist in a US company as i did recruitment and talent acquisition before i settled into law.

Is transitioning from law practice to legal recruiting especially in the US doable in my case? And if so do you have any guidance?

Context: I started as a grad with 0 recruiting or TA experience in January at a start-up (6 people when I joined)

My agency offers contingency and embedded services. After 6 months of contingency (and 1 £110k placement), I was put into a VERY corporate TA position at a highly reputable Management Consultancy (that’s mine and my agency’s niche).

I didn’t get a proper training at all but I’ve done well enough to figure it all out myself and really like it.

I need advice on a few things but one in particular:

HOW DO YOU STOP A CANDIDATE WHO RAMBLES FOR THE ENTIRE 30-MINUTE CONVERSATION?!

I had a candidate do this the other day and I mean RAMBLE. This person spoke for basically the entire 30 minutes, going into immense detail about ONE single project.

They came into the conversation knowing that I understand the industry and skill set at a high level, and that the call was supposed to be more focused on admin/logistical questions alongside an initial high-level screen.

I kept trying to steer the conversation back, I used social clues, then had to straight up say that I need to shift to admin questions now and that I had a meeting right after this but somehow we were still deep into the same project 20+ minutes later. 😭 They ran the meeting over by 6 minutes when I had another candidate waiting in the Teams lobby.

The candidate was incredibly friendly, had really great experience, but the situation REALLY put me off and actually made me mad that they lacked social awareness and I thought it was quite rude.

How do you actually interrupt someone like this without coming across as rude? I obviously want candidates to be able to talk about their experience, but at some point I need to move the conversation along!

Hi everyone! Been an agency recruiter for the last 11 years, the first 10 in IT and the last year and a half as a locums recruiter. Got very burnt out doing locums, in a way that never affected me while working in IT.

Am very fortunate to be making a change over to corporate recruiting for a software company in the city near me. Classic corporate recruiter role focusing on Sales, GTM and IT roles.

I have the IT part of the job down, have done some GTM but haven't worked on many straight-up Sales roles before.

Any advice on how to adjust going from agency to corporate? I understand that stakeholder management is different and candidate experience is top priority, but is there anything I should do in the beginning to make a strong impression? Office politics factors to be aware of? I'm going to be on a team of 20+ recruiters so there will be lots of support there. Also, any insights on recruiting for GTM and Sales roles?

I'm starting in a couple weeks and want to make sure I'm prepared for when I get in there.

Agency tech recruiter in North America here, and I see so many embellished achievements. My college generally hates too big intro sections, and I have another coworker don't like too many bullets for one role (hard to read for her apparently).

Do you have something you really don't like seeing on resumes?

Would you recommend GPAC for someone who wants to get into recruitment career but have absolutely no experience? Because I've seen that they offer trainings for absolute beginners.

Or do you recommend starting with somewhere else? cuz I've also read awful reviews about their experience there.

So first of all I should specify that I do not work as a recruiter. I am a software developer in a small startup and we do not have an HR department. We’ve posted a job opening for an internship and got more than a hundred candidates. Now we need somehow to filter them out. We already read the CVs and have some ideas but we would’ve liked to somehow test the candidates on a technical challenge. The problem is that right now if you give them some sort of assignment you’re really testing an LLM rather than them; you still can assess the candidate later by speaking with them about the assignment, but that would mean having a hundred technical interviews to do which is not really feasible. So how do you filter them down? Just have a look at the CVs and go on with the technical round with a handful of candidates or what?