Alex Lennon

How many calls/ InMails are you getting from Recruiters right now? October 2024 v July 2024 - Survey Results. AFR's summary of the US labour market this morning draws similarities. "Companies aren’t so worried that they’re letting a lot of people go, but they’re not so confident that they’re hiring a lot of people. This situation is unlikely to change until there is less uncertainty about the economy – and that, in turn, depends on what happens not only with the Federal Reserve and interest rates, but also with the elections next month". In short, there are certain pockets of headcount growth in APAC technology, but the return of a hotter market hasn't arrived just yet.

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What are the hardest roles to get in Recruitment in Australia right now? There is massive opportunity out there right now for experienced Recruiters in Australia. Depending on what you are looking for will determine how long you will be hunting for that perfect role. If you are looking for any of these roles though, it may take a while while you search for that needle in the Haystack. ➡ Account Manager - Seeing a few of these in Blue Collar but if you are looking for something in White Collar it will be tough. These more "Strategic" roles are going to the very experienced recruiters who have been in market for a long time (8-10+ years). ➡ Candidate Manager/Resourcer - If anything there have been more redundancies & restructures with these roles than anything. With agencies being focused on 360 recruitment and winning work, the purely candidate focused roles have almost disappeared completely! ➡ Talent Acquisition/Internal Recruitment - They are out there in small numbers but what makes them hard to get is the competition. To put it into perspective I added over 50 agency recruiters to my CRM last week alone who only want to consider Internal roles. PLUS there are a lot of experienced TA's who have unfortunately been made redundant also going for these roles. VERY tough market atm. Want to know more about whats happening out there in Recruitment land? Drop me a line or give me a call! Sorciety #rec2rec

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🚨 Attention design hiring managers and talent leaders! 🚨  With higher National Insurance rates and salary hikes putting pressure on budgets, hiring the right design talent is becoming increasingly difficult.  The contract market could offer the agility and flexibility you need in today’s challenging landscape.  Key benefits of contractors  - Access a wide pool of highly skilled designers. - Keep your projects moving without the long-term financial overhead of permanent hires.   - Not having to compromise the quality of the work you are executing - Adapt quickly to cost-effectively changing business needs, while reducing financial burden. Now’s the time to rethink your hiring strategy. #hiringindesign #designhiring #outsideir35 #contractor #digitaldesign

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What seperates the good candidates from the great In a tough, competitive market From a recruiters perspective 👇 We've been doing some of our best work recently - typically with early stage start ups between 2-50 employees. Fortunately, we've supported on some business critical technical hires like software, data and cloud engineers. But we've also been involved in the sales divison - SDR's and AE's. There's one thing that's become apparent. More so with sales people, but also with the software/data professionals. Those that talk in numbers, percentages, increases, decreases, conversions and savings perform better at interview stage. They're also more desired by companies - at least at CV screening stage. So, rather than surface level information such as built this, sold that, it would be helpful to dig deep on the impact that has on the business. "Increased X, which resulted in Y for the business" "Built and deployed X, which resulted in a saving of Y for the business" Whilst it may seem obvious advice when you read it, most people miss the important numbers. The self awareness to understand what and how your contributions make a difference from the employers perspective is a big green flag for them. Simple rule of thumb, if you don't have any "%" in your CV, adding some would be beneficial. #recruitmentadvice #recruitment #numbers #cvsupport #hiring

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Is your recruitment process losing top talent? 🔍 At Needlestack Consulting, we're seeing a concerning trend in the job market. Two highly experienced IT Project Managers I know are facing consistent, negative experiences during their job search: 👻Recruiters promising call backs and then ghosting 📧Zero acknowledgement of applications 💬No feedback on submitted CVs 👻Recruiters making LinkedIn connections straight away and then more ghosting In all these cases, the recruiters were relatively inexperienced. Given today's technology, which can automate much of this process, such issues should be a thing of the past. Business leaders should invest more in staff training to promote high standards and enhance the industry. Bad news travels ten times faster than good, causing individuals to avoid companies with poor reputations and to advise their networks to do the same. By the way, both of these professionals have over 25 years of experience, are highly qualified, and usually command day rates in excess of £650. Technology might cost, but attitude is always free. #NeedlestackConsulting #Recruitment #RecruitmentTech

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Wow. I stumbled across my billings from 2018 when I was a little over 2 years in recruitment. I'm not sure if I'm embarrassed or impressed. Here you go: Perm only I billed $899,000 I made 85 placements Transacted with 37 clients My average fee was $10,500 (LOL wowzersss) 38% of my billings were from 5 clients 62% was new business, 1 off placements Sales Recruitment, Australia Wide I did not physically meet any candidates, or clients. (not best practice, I know...) For just over 2 years recruitment experience, and my first time starting a business I did reasonably well - especially if anyone remembers what recruitment was like pre-covid. It was 10x tougher then today. But, If I had my time again I'd do a lot of things differently. Lucky for me, I get that opportunity all the time when ambitious recruiters reach out asking for advice about setting up on their own. If I can help you succeed quicker, with less mistakes, and build a business that gets you excited to wake up every day. That's a big win for me and why I love what I do. #bettertogether

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GA Linkedin! It's that time of the week, your #NewcoreJobs update is here 🎇 The hiring market is in full swing, we're onboarding new partners & roles on a regular basis. Here's a snapshot on what's new this week: - Solidity Smart Contract Dev (Non-custodial lending protocol): Looking for a smart contract🧙‍♂️ with exp on Perp DEX's. Oliver Smith & I are leading the hunt 🐺 on this one. - Developer Advocate (Blockchain Security): Requires a high technical acumen, bonus points if you've been involved in Security audits 🔐 or grown/managed a community. Reach out to Kevin Murray or Oliver Smith. - Ecosystem Marketing Manager (L2): It's all about $ETH, if you've led ecosystem marketing campaigns 🌐 & provided project support Christina Kitsa wants to speak with you. Check out the comp details & location requirements below 👇 Following on from TOKEN2049 we're still working some awesome roles in Singapore, I'll tag the post in the comment section. #Newcore #web3jobs #blockchainjobs #hiring

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⭐️ The current #1 personal billing spot for 2024 sits at $270K+ booked since January ($1.6m+ annualised) ⭐️ 7x start-up recruiters currently average $500K+ in the last 12months, with 2X clearing $1m+ ⭐️ There are 5X recruiters in the RecruitHub network who've started 2024 on pace for $800K+ personal billings, with 13X on pace for $500K+ ⭐️ There are 8X start-ups tracking to $1m+ so far this year ⭐️ The largest fee across the network in the last 12m sits at $279K, with $225K in second place ⭐️ The top-spending end client account in the last 12m sits at $279K, with $225K in second place ⭐️ The top-spending end client account in the last 12m is currently at $980K There you have it. Some of the top-performing numbers from our community (so far). Happy Billing 🎉 #Recruitment #RecruitHub #StartUpOwner #Founders #Billings #TopBillers

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Are you missing out on the best product candidates by only asking for applications from people who have domain experience? How important is it that your new hire is already an SME from day one? On one hand, you hire someone who understands the marketplace, competitive landscape and nuances of the product. On the other, you hire someone who can learn the marketplace whilst also adding a fresh perspective from their prior and differentiating experiences.

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Want a standout candidate experience? Try this recruitment automation tip: Complete the candidate journey yourself. From start to finish. Every pathway. Every sequence. Every touchpoint. You’re looking for: - Sticking points - Getting lost - Confusion - Delays - Gaps If you feel it, your candidates will feel it. Most agencies “prioritise" the candidate experience. But have never gone through their hiring process. Want to improve the journey for candidates? This is a good place to start. P.S. Prioritising candidate experience is crucial. Don’t build automation in isolation. Always think about the impact on your candidates. → Follow for more. #bullhorn #recruitment  #automation  #candidateexperience

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The Biggest Challenge in Tech Recruitment Right Now (and How We’re Overcoming It) In just under a year of running ArchiTech Talent, I’ve seen that one of the biggest challenges in tech recruitment today is finding the right balance between skills and cultural fit. As a startup, we’re working hard to bridge that gap by getting to know both our clients and candidates on a deeper level. It’s not just about filling a role—it’s about finding a lasting fit that will support long-term growth. How do you approach balancing skills and culture in your hiring process? #TechRecruitment #HiringChallenges #TalentAcquisition #CulturalFit #TechTalent #StartUpLife #RecruitmentTips #BusinessGrowth #InnovationInHiring #TechIndustry #TechCareers #Leadership #SmallBusiness #BuildingTeams #StartUpJourney #TalentSearch #DiversityInTech #WorkplaceCulture #HiringSolutions #TechTrends #GrowthMindset

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Six figure salaries in Recruitment.... Do you even qualify? I have had a few interviews over the last few weeks where candidates base salary expectations are around the $100k mark. Unfortunately for them I have had to explain that realistically they would not be considered for roles at that level and more than likely would be pricing themselves out of the market. Right now, unless you are going into a Management role it is rare to see too many recruiters getting $100k plus super on the base. So who does qualify for a salary at that level? These are the kind of things that will help you get that $100K base salary. ➡ 5+ years experience in the same city/market and going onto the same or similar desk ➡ You have spent 3/4 years at a competitor, had decent billings and have been taking market share from a new prospective employer ➡ Proven track record in winning new business - not many agencies are willing to pay $100k base for you to just fill roles and win any for yourself. ➡ Longevity - 5+ years experience is good but if that is with 2 or 3 agencies youi will struggle. When it comes to salary with Recruitment Agencies there are a lot of variables. It is rarely a black and white conversation. At the end of the day - it is what agencies are willing to pay. Post Covid it was a candidates market and we saw recruiters with 6 months experience getting $85K + Super. CRAZY. 🤯 Right now - experienced recruiters with stability on their CV and local experience have ALL of the bargaining power. I predeic t over the next few months, that power will increase. So - if you are a Recruiter - start looking now while you have the upper hand. If you are an agency - get a wriggle on and hire because salaries are going to go up rapidly over the next six months! ✌

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How can you tell if a headhunter is actually GOOD? There are plenty of bare minimum recruiters out there with one foot in/one foot out of the industry who result in a sour impression of our industry as a whole. Although there isn't a sure way to know if a recruiter's good unless you've worked with them directly, these questions help you suss out if they know their stuff to hopefully avoid the experience of working with a bad recruiter: 🔍 What's your process? Every headhunter should be able to clearly lay out their process and how they support the candidates they're representing. You should know if they support on resume edits, interview prep/coaching, the method/frequency of communication to expect, if they help with offer negotiation, post-placement support, etc. 🔍 Can you tell me about candidates you've placed with a similar background to mine? This gives you an idea of their subject matter expertise - every niche recruiter can share high level stories about past placements they've made in your field (minus identifiable info). If they don't know much about your industry, you should question how much value they'll add to your search. 🔍 What's your relationship with your client(s)?* How long have you been working with them? Have you placed people with them before? A headhunter with close client relationships is a HUGE value add to your search. A commoditized recruiter who spray and prays resumes is not a value add and may actually detract value. Headhunters who invest in REAL client relationships have MUCH more influence and sway in the process (their clients trust them) which increases their candidates' odds of getting a great offer. * This also tells you if they're working through a VMS/MSP portal or directly with the hiring manager. Direct hiring manager access is highly preferable since that's where you're able to most effectively advocate for your candidates. Aligning with a top headhunter in your industry gives you a HUGE LEG UP because they are a wealth of information and insight that you'll have access to... and you should give that headhunter exclusivity :) We are NOT resume factories slinging random resumes hoping a deal falls from the sky. Those of us that take pride in what we do wear many hats: 📌 Resume writer 📌 Career advisor giving hands-on interview prep and coaching 📌 Therapist throughout the process 📌 Consultative partner working alongside candidates AND clients to close win-win deals 📌 Post-placement career advisor ensuring the right fit after the candidate starts vs bouncing once the money is in the door This is the reason why recruiter loyalty is so important. If you find a recruiter who gives a shit & knows their market, BE FRIENDS WITH THEM. Give them the RESPECT of being your first call when you hit the market instead of 2nd, 3rd, 4th, or 5th‼️ Invest the time to build that relationship. It'll pay for itself many times over.

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Just found what is probably the most short-sighted (and expensive) recruitment strategy I've ever seen. It's an advert via a recruiter for a software engineer with 3 years of experience offering $70k + super. It's targeting people from overseas and promising a 482 visa. ✅ Take advantage of people overseas who don't understand the cost of living in Australia and underpay them - $78k (incl super) ✅ Pay a recruitment fee, let's assume it's on the cheap end and it's a $12k fee ✅ Pay an immigration agent to process the 482 visa, let's be conservative and say $10k All up, it's around $100k in direct-first-year costs. But the reality is whoever they hire will quickly discover how underpaid they are. They'll find a better-paid job or go back home because they can't afford the lifestyle. Then you need to do this again year 2, in what will likely be a more competitive market. Rinse and repeat. Whilst you're spinning wheels on recruitment, your project is likely going backward. Which is bonkers when for just $10k more, you could secure someone decent that will stay with you. Times are tough, budgets are stretched, but if you're not realistic with yourself you're going nowhere. And if you don't have a recruiter that challenges your thinking and lets you run with these shortsighted, harebrained schemes, change your recruiter to someone a bit more data-driven.

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In recruitment, a lot can damage the process. Speed tops the list! ⏱️ When engaging with NEOS, one key point I stress to clients is our efficiency. We can present candidates within 1 to 48 hours, depending on the role. Once we identify a keen, interested, and excited candidate, I urge clients to schedule interviews promptly. 🚀 Delaying interviews by one to two weeks often results in candidates getting calls from other business', potentially with higher-paid roles. Act swiftly and secure the best talent before they move on! ✨ Following the interview, getting feedback to candidates whether it be successful or unsuccessful is vital! If you are to offer a candidate, give the candidate the good news quickly along with the offer letter! Saying the offer letter will be with them next week still doesn't mean you have secured the candidate! Are you struggling with your hiring process? Reach out at neos-engineering.co.uk or share your thoughts in the comments below. Jamal Kent Liam Quinn Emily Adams Josh Whittaker #Recruitment #Hiring #SpeedToHire

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Your Resume is Your First Impression! I’ve been in recruitment for close to 15 years, and one thing I’ve consistently seen is the impact a well-crafted resume has. It’s often the first thing a potential employer or client sees, and it can either grab their attention or have them moving on to the next candidate. Far too often, resumes are filled with endless bullet points, making it hard to see what really matters. Instead, try making it more conversational. Clearly explain what your responsibilities were in each role, the challenges you faced, and, most importantly, the achievements you made. Talk about the companies you’ve worked for and what you contributed. Did you streamline processes? Save time? Increase revenue? Overcome significant obstacles? These are the things clients want to know. There’s no golden rule when it comes to resume writing, but I know from countless conversations with clients what stands out to them and what doesn’t. A resume should reflect you and not just a list of tasks. Focus on your story, your achievements, and the value you bring. Let’s not forget, your resume is your first impression – make sure it counts. If anyone in my network is struggling with their resume, let me know I am happy to have a conversation and see if I can assist. #ResumeTips #FirstImpressions

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Reasons NOT TO work closely with a Workday Specialist Recruiter.... - You love receiving resumes from people who think Workday is a CRM and going through 10,000 of applications... - You enjoy explaining the difference between Core Connectors and Studio integrations—every single time.... - You’re confident that anyone can handle a Payroll implementation (what’s a retro calc anyway?). - You don’t need candidates who’ve actually worked on Net New Deployments—training on the job is fine! - You’re totally okay with missing that go-live deadline (who needs it to work, right?). Hiring the right Workday talent doesn’t have to be this hard. But hey, if you love the challenge... 😉 If you need help with Salary Bandings, Market Research or anything from Phase 0, AMS or simply urgent gap fills/replacements... I am always happy to talk. Speak soon....... https://lnkd.in/d234YNFm

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Have you had to make this choice yet? 1️⃣ Continue using expensive external recruitment agencies or 2️⃣ Build/grow an inflexible internal TA team It is a choice that most companies have to make and there are compromises for both. BUT we offer a 3rd way - Recruitment as a Service (RaaS). It is a subscription based model that can be scaled up or down and paused at anytime so that you have the power of an headhunt search business whenever you need them. It is also priced at a point that is more cost efficient than both traditional external and internal options. Our customers save up-to 60% on their annual agency spend and up-to 80% on their internal TA costs. 🌎 It is the best of both worlds, with NONE of the compromises. We become an extension of your business and offer everything you would expect from an internal TA team across, EVP, branding, marketing, talent pipelining, stakeholder consulting and more. Our members have access to our end to end recruitment platform to leverage the speed and efficiencies of AI and automation for seamless customer and candidate journeys. Resulting in industry leading results across time to hire, interview to placement and offer acceptance ratios. If you would like to learn more you can schedule a call with me here; https://lnkd.in/eEU-MxHa Global SaaS recruitment like you have never seen it before!

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🚨 Hiring Struggles as a CTO? You're Not Alone 🚨 As a CTO, you’re no stranger to the battle for top talent. But in today’s market, it’s more challenging than ever: 🔹 Ever feel like your ideal candidates are getting snatched up before they even reach the interview stage? 🔹 Notice how salary expectations are skyrocketing? 🔹 Struggling with the need for specialised skills AND the right cultural fit? The truth is, hiring is as much a strategy as it is a process, and sometimes, the traditional methods just don’t cut it. Here are some insights that can make a difference: Showcase Purpose, Not Just Perks – Especially with Gen Z and millennial engineers, aligning with their values is huge. Are you highlighting your company’s mission? Emphasize Growth – Candidates want to be challenged and see a path forward. Are you offering clear growth and mentorship opportunities? Speed & Transparency – Slow processes lose top candidates. Streamline your interview stages and be transparent about what they can expect. Build Talent Communities – Rather than filling positions reactively, nurture relationships with potential candidates over time. It’s about building a pipeline, not just filling a role. 🤝 If hiring feels like an uphill battle, don’t go it alone. Let’s connect and share ideas to help each other win this talent war. Comment below – what’s your top hiring challenge? Or DM if you’re looking for support in tackling it. Together, we can reframe hiring as not just a challenge but an opportunity for innovation. 🔥 I Love talking about hiring, scaling + DE&I - here's me chatting to the talented Prakriti K., Oge Opara-Nadi & Cheryl Razzell talking about building teams with an inclusion first and high-performance mindset - I miss you folks I can't wait to catch up soon! #HiringChallenges #CTO #TechLeadership #TalentStrategy #FutureOfWork Women in DevOps Trust In SODA

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