Joely Callaghan

Client: We want you to work on this vacancy for us can you help? Me: Absolutely! What are the requirements? Client: The system experience we need is super niche, we need them to be an SME, senior enough to be autonomous and our budget is £X 5 days, multiple calls, emails, texts, HH messages and new profiles sent to the hiring manager later… Me: Thanks for seeing my 4 candidates for a 1st stage interview how did they do? Client: We loved the fact you told us who each candidate was and why they’d be a fit but after our favourite CV interviewed they actually stumbled on a question that should have been really simple as a result we’re not interested in moving forward but will be happy to proceed with the other 2 Me: 🥹 I know how much this candidate prepared and how much they’d bring to this role, in our feedback call they already gave me the answer they would have given in the moment. I genuinely believe if you don’t take them forward to technical it’s a huge mistake Client: … you really back this candidate don’t you? If you think a 2nd chance might be beneficial we trust you but we need to see more Me: 😆😆😆😆😆😆😆😆 1 Final interview & pep talk to the candidate later… Client: Sophia, I can’t believe we almost missed out on them, after seeing their task and hearing them present we’d offer them on the spot! There is no comparison to the level of effort they have put in, we really appreciate all of your effort with this When you back someone to prove themselves it’s always a risk, when you work with a client that backs you it’s an amazing feeling 🏆 Recruitment processes are never smooth 100% of the time but what’s important is that it’s a ‘process’ and it’s imperitive you have a good enough relationship with both sides to consult and feedback using your expertise when things like this happen It ultimately can mean the difference between the right person being given the opportunity to shine or the regret you feel knowing you didn’t fight hard enough for them #ilovemomentslikethis

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Why do companies keep posting content on LinkedIn and turning comments off? Firstly, it shouldn't be on here if it's that sensitive. Secondly, LinkedIn is and should be about constructive, professional debate. Let people comment on your posts, or...

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If you are currently looking for a new JavaScript job ( contract or perm ) I would highly recommend the following... ✅ Update LinkedIn profile Ensure it's easy for recruiters to find you and understand your skills. Use relevant keywords. ✅ Update CV Make sure all the latest roles, tech etc has been added. Have a friend or specialist recruiter review it for advice. ✅Get active on LinkedIn Connect with the best recruiters in your industry. Follow their companies and engage with their content. ✅ Network Reach out to former employers and colleagues. Find a specialist recruiter and let them know you're open to new opportunities. ✅Keep at it Job hunting can be tough, especially right now. Be mindful of your energy and treat the process like a job. This is just the beginning, but I hope it helps! #hiring #newroles #javascript

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🪜🪜🪜Looking to make the move from BDR to LEADERSHIP? 🪜🪜🪜 🚀All in one operating system for E-ommerce businesses - help them manage delivery, insurance, logistics and returns 🌏London based opportunity with an office in Farringdon 🤑Up to £60k basic + £30,000 commission Y1+ equity 🛍️Clients include: Tala, Joseph Joseph, Motel Rocks, Never Fully Dressed 💪Venture backed ✨Looking for people who want to add to and build the culture 🇺🇸Huge US market opportunity About you; 🥇You will have credible BDR experience 🫶A love of cadences 📞Be a forever student of the art of the cold call 💻Knowledgeable around social selling 👩‍🎓Passionate about coaching and developing talent and an idea of how you would do it, even if you haven’t done it before! 🏋🏼‍♀️Forever ready to jump on the phones, even though you have no quota A positive & proactive attitude ☯️The desire to want to help build and scale a company, build a culture and work with a collaborative team! 📧Message me for more details or to apply 💸 We pay £125 for successfully placed referral candidates ❤️ Hiring SDRs, SDR Managers/ Leaders or Account Executives? Message me

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If I were a Head of Talent Acquisition, here are the 8 tactics I’d develop asap; - Weaponised candidate experience - Leadership Personal Branding - Guerilla employer branding - Content Library (Ungated) - Pipeline, pipeline, pipeline - Talent Market Research - Show under the hood - Talent Communities HR and Talent peeps, what strategies are you focusing on for 2024?

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Last week, PGC Group released its highly anticipated and ultimate guide; "How to Start a Recruitment Agency in the USA." Whether you're tapping into the US remotely from your existing office, or scaling up operations by landing and expanding, it's critical that you set your operations and business up correctly so you're not unpicking any mistakes further down the line. Our latest guide shares insights from subject matter experts to help you get it right first time. Expert insights include: ⭐ Tapping into the US Market Remotely ⭐ Typical Roadmap on How to Start a Recruitment Agency in USA ⭐ US Terms of Business ⭐ US Taxation when Placing Candidates ⭐ Insurance for Starting a Recruitment Agency in the US ⭐ Foreign Exchange for Doing US Business ⭐ US Immigration Advice ⭐ Hiring Recruiters for Your US Agency ⭐ Choosing Your Target Markets Huge thank you to our trusted experts; Carla Roberts, Christy Woskobojnik, Arvinder Ubhi, Jack Lane-Matthews, Dominic Johns and Elliott Manning for their valued contributions. Take a look and download the report here....👇 https://lnkd.in/evW6Ccb7 If you're keen to discuss in more detail and want to speak to one of our US Expansion Consultants, book in a free strategy session below 📞 https://lnkd.in/eFVkshN7

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An alarming reminder of the challenges we face in the recruitment market! CityA.M.'s latest report shows that over 400 UK recruitment companies went bust last year 🤯😩. Some of which were boutique SME's & Start-Ups, others were prestigious enterprises which you would've never predicted. According accountancy firm Mazars, we were hit with a 19% drop in job vacancies across the periods of November 23 to January 2024 😢 Link: https://lnkd.in/eZJ_ZcEj In an industry where costs are incredibly high and business is incredibly volatile (even at the best of times!), it's a reminder of how impressive survival can be! We're eternally grateful to our customers for being so reliable & committed 🫶 And for all those interested in working with us, come check us out 👇 Addition+ 🇬🇧👩‍💻 Add Talent 🇺🇸💻 Add Education 🇺🇸🚸 Add Property 🇬🇧👷‍♂️ #RecruitmentMarket #JobMarket #UKRecruitment #BusinessChallenges #EconomicTrends #JobVacancies #EmploymentData #IndustryInsights #SurvivalStories #CustomerAppreciation #BusinessResilience

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Bit late to it... but better late than never, right? Rundown of Q2 in Team Java & Kotlin incoming ➡➡➡ 💪🏼 122% of our quarterly target 💸 Highest billing UK team at Understanding Recruitment 🏆 We hit our team incentive 📅 23 new client meetings ✅ 1.09 CV : 1 Interview ratio It's no secret that the last 18 months haven't been the smoothest sailing for the tech market, but one thing for certain is that things are moving in the right direction. What have we got in store for Q3? 💥 If you're looking to scale your engineering team this quarter and need some advice or support, feel free to reachout for a chat about how we can alleviate some of the headaches that come with hiring! #quarterlyupdate #hiring #techrecruitment #java #kotlin

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🗣️ “Why should I use a Fractional Talent Partner?” ————————— I asked myself that question loads earlier in the year, when I was researching whether to launch this service at Your Remote Tech Recruiter… However… The answer became pretty obvious.. Mainly because I’ve spent the last few months talking to Tech Founders and they’ve all said the same thing: ❌ We can’t afford to pay traditional Recruitment Agency fees (20-30%) ❌ We can’t attract inbound talent as nobody knows who we are ❌ Our hiring isn’t consistent enough for a full time Recruiter Simply put… They need a flexible way to hire, without sacrificing quality! With a Fractional Talent Partner, you get the following: ✅ ‘Pay-as-you-go’ service to navigate spikes in hiring volume ✅ Fixed fee, so it’s 50% cheaper than using a Recruitment Agency  ✅ Fully embedded service (i.e. a partner rather than a service supplier) ————————— Interested in hearing how a Fractional Talent Partner could benefit you? 📥 Send me a DM 📞 Book a call #fractionaltalent #embeddedtalent #recruitment  #talentacquisition 

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Have you wondered what Recruitment Agencies actually do? Well I am here to answer some glaring questions in the new blog. I cover: ✨ What tech recruitment agencies do ✨ How tech recruitment agencies work for jobseekers and employees ✨ How do agencies get paid ✨ Do jobseekers earn less if placed by an agency ✨ What happens to your data 🔗 Check it out and let me know what you think: https://lnkd.in/eqYCGcSZ Happy reading! ____________________________________ Whether you're hiring or looking for new opportunities, navigating the job market can be like herding cats—follow me (Cathy) for tips that make it slightly less chaotic! 🐱 #TechRecruitment #JobSeekers #Employers #Vantage #RecruitmentAgency #Hiring

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Common Design Hiring themes in 2024; - Long, extended processes lacking clarity - Higher Expectations than salary ranges - Often being 3rd of 4th choice and 'missing out' on an offer - Very low conversion from application to interview - Expectation for Perfect Portfolios - Non Design Hiring Design (ineffectively) - Urgent roles being open for 6+ months You're not alone if you're experiencing this.

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Feeling the same way? Recruitment today mirrors the challenges of software engineering in the past. We're flooded with messages from talented individuals seeking jobs, yet we can't always respond immediately due to the sheer volume. This echoes the experience of software engineers who once faced a similar inbox overload but lacked the time or interest to reply to all. #Hiring #JobSearch #LinkedIn Let's remember to exercise patience and understanding. While our intention is to reply promptly, sometimes it may take a little longer. As we navigate through these messages, let's maintain a friendly and respectful approach. In the bustling world of hiring, kindness is just as important as efficiency!

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There's a rise in direct hiring methods and I'm here for it Chances are, if you're investing in the right TA team, you're probably investing in... - Your EB - Candidate experience - Benchmarking exercises - Smooth interview processes and; - Giving feedback (proper feedback, not the wishy washy stuff) But if your just trying to cut costs, and the above isn't taken into account, don't bother!! A cheap Talent Acquisition team which isn't integrated or listened to, treated like an admin team and not seen as a true stakeholder in the process, will only hinder you

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What do candidates want out of a recruitment partner? ✅ “Exceptional Experience” ✅ “Dedication” ✅ “Reliable Tech Recruiter” Oh, and free coffee always helps. ☕️ Not one to blow my own trumpet 🎺 But…👇🏼 💚🖤Bounce Digital💚🖤 – driven by tech, with a proper human touch   #softwareengineer #feedback #candidateexperience

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"We're trying to manage things internally, recruiters have a big cost" Now I understand that money is always a thing and a lot of clients we speak to have been scarred from working with traditional recruitment agencies. But one thing you have to think about is not just the explicit costs from a provider but the costs that are hurting you internally. 🤔 How long has the role been open for? 🤔 Do we understand the market & what will attract the right audience? 🤔 Who's managing the process? What is the cost of their time looking after this? 🤔 Is it taking them away from something of greater value? Let's face it, it is hard to hire in a competitive market that is why recruiters do exist, but you don't have to do it the traditional way or rely solely on external support. We see growing Australian SMEs take big hits when they don't hire efficiently and find themselves having to chase their tails. What we need to think about is not "How much will this 𝒄𝒐𝒔𝒕?" but "How much value will we gain from this 𝐢𝐧𝐯𝐞𝐬𝐭𝐦𝐞𝐧𝐭?" If you're looking to improve your retention & productivity through sustainable growth/scale, DM me "hiring". #sme #management #business #hiring #recruitment

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If a recruiter or company ask for your salary expectations, try replying with… ‘Competitive’... I'd love to know how they reply! Unfortunately some recruiters or companies don't like to talk about salary or the real OTE. Here's my take on why transparency with salary expectations is a must. Can you imagine this... You walk into a supermarket aisle filled with products, each labelled simply as "competitive" in terms of price. However, amidst the sea of ambiguity, there's one item boldly displaying its price tag. Would you be more inclined to reach for that product? Most likely, personally, I would walk out of that store and go to another one! Human behaviour dictates that we are naturally drawn to clarity and certainty. Just as you would gravitate towards the product with a clear price tag, candidates are more likely to be attracted to employers who provide transparency regarding salary expectations. It's a basic instinct rooted in our desire for reassurance and confidence in our decisions. Attract Top Talent: Transparency attracts top talent who seek trustworthy partners in their career journey. Fostering a positive candidate experience with clear communication on what to expect including real OTE expectations shows honesty and adds to a positive experience. Honesty in the recruitment process sets employers apart as fair and desirable. Be open about salary, OTE and package expectations and strive for clarity and honesty in salary discussions. Employers who embrace transparency enhance their appeal and uphold fairness and integrity. After all, transparency is the cornerstone of trust. #honesty #trust #hiring #toptalent

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How to build a recruitment chatbot that quickly generates new leads (in less than 15 minutes): 1. Log into Bullhorn Automation 2. Go to Engagements 3. Add a New Visitor chat 4. Build a lead generation chat flow (see below) 5. Decide where notifications to go in Chat Settings 6. Give it a sweet name (e.g. “How can we help?”) 7. Go to Settings 8. Edit your Engagement Branding 9. Select your Default New Visitor Chat (sweet name!) 10. Your chatbot is live! Like me, you probably have dormant website traffic. People lurking who never engage. I’ve seen this exact chatbot generate leads overnight. Here is the chat flow: → [Statement] I’m the {your company} chatbot. → [Choose One Answer, “How can I help?”] Looking for work OR Looking for staff → [Branch 1: Candidates] Link to your job board. Ask what work they’re looking for. Get current job title.  → [Branch 2: Clients] Ask what staff they need. Confirm start date. Get company name or sector. → [Combine Branches, Text] Ask for name, phone, email. → [Statement] Thanks! Our team will be in touch soon. Bonus tip: Add extra statement steps to make your chatbot sound more conversational. That’s it. Convenient and low-effort for candidates. Effortless lead generation 24/7. Built within 15 minutes. Simple but effective. ↓ If you found this useful, share the post! It might help someone in your network. P.S. If you use this approach, let me know the results. #chatbot #automation #automation  #bullhornautomation

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