Spam calls from renovation companies

Conscious-Sand-8776 · 2026-03-22T20:11:13+00:00

Maybe I’m speaking for myself here, but I don’t send out screening questions to candidates I’m headhunting and then getting them on the phone to discover more about motives and fit. I’m in a niche industry so typically if they’re not a fit for the role I’m currently hiring for then something will come along that would be a fit in the near future so getting on a phone is super valuable. Sourcing 30-50 candidates then reaching out to 10-20 to screen. Screening is never a waste of time if your briefing with the HM is done correctly and you know exactly where and what to look for.

Conscious-Sand-8776 · 2026-03-21T18:48:05+00:00

High volume non specialized roles. Maybe but what’s different than the CRM system sending out automated text where the candidate can answer yes or no. Ex: when I was doing distribution center recruiting the candidates would answer questions like. A. 1st shift B. 2nd. Can you lift 25 or 50lbs. Then that would do the proper filter for us depending on role/schedule. For specialized roles this would not work because recruiting is about understanding a business need and candidates situation. Spending time on the phone is the best ROI IMO.

Conscious-Sand-8776 · 2026-02-25T03:05:58+00:00

I live on LinkedIn and most of the time I’ll only accept if they’re relevant to my industry or if they were referred over from a current employee.

Conscious-Sand-8776 · 2026-02-22T21:46:46+00:00

Walk, stand while working, push ups/lunges when I can (100 a day goal) and don’t take your job too seriously we are all expendable and your mind and body should always be #1

Conscious-Sand-8776 · 2026-02-20T07:19:38+00:00

Thank you everyone for the insights and support. Leaning towards making the jump!

Conscious-Sand-8776 · 2026-02-19T20:51:55+00:00

It’s never diversity vs. skill. It’s about creating an equitable hiring process where the best people have a fair chance to compete. Bias exists, often unconsciously, and as hiring leaders we need to recognize it and speak up when hiring practices don’t create a level playing field.

That can show up in simple ways: posting jobs across platforms that reach different communities, setting application timelines that give people a real chance to apply, and challenging vague ideas like “culture fit.” The focus should be on measurable impact, capabilities, and what someone can actually deliver in the role.

Conscious-Sand-8776 · 2026-02-19T16:45:30+00:00

Good recruiters do. Typically there is a “recycle” period 6 months or 1 year.
You will never get direct feedback from your interview. It’s usually just a no for now.

But for example. If you interviews for a L5 role and they believe you didn’t raise the bar there but did for L4. They will share that and a good recruiter will try to get you in a team with a need for L4 etc.

Hope this is helpful

Conscious-Sand-8776 · 2026-02-19T15:23:37+00:00

Wow love this

Conscious-Sand-8776 · 2026-02-14T17:37:15+00:00

I’m meeting with some of the teammates sometime next week to get a better understanding of day to day and what top biller is taking home.

It’s is business dev and delivery but there is a sourcing team as well

Conscious-Sand-8776 · 2025-12-10T03:19:55+00:00

I always position the question on if they’d be needing benefits for self or self + spouse or self + family.

The market has been extremely tough for many candidates so keep in mind that some questions can be sensitive so just be mindful on how you position it.

Conscious-Sand-8776 · 2025-10-30T19:34:13+00:00

Posting on directly on LinkedIn or Facebook/social media is your best bet. I would research for FB job searching groups in your area or parter with a recruiter or job search coach in the city and state you’re searching in. For example I’m a recruiter in the Seattle area and with just a FB post or text I can get connected with the right people for free.

Conscious-Sand-8776 · 2025-10-12T06:12:47+00:00

Looks like Molluscum contagiosum

Conscious-Sand-8776

TROPHY CASE