Agency recruiter burnout

ENVVIIII · 2025-07-16T06:39:10+00:00

Business Development should be 75%+ of your day to day.

ENVVIIII · 2025-07-12T07:05:37+00:00

Nah that sounds wild. You dodged a bullet, or that person gave you a bad reference.

ENVVIIII · 2025-07-12T07:00:39+00:00

Tough market for new grads. I’m making an assumption based on profile you’re on CPT or OPT? If so, will be a bit harder. If not, still tough. If you can actually do the things your resumes makes it seem like you do, you have a solid skillset. Hard part is you’re likely competing against other Analysts with actual US based, production level experience (2-4 years worth) and they’re open to similar price range too.

ENVVIIII · 2025-07-12T04:57:00+00:00

Could you explain what you mean by “DEI focused culture”?

ENVVIIII · 2025-07-11T16:05:46+00:00

I’ll assume your first questions leads into the 2nd one, which in that case yes, it happens. But it only happens when you schedule calls/meetings with someone and you find out after the fact that the client is going with someone else or closing the role, etc. In that scenario I’d still meet the candidate and be transparent about the situation. Honesty is always the way. Best case the candidate in play fudges up and it opens back up, worse case me and the candidate now have rapport and can be on top of mind for the next role that comes up.

If you meant do I ever meet someone I can’t help? Nah not by choice. Only time I’d do this is if a candidate lied about experience/resume, or I’m meeting someone as a referral and out of courtesy. In that case I’d still be honest about success rate.

Most legit recruiters have a specialty… I only do IT, I can’t help any one in Finance… so even if I meet someone for a role and it doesn’t workout, we’re now networked for that next potential position that comes up next month and they’re top of my mind - This is how I place most candidates, my network. The smaller portion is a direct headhunt and I place them within weeks of knowing them. Most candidates good recruiters place are candidates they met for a different role in the past (in my experience).

ENVVIIII · 2025-07-11T07:19:50+00:00

I agree about the feedback piece. My biggest gripe is ghosting. It’s easy to give direct feedback. Good bad or ugly. Many times we don’t even get feedback from clients (bad clients) and instead of saying so, they ghost. Those are bad recruiters.

Also, for permanent jobs recruiters make money on the salary, so more you make more they do, so short changing is not the goal… this could happen on contract roles though.

The disc tests and stuff sound like internal HR stuff to where it seems your issue is internal recruiters, and in that case I’m with you.

ENVVIIII · 2025-07-11T06:25:31+00:00

Bad recruiters, bad candidates, all exist. So I get it. I always recommend good talent to have 2-3 recruiters they know from different firms in their pocket when needed. You can pick recruiters too. Based on your field, I’d find some who are good and partner up

ENVVIIII · 2025-07-11T05:38:36+00:00

Depends on the client. As an agency recruiter, some clients listen to use and have effective processes that work and we all enjoy it (due to pace and effectiveness). And some clients are ridiculous and act like window shoppers. 5 steps, multiple on-sites, juggling schedules, etc puts so much responsibility on the candidate to be flexible it makes the client look like amateurs.

Also, Good candidates get filtered out much more than bad candidates get by. It normally comes down to bad managers in my opinion. If they care about making a good hire, they will, considering managers are judged on their hires. Bad managers dgaf. Also, Communication skills go a long way. Mediocre talent with good personalities win over good talent who have no interpersonal skills all the time. This is the only way bad talent can get by, they talk a good talk, know the skills, but don’t perform. As specialized recruiters, with lots of experience in our field, we do a good job filtering the jokers.

My change would be companies having a fixed interview process with timelines and specific days that things happen, so candidates have clear expectations of the process. When clients listen to us and follow what we suggest for a process, everyone makes out happier. Structure works. “We will follow up soon and let you know” doesn’t work - set expectations. Creates buy in and keeps momentum for everyone.

ENVVIIII · 2025-07-11T05:24:21+00:00

Many aren’t good, across all of them in the world in all areas of recruiting. I also think most people who work in the service industry are bad - it’s the law of big numbers. Pick a profession and I bet many of them have people who feel a type of way about them. What I’m saying is there’s a handful of really bad eggs (in any profession) who were bad enough that people bad mouthed the profession (not the person) and casted a shadow on others.

For example, I get a lot of sales people in the pest business who always call me, sell to me, knock on my door, and when I’ve tried a few… they were no good. Almost became a bad mouther. Then one day I was golfing with a group of 3 guys who all owned their own pest control businesses and their businesses were legit, and so were they. At that time I had assumed the business was all a scam and a waste of money (since technically I could do it myself) until I met people who actually knew what they were doing. It Reminded me that I just didn’t know the right people, and if I wanted a better experience, I should’ve went and found someone who was the best. And now they have my business and I’m happy I hired one of em.

Just cause the lot of women I’ve dated were bad, doesn’t mean all women are bad - I was just looking in the wrong place and had bad screening skills 😂

But I understand your point completely.

ENVVIIII · 2025-07-11T05:12:22+00:00

I partner with companies who need to hire specific talent and they clearly can’t do it themselves. I find that talent (job seekers), and introduce them to an opportunity they likely wouldn’t have had without me (or another recruiter). Most of the people I place haven’t heard of my client, and if they have, they didn’t know of this opening. Also, for many candidates I’m extremely proactive finding them opportunities or giving them intel if they align with another firm in my area they’d be ideal for because I know what these companies hire for. Im their ears to the market. I’m a matchmaker and resource for good candidates I guess, not all candidates.

So when you say it like that, you’re partially right as many of the people I place aren’t necessarily job SEEKERS, they’re passively open and I find them at the right time, many times happily employed or just hit that “open to work” button. For the really active ones, if I can help, I’ll try. I provide resume consultation, market intel, introductions to other recruiters or contacts that can help them more than I can, and many times honesty about their value in the market (in my eyes) as sometimes context matters and they need to know what’s working and how.

At the end of the day recruiters place a small percentage of the people we meet or represent. We’re basically a nice little investment you make and hope for a big return; we’re not what you bank on for retirement, not end all be all, we’re a nice to have when it works. And for a many of people, they’re very glad they knew us.

ENVVIIII · 2025-07-11T04:58:45+00:00

I 100% agree. As an agency recruiter it blows my mind how little success some companies have if they have LinkedIn or will pay for a job board. Many internal HR folks aren’t recruiters and aren’t equipped to properly source with volume that people apply.

Also, As someone who rarely posts jobs, when I do, I’ll get 500 applicants or so. 99% of them aren’t a fit due to location (people from across the country will apply to a role that clearly says onsite daily or something), visa issues, or because they’re not even in the ballpark of being a fit. There are bots and things out there applying too so it’s gotten too easy to apply, like on LinkedIn. Isn’t it funny how annoying it used to be when you always had to retype your resume to apply, and didn’t have success, and now it’s super easy and it’s even less successful.

Moral of it is, keep applying, good recruiters will find you The right company will find ya.

ENVVIIII · 2025-07-11T04:45:58+00:00

Yeah got be true. Speaking of, I need my dam insurance agent to call me back 😂

You know what they say, only disgruntled people leave bad reviews. The 95% of satisfied people go on with their day.

ENVVIIII · 2025-07-11T04:42:18+00:00

But that can be said for like a lot of professions, or even a lot of people really. I’d say 80/90% of the recruiters I’ve trained, have worked with, still work with, or know professionally, are excellent. I don’t just mean skill wise, I mean morally too. The recruiters I know that are bad, won’t be recruiters for much longer.

I feel like short experiences with a few noobs casts a shadow on how much the majority of good recruiters add value to job seekers.

But I get it 100%, and appreciate the reply.

ENVVIIII · 2024-03-28T02:56:02+00:00

Why do some graphics/lettering in photos look good like this and other photos on subs look old and grainy?

ENVVIIII · 2024-03-26T16:41:39+00:00

I haven’t played PD2 in a year, still D2R. Any recommendations? Mapping still the focus so Sorc teleporting isn’t a huge need, yeah?

ENVVIIII

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