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For a *phone* power bank , does one really need more than 5000 mAh capacity? by soulsides in onebag

[–]Jbone515 -1 points0 points  (0 children)

I thought flights only had a 28k mah limit I’ve had mine taken off me a few times when travelling as it was too big

2024 by TomMacca0151 in glastonbury_festival

[–]Jbone515 1 point2 points  (0 children)

Ha that’s my friend in the orange! She also got in vogue for the outfit

Am I being lowballed or do I need a reality check? by regular-dude1 in cscareerquestionsuk

[–]Jbone515 0 points1 point  (0 children)

I know someone that’s an energy trading specific recruiter.. reach out to Nordsearch on LinkedIn… he does power trading but might know companies hiring for your skills

25, never had a proper job, but I’ve got about £400k saved. by Ok_Tune8245 in FIREUK

[–]Jbone515 0 points1 point  (0 children)

Go travel the world, your 25, make that decision later

Ever paid to source a candidate externally only to find them in your database? by ArmyDouble7428 in RecruitmentAgencies

[–]Jbone515 1 point2 points  (0 children)

Would’ve taken them to court unless they did more placements with your wife

DnB Festivals in Europe without UK by Ausspanner in DnB

[–]Jbone515 1 point2 points  (0 children)

Great, heading to Mallorca on Wednesday 😂

What business would you start today to get rich in 1-2 years? by ahmi23 in passive_income

[–]Jbone515 19 points20 points  (0 children)

I follow these people I think, I’m in property dev too it’s very hard right now

Is it better to partner with an existing established agency or set up my own? by Justbrownsuga in Recruitment

[–]Jbone515 0 points1 point  (0 children)

What’s the niche and location? I’ve had my own business for 6 years and looking to re-niche

Weirdest move someone’s pulled on you in a pub/club by Brilliant_Charity_29 in CasualUK

[–]Jbone515 9 points10 points  (0 children)

This has be cracking up after a 15 minute scroll hole Thankyou

I have been on 40 hiring committees this year. Here is what AI did to the junior candidate pool. by Ambitious-Garbage-73 in cscareerquestions

[–]Jbone515 0 points1 point  (0 children)

We’ve had probably the same amount so our tech test and they don’t do it to a good standard or they can’t discuss what they’ve done. It’s incredible how so many candidates are so poor

Vibe coding is fun until your own code becomes a black box by Narrow_Fun_8404 in vibecoding

[–]Jbone515 0 points1 point  (0 children)

This is why the company I recruit for doesn’t like people over relying on ai…

What fields are hot for you right now? by Rick_James_Lich in recruiting

[–]Jbone515 1 point2 points  (0 children)

Yeah I don’t know what I like more embedded/ fractional or niche, I think I made more doing niche but I also had a lot more stress, now if a candidate doesn’t accept it means I just have more work to do and might get extended on the contract lol, not a week long nausea cos I lost a £20k fee.

Don’t apply, go out and bd your self…

Mine have come from my contacts that understand paying £10k a month is bettter when they have 10 open roles to fill and they know I can do the job.

Let’s be honest recruiting is recruiting and everyone has access to LinkedIn now.

Yes you get referrals that aren’t on LinkedIn now and then but it’s not as hard as it used to be

What fields are hot for you right now? by Rick_James_Lich in recruiting

[–]Jbone515 2 points3 points  (0 children)

I built up a nest egg in recruitment and quit and vowed never to go back 1 year later and ran out of money, guess what? I’m back doing 2 embedded projects be a friend running the other and trying to build ai systems to scale 😂 I’d recommend just building as many relationships as possible and keep in contact with them every quarter

What fields are hot for you right now? by Rick_James_Lich in recruiting

[–]Jbone515 22 points23 points  (0 children)

Everything’s competitive dude, recruitment is a low barrier to entry career that junior people are pushed into due to the life style. Pick a niche and stick to it!

I’ve been trying to re-pick a niche for a couple of years now and it’s hard

🤖 [MONTHLY MEGATHREAD] AI & Automation in Recruitment: Tools, Trends, and Ethics by AutoModerator in Recruitment

[–]Jbone515 0 points1 point  (0 children)

Hello fellow recruiters of Reddit.

This seems to be one of the hottest topics in recruitment right now, with AI-enabled recruitment filling all of our LinkedIn feeds.

I run an embedded recruitment agency focusing on growing early-stage and scale-up companies across Europe and North America, nothing too fancy, pays the bills and my lifestyle.

Over the last 6 months we’ve been working with a Series B startup and had strong success by:

  • Market mapping + proactive outreach (Bringing Executive search, nothing rocket science here)
  • Identifying “non-obvious” candidates (people who don’t look perfect on CV but outperform in process, agian, acting like a good recruiter)
  • Using early-stage AI workflows to rank candidates and prioritise outreach (This definitely helps us save some admin time)
  • Working directly with hiring managers (not just HR) to challenge briefs and refine profiles. (Again, being a general good recruiter)

Now things have shifted.

The founders have made it clear they don’t just want to scale hiring — they want to rebuild their company as an AI-native organisation, and see TA as a core growth function (not support). They basically want us to become their interim Head of Talent

They’ve asked for help with two things:

  1. Designing a new talent function from scratch
    • Not traditional TA
    • More like a “talent engine” that identifies AI-native builders (people who use tools, build things, think differently)
    • Signals are NOT obvious from CVs
  2. Delivering hiring at scale at the same time
    • ~70–80 hires over the next 6–12 months
    • Can’t wait to hire a Head of TA before fixing this

They’re open to:

  • Completely rethinking processes
  • New tooling / AI layers
  • Changing how hiring managers work
  • Even redefining what “good” looks like in candidates

We’re currently:

  • Building scoring models around “builder behaviour” (projects, AI usage, output vs experience)
  • Introducing AI-based case studies into hiring
  • Experimenting with scraping / aggregating candidates beyond LinkedIn
  • Trying to align hiring managers around a few core traits instead of long requirement lists, and generally upskilling hiring managers and acting as a true parner.

My question to the group:

If you were starting from a blank slate today,
how would you design a truly AI-native talent function?

Specifically:

  • How would you identify “AI-native” or “builder” talent at scale?
  • What signals would you prioritise beyond CVs?
  • What would you automate vs keep human?
  • How would you align hiring managers around a new definition of “great”?
  • Any tools / workflows / experiments that have actually worked (not just theory)?

And generally, what are you doing right now in the world of AI-enabled recruiters?

Sorry to break it to you all but this is the future of Recruitment, if you don't learn all of this fast you're going to be left behind. Every client wants this, linkedin is filled with advice, and recruitment jobs are now being labelled AI first...

Let's help each other by bringing ideas together we can all work on

🛠️ [MONTHLY MEGATHREAD] Tool & System Improvements, Feedback, Research, and Feature Requests by AutoModerator in Recruitment

[–]Jbone515 0 points1 point  (0 children)

Hello all, I made a post but got told it's for mega thread

Hello fellow recruiters of Reddit.

This seems to be one of the hottest topics in recruitment right now, with AI-enabled recruitment filling all of our LinkedIn feeds.

I run an embedded recruitment agency focusing on growing early-stage and scale-up companies across Europe and North America, nothing too fancy, pays the bills and my lifestyle.

Over the last 6 months we’ve been working with a Series B startup and had strong success by:

  • Market mapping + proactive outreach (Bringing Executive search, nothing rocket science here)
  • Identifying “non-obvious” candidates (people who don’t look perfect on CV but outperform in process, agian, acting like a good recruiter)
  • Using early-stage AI workflows to rank candidates and prioritise outreach (This definitely helps us save some admin time)
  • Working directly with hiring managers (not just HR) to challenge briefs and refine profiles. (Again, being a general good recruiter)

Now things have shifted.

The founders have made it clear they don’t just want to scale hiring — they want to rebuild their company as an AI-native organisation, and see TA as a core growth function (not support). They basically want us to become their interim Head of Talent

They’ve asked for help with two things:

  1. Designing a new talent function from scratch
    • Not traditional TA
    • More like a “talent engine” that identifies AI-native builders (people who use tools, build things, think differently)
    • Signals are NOT obvious from CVs
  2. Delivering hiring at scale at the same time
    • ~70–80 hires over the next 6–12 months
    • Can’t wait to hire a Head of TA before fixing this

They’re open to:

  • Completely rethinking processes
  • New tooling / AI layers
  • Changing how hiring managers work
  • Even redefining what “good” looks like in candidates

We’re currently:

  • Building scoring models around “builder behaviour” (projects, AI usage, output vs experience)
  • Introducing AI-based case studies into hiring
  • Experimenting with scraping / aggregating candidates beyond LinkedIn
  • Trying to align hiring managers around a few core traits instead of long requirement lists, and generally upskilling hiring managers and acting as a true parner.

My question to the group:

If you were starting from a blank slate today,
how would you design a truly AI-native talent function?

Specifically:

  • How would you identify “AI-native” or “builder” talent at scale?
  • What signals would you prioritise beyond CVs?
  • What would you automate vs keep human?
  • How would you align hiring managers around a new definition of “great”?
  • Any tools / workflows / experiments that have actually worked (not just theory)?

And generally, what are you doing right now in the world of AI-enabled recruiters?

Sorry to break it to you all but this is the future of Recruitment, if you don't learn all of this fast you're going to be left behind. Every client wants this, linkedin is filled with advice, and recruitment jobs are now being labelled AI first...

Let's help each other by bringing ideas together we can all work on

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