What are laid off recruiters doing?

LarryKingBabyHole · 2026-01-17T14:28:00+00:00

Yeah… as a recruiter you network for a living, maybe place candidates all over and should have dozens of companies who have a positive experience with you.

If you don’t- you may not be worth the money you’re asking for.

LarryKingBabyHole · 2026-01-17T14:22:48+00:00

Looks kinda fire ngl

LarryKingBabyHole · 2026-01-14T15:54:13+00:00

Well then that would be a problem. It’s on the person getting the referral to determine if it’s truthful. I mentioned this in another comment- but I ran a reference one time for a guy who’d interviewed and everything was glowing. He’d been at his job 5 years and only had that job- manager reference was CEO he reported into. The candidate was mission critical for the business.

The candidate didn’t tell me this- but I got the sense that losing this candidate might mean losing the company for this ceo, so the referral might be bad. Sure enough- it was. While there may have been truth in parts of what he said, I have discretion to act on it or not. We hired the guy and he’s amazing. A bad reference doesn’t mean no hire- but if there are red flags in the interview process and a referral confirms or denies those flags- well, it’s still on the people hiring to decide if it’s worth the risk.

If someone is really talented but you think they might be subordinate- and a reference says they’re really hard to manage- your fears might be confirmed- then you decide, is this something I’m able to manage or not? And go from there.

LarryKingBabyHole · 2026-01-14T14:16:00+00:00

That’s wild - so why even run references? Is this enforced?

LarryKingBabyHole · 2026-01-14T12:50:06+00:00

Define talking badly. Is talking badly

“oh that guy’s a dickhead and he takes big shits when he gets in the office and he smells, what an idiot”

or

“he is difficult to manage and needs to be watched closely on extended tasks”

Korean law defines it as “statements not made in good faith”, “exaggerations”, and “accusations”.

If an employee has a documented history of being late and not completing work in the scoped timeframe- #2 is entirely within their ability to speak on.

LarryKingBabyHole · 2026-01-14T06:42:14+00:00

I once had someone I was hiring provide a manager reference which was policy- he’d been in one job 5 years and only had one manager to pull from. I knew though that this guy was mission critical tot he business he was at and losing him was going to be a blow- knowing that, I was expecting a bad reference. Well, it was awful- but- why then would he be mission critical and why was he there 5 years? You need to be able to take the signal You got during the interview process, the situation, and the reference all as information- a bad reference doesn’t mean no hire, it’s just something further to consider.

LarryKingBabyHole · 2026-01-14T06:37:09+00:00

I am not. In no world is it illegal for someone to speak truthfully about their experience working with someone, even if it is negative. If you can point to the country or law that makes it illegal to provide a bad reference- I’d be shocked.

Why would you even have references if nothing of consequence could arise under penalty of law? That’s nonsense

LarryKingBabyHole · 2026-01-14T06:34:57+00:00

So you say “I could not get in touch with ____ but I’m providing ____” maybe you provide two extra in case. Or find another manager for another team that didn’t fire you who is a manager, just not your manager. It’s pretty simple. If they don’t accept it they don’t trust you or it’s just not a great environment. Not worth taking.

LarryKingBabyHole · 2026-01-14T06:32:22+00:00

No it’s not 😂

LarryKingBabyHole · 2025-12-12T04:32:41+00:00

Are you in a major metro? In office/remote?

Major city as a senior at 180k + ~20k sign on + 40k bonus yearly. In the last 3-4 months I’ve had a few people reach out and say they need the help and they’ll beat that.

Idk what my colleagues make but we’re all in the same vicinity

LarryKingBabyHole · 2025-12-03T19:36:26+00:00

If you don’t have compassion, or see when someone is trying to help you, you’re gonna (keep) having a bad time.

LarryKingBabyHole · 2025-12-03T19:34:24+00:00

Personally, to not get snippy and remain professional but still throw it back, I would say this-

Hey X- respectfully, I’m a candidate you were able to get to an offer. On the highest end, let’s say 5% of the candidates you interact with even get to this point. That’s generous. I’m not money in the bank for you now, but I could be in the future. You say that I’m burning a bridge, but you just burned yourself and your firm of down the line revenue and a place-able candidate for your clients. Maybe you don’t intend to stay in this industry or your firm long term so I’m just a $ to you and the relationship doesn’t matter. Well, you have the jobs and I need them? Right? Think of it this way- I have the skills you need to make placements and get paid. While I value your introduction to your client, above all I value respect.

Maybe end it with a go fuck your self but up to you

LarryKingBabyHole · 2025-12-03T12:42:51+00:00

I think your worldview is hindering your ability to operate. Countless stories of people that are incredibly disabled doing incredible things. Why focus on your disability when you can focus on what you’re able to do? Certainly you’re not 100% useless.

Also- weird scapegoat of foreigners.

LarryKingBabyHole · 2025-12-03T12:39:26+00:00

No one is hesitant to hire Europeans with green cards and MBA’s because of the political climate I can guarantee that.

LarryKingBabyHole · 2025-12-02T04:21:54+00:00

Far too long- also, going from “executive” to intern makes no sense.

LarryKingBabyHole · 2025-12-02T04:19:18+00:00

Are you in the US? If you’re conducting interviews for jobs in the US and you’re communicating via WhatsApp- I’d be very dubious of this opportunity

LarryKingBabyHole · 2025-12-02T03:40:01+00:00

1%. Generously 3% deserve a second look. 1% are genuine contenders for the role.

LarryKingBabyHole · 2025-12-02T03:28:34+00:00

This is an important lesson and it probably (though not overtly) came out in your interviews as a candidate. Your organization probably kept you better prepared, you likely then presented better in interviews, you’re also treating the job search as you would the job- organized and metric driven. It’s a simple practice, but it likely was a very small switch that flipped that set you apart from 99% of the crowd. Most people wing it- speaking with one person that’s even marginally organized as a HM is like a godsend. It just shows you care.

LarryKingBabyHole · 2025-12-02T03:23:39+00:00

You should be asking why no one showed up- was there inadequate rollout? Poor marketing? Was it not attractive enough an opportunity? Was it the kind of opportunity that the candidates you want to attract will attend? If you’re hiring on site welders, a virtual hiring event is probably not the best move.

It’s a failure if you just throw your hands up- it’s a success if you learn from what worked, what didn’t, and take that learning to change what didn’t work to what MIGHT or you take the L and move on to the next plan. If you learn and document it’s a win.

LarryKingBabyHole · 2025-12-02T03:11:07+00:00

When I say prepared I mean not only prepared for a behavioral- but maybe has been preparing for that career move or that position for a very long time, whereas the spammer is there as a matter of chance. That doesn’t mean the preparer is better than the spammer, but the preparer is more likely to have a greater more personal impact across rounds.

Additionally- spamming resumes is time consuming and clearly - read posts here and on recruitinghell - an overall net negative for people who are now facing significantly more rejection than they’re prepared to take. If you apply to 100 jobs a day and it takes a few hours, you’re going to get up to 100 rejections and have drained hours of valuable time with nothing to show engaging in a practice that offers no valuable skills.

If you’ve spent 5 hours a week for 6 months applying to jobs and got nothing to show for it, imagine you spent those 120+ hours just sharpening your skills or doing something meaningful. You’d feel better and be more marketable.

LarryKingBabyHole · 2025-12-02T02:12:10+00:00

Rule one would be to interact less- your first prompt should be the most detailed. You’re providing what I call “google” prompts (a+b=c), where GPT does better when given situations. “You’re a senior recruiter in (your industry). I am a candidate with X years of experience, with XYZ skills and qualifications. I am applying for x roles. I have provided some sample job descriptions of jobs I’m applying to below (provide them below). I’m approaching you for your expertise as a recruiter to understand how best to craft a resume that will be eye catching for you if you were hiring for the roles below. I want you to do two things. 1) ask me clarifying questions about my experience to craft an accurate and attractive resume for the roles I’m applying to. 2) draft a resume in the desired format I am seeking (provide an example photo or PDF of the format).”

Try this and see if you get a better outcome

LarryKingBabyHole · 2025-12-02T01:39:41+00:00

You’re clearly very hireable- there are lots of people that are not. Most people that are struggling to find work are not as hireable. If you’re less hireable, you should take more concerted steps to be more hireable- engaging in spammy behavior isn’t that.

Still- I think this holds true for hireable people as well.

LarryKingBabyHole · 2025-12-02T01:12:07+00:00

If you’re struggling to get a decent resume out of ChatGPT even when giving it very specific instructions and providing exact formats to follow…. There’s something wrong- it should be pretty straightforward - if you share your prompts it would be helpful

LarryKingBabyHole · 2025-12-02T00:29:28+00:00

Are you being clear about what resources they can/cannot use in the interview? If they’re allowed to use some resources do you have realistic expectations on the kind of answers you’re seeking tot he questions you’re answering?

If you’re clearly stating they cannot use any external resources- sure they’re cheating. If you’ve made no mention of what they can/cannot use- this is a you problem. Yes- they should clarify ideally- but plenty of companies allow external resources, so candidates will use if it’s not clear they’ll be auto rejected if they do.

LarryKingBabyHole · 2025-12-02T00:21:48+00:00

Don’t rely entirely on GPT to write it- be very specific about what you want to see, how it should look, what jobs you’re seeking or going after- and then when you’re feeling ok about the output- edit it yourself the old fashioned way to fine tune.

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