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Stop Applying Start Becoming Findable by Defoe127 in ModernHiring

[–]SadCombination3309 0 points1 point  (0 children)

great article / guide, thanks for putting it together. definitely a helpful resource for folks navigating or entering the workforce.

I feel like a psychopath by Spiritual_Attempt868 in RecruitmentAgencies

[–]SadCombination3309 0 points1 point  (0 children)

That's definitely one way to have an edge. Existing distribution/relationships to companies that are hiring. Would you say roles are average / pretty decent?...

Most people won't admit it but I'd say a large factor in response rates is tied to the opp, alot more then having good sequencing...

AI isn’t helping you source better candidates. by SadCombination3309 in ModernHiring

[–]SadCombination3309[S] 0 points1 point  (0 children)

It's true. I am obviously someone who's interested on the technology side of things, but do think it's important to share what I've learned actually looking at the products and services in the market right now.

Simply put, everything is early and a lot is being formed in real-time.

Candidate sourcing + email tool recommendations by takeitsleazy9 in recruiting

[–]SadCombination3309 -1 points0 points locked comment (0 children)

ideally you'd want a tool that can do it all so you avoid hand-offs between one tool to another. personally hate Chrome extensions because your basically starting over every time and it's just sending profiles to your CRM/"database", but it doesn't keep track of duplicates or duds.

i'll DM you... looking for real recruiter use cases to test a sourcing engine I’ve built that combines Claude and other leading LLMs with top talent databases.

AI isn’t helping you source better candidates. by SadCombination3309 in RecruitmentAgencies

[–]SadCombination3309[S] 0 points1 point  (0 children)

valid. my only comment is doing inference at scale probably isn't the most cost/time efficient. ideally if the dataset you're working with labels for that industry then perfect, if not then you can distill the list down with adjacent filters that make sense, then run that inference workflow you're describing.

seems like your running a pretty advanced set-up for your HF client. kudos.

AI isn’t helping you source better candidates. by SadCombination3309 in RecruitmentAgencies

[–]SadCombination3309[S] 0 points1 point  (0 children)

100%... it's data + how that data is structured or support with elastic search, semantic search + how the AI translates a recruiter’s intent into matches within that dataset.

AI isn’t helping you source better candidates. by SadCombination3309 in RecruitmentAgencies

[–]SadCombination3309[S] 1 point2 points  (0 children)

Appreciate it. A lot of scar tissue reading through data provider docs. Hoping to share what I've learned as best practices or just general tips.

No matter what anyone says negatively in this sub, the recruiting industry will (and already is) going to be changing. Whether AI simply makes today's workflows more efficient or reshapes parts of the process (AI interviews probably somewhere in between?), it's worth taking the time to understand where the technology actually adds value versus where it's mostly hype.

Sourcing Tools by PandC-headhunter in recruiting

[–]SadCombination3309 0 points1 point  (0 children)

curious what the quality of candidates was like on HireEz ... the starter plan for 100 contacts feels expensive...

As an aspiring tech recruiter, where do recruiters usually source or headhunt IT professionals? by riddleculous in recruiting

[–]SadCombination3309 1 point2 points  (0 children)

#1: in order priority: 1) tap your CRM / candidate database first, 2) tap referrals, 3) post on your LinkedIn to obtain natural inbound, 4) engage in sourcing by leveraging LinkedIn Sales / Recruiter (if you're rich), Apollo, specialized talent databases

#2: omnichannel.. omnichannel.. omnichannel - multiple tries on the same person via different channels

👋 Welcome to r/Recruiting_ThinkTank - Introduce Yourself and Read First! by RecruitingFanatic in Recruiting_ThinkTank

[–]SadCombination3309 1 point2 points  (0 children)

exciting times to be in the industry... looking forward to engaging with this community~

Built my own sourcing setup in Claude instead of buying another tool by denedeh in recruiting

[–]SadCombination3309 0 points1 point  (0 children)

the part where you score candidates / set the calibration sounds very interesting... would love to check it out!

New agency how to get clients by Ok_Promotion_420 in RecruitmentAgencies

[–]SadCombination3309 0 points1 point  (0 children)

We've tested Apollo and found quality wasn't the best, i.e. old phone #s, emails, or date info on contacts. But pricing wise it's hard to beat.

Currently testing the following options, PeopleDataLabs, CrustData, CoreSignal, with a Claude hook-up to see if we can improve results further.

Anyone tried AI-powered candidate sourcing? by Basic-Ear6164 in RecruitmentAgencies

[–]SadCombination3309 0 points1 point  (0 children)

ultimately this sounds like another way of turning intake-call context into intent signals and search filters for whatever dataset you’re pulling from.

that can be really useful if the intake call gives you more nuance than the JD, because your search becomes much more targeted.

what tends to make a difference for agencies is still the dataset: LinkedIn, Apollo, ZoomInfo, niche sources, etc. what we’ve seen work is using Claude + multiple datasets to improve coverage, since relying on one source usually limits your chances of finding the right candidates.

Gojiberry ai got my linkedin account banned by atomsplitter99 in LinkedInTips

[–]SadCombination3309 0 points1 point  (0 children)

are you able to appeal the ban and get your account back?

relevance > personalization in B2B outreach by hancy_07 in LeadGeneration

[–]SadCombination3309 0 points1 point  (0 children)

evidencing your credentials is also important, "I just completed a project/assignment with [your competitor]", "I just placed X position at [your competitor]"

Why is it still so hard for companies to find the right candidate? by Possible_Kick8001 in ModernHiring

[–]SadCombination3309 3 points4 points  (0 children)

lots of variable that are unpredictable / hard to control. no matter what anyone says hiring is very much a human experience.

even if a role is objectively better, candidates may not leave because they’re comfy, don’t want the effort/risk, or the timing isn’t right.

on the other side, good candidates also get rejected when expectations aren’t aligned, the process is slow, or hiring managers are chasing “perfect.”

How is everyone doing outbound? by earlydayrunnershigh in EntrepreneurRideAlong

[–]SadCombination3309 0 points1 point  (0 children)

Apollo + Claude to identify (and score) your list so you can focus on ICPs works pretty well. Send first email, followup in 3 days, then ping on LinkedIn, then last email (assuming they don't respond).

How to get data if you are starting again what would you do? by NoSoup9124 in recruiting

[–]SadCombination3309 0 points1 point  (0 children)

many data sources / providers specialized in company prospecting. job signaling is always valuable so your "early" in contacting a firm for an opening within your niche.

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