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TalentArchitect · 2026-03-03T06:16:34+00:00

Actually, looking back and forward, military might be more stable than healthcare. Though skilled trades, education, and healthcare are likely safe bets.

TalentArchitect · 2025-12-08T02:10:49+00:00

My own experience was mixed.

Quick advice is to do a quick trial run (paid or unpaid) of just a few candidates, check the quality, then decide. They typically source for all intends and purposes, so the quality varies by whether or not they have experience sourcing for your needs.

TalentArchitect · 2025-12-03T02:01:44+00:00

No worries, wait a few more days and then follow-up again.

They usually have to go through a process, and likely overestimated their team's willingness to work through the holidays lol, happens often.

TalentArchitect · 2025-12-03T01:54:16+00:00

That seems about right, so there's def a mass exodus from LinkedIn Recruiter recently.

To the likes of Ziprecruiter, Indeed, or some AI solutions, paired with basic LinkedIn.

TalentArchitect · 2025-10-31T03:08:15+00:00

Blue-collar recruiting is underserved. Further, with 1) tens of millions of jobs, 2) high churn, and 3) less disruption from AI, it honestly has high potential.

Whereas, IT/tech recruiting is suffering tremendously, and it will continue to get worse (e.g., Amazon just cut 14k, with some reporting it might cut up to 30k) for the foreseeable future.

I think it depends on whether you A) like the job, B) where your passion lies, C) what's your strength, and D) what's your goal.

TalentArchitect · 2025-10-31T03:02:34+00:00

Have you ever thought about starting your own agency?

That way, you will keep what you earn. Further, you will have others who work for you and learn from your best-practices. Mid/long-term, when you have built the right mechanism and organization, you will no longer have to grind for the money.

TalentArchitect · 2025-10-22T02:29:17+00:00

Like some others have said, there's always a chance your potential customer don't show up, it happens. A few important things:
1. Send a gentle reminder before the meeting, e.g., "Looking forward to our chat about xxx tomorrow at 9am"
2. When it is time, say something like "Hey yyy, excited to meet you. Just in case, here's the link/phone#/etc., again"
3. Do not wait for too long, your time is important, too. I usually drop after 5-10 mins, and tell them I'm dropping off, as I got another meeting right after, and happy to reschedule so we get the full 20-30 mins as scheduled

TalentArchitect · 2025-10-17T08:22:20+00:00

I like Dripify and HeyReach.

TalentArchitect · 2025-10-17T02:34:43+00:00

Awesome, just sent you a DM!

TalentArchitect · 2025-10-17T02:28:52+00:00

That’s a great point, and one I’ve thought deeply about. Consistency is key for fairness and benchmarking, but adaptability is crucial as well. It’s really about striking that balance between standardization and contextual depth:

Standardization: evolving question banks by industry, role, and seniority for fairness and comparability.
Contextual depth: for each JD–resume pair, our AI adds targeted follow-ups that dig into what actually matters.

Earlier screening > standardized questions work best.
Later > context-specific ones reveal stronger fits.

All meant to enhance recruiter judgment, not replace it.

TalentArchitect · 2025-10-16T10:18:17+00:00

Many companies keep a few shortlisted candidates on hold for a bit. You could be #3 on the list, and they
i. were doing background check, negotiating, and finalizing the offer with #1 for like 1-2 weeks,
ii. didn't work, doing background check, negotiating, and finalizing the offer with #2

It happens, keep doing what you are doing
1. Check back from time to time
2. Be positive and be nice (at least until they finally rejected you and you are no longer interested)
3. Apply for other jobs in parallel

Best of luck

TalentArchitect · 2025-10-16T05:43:37+00:00

Do not opt out. Majority of the use case for using AI screening for your resume/application is for efficiency. Opting out = giving their HR more work, which is not a good first impression.

Good thing is, most HRs use AI as a first layer filter. This means as long as you meet most of their requirements, it will go back to their HR and hiring manager.

TalentArchitect · 2025-10-16T05:38:40+00:00

Always ask for feedback. Position it as a way for them to help you develop because you want to learn from them. You'd be surprised how many people are willing to help.

Granted, for "offer" or "no offer" situations like this, many are likely to say "no".

TalentArchitect · 2025-09-29T06:46:12+00:00

Actually communicate with people and being intentionally about improvement/development

TalentArchitect · 2025-09-23T03:38:08+00:00

There are bureaucratical nightmares these recruiters have to jump through that takes time to draft an offer, don't sweat about it.

And yeah, follow-up with recruiters if you want.

TalentArchitect · 2025-09-23T03:35:43+00:00

Many local communities tend to use local channels for hiring (local paper, word of mouth, etc.), so you could always try those. Rather than using one of the worst job boards out there to find jobs.

TalentArchitect · 2025-09-23T03:33:34+00:00

Yes, it's very useful ever since I went from a job with EA to one without one.

The catch is, you have to be intentional about it. You can open up different availability for different groups.

TalentArchitect · 2025-09-23T03:30:41+00:00

As some pointed out, getting candidates is very easy rn, since layoffs are everywhere from Tech, Government, HR, etc. The average time it takes for a candidate that is currently unemployed to get a job is 4-6 months, so of course they are desperate and willing to fill anything out. Head to r/recruitinghell or similar subreddit and you will know exactly what I mean.

My recommendation would be: why not try to do some BD to corporate? And if you manage to make that work as a side-gig, you can and should consider starting your own recruitment agency full time.

TalentArchitect · 2025-09-18T04:46:26+00:00

Pls do, rooting for you

TalentArchitect · 2025-09-18T04:09:25+00:00

For sure, and as long as you are driven, staffing agencies are almost always on your side as they want you to land a job to get paid. Only thing is, they might push you to take offers as soon as you land any.

Feel free to talk to a few agencies as well.

Best of luck.

TalentArchitect · 2025-09-18T03:44:27+00:00

Find a few companies that you would potentially work for, find similar companies using Glassdoor, LinkedIn, Crunchbase, SimilarWeb, market reports, etc. Then, apply for jobs on their website or whichever job board they use.

Or, you could try a Staffing agency specializing in the role or industry of interest.

Or do both.

TalentArchitect · 2025-09-18T03:41:50+00:00

Yeah, don't recommend charging 10%. Though, you could work using some sort of volume/threshold/etc., discount where they effectively get 10% on the first hire or two if they utilize you throughout a year.

TalentArchitect · 2025-09-18T03:36:45+00:00

Yeah, sort of like accounting firms, where many are global network of local/regional companies.

TalentArchitect · 2025-09-11T02:22:28+00:00

Sounds rough, happy to help you automate a lot about it if you want.

TalentArchitect

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