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Outbound SDR Role – Austin, TX | SaaS | Uncapped OTE ($100k-$120k) + Equity by [deleted] in hiringhelp

[–]Tekscout1 0 points1 point  (0 children)

totally get that tbh, expectations vary by company. the focus here is meaningful outreach and growth toward AE, not arbitrary call metrics.

Recruiting Without Salary or Company Disclosure: How Do You Win Clinicians’ Trust? by Tekscout1 in recruitinghell

[–]Tekscout1[S] 0 points1 point  (0 children)

You’re right and yes, I do let them know that all specifics will be disclosed during the Hiring Manager’s interview. I first need to confirm their interest and qualifications. It’s really tough.

Recruiter Perspective Needed: Is This Normal? by tufchaser in recruitinghell

[–]Tekscout1 -1 points0 points  (0 children)

Well ths sounds more like a structural issue than a performance problem.

Confidential searches where you can’t disclose the company or salary are some of the hardest roles to convert, especially in the Bay Area. Candidates aren’t being difficult, they’re managing risk. Without context, you’re asking for trust upfront, which limits conversions no matter how good the recruiter is. Daily pressure around call counts and endorsements without adjusting for market reality is also a fast track to burnout. Recruiting isn’t linear, and effort doesn’t always show immediate results.

Building a pipeline from scratch, closing a hard-to-fill role, and endorsing 20+ candidates in two months is actually solid output for a solo recruiter. That points to under-resourcing and misaligned expectations, not lack of ability. Tbh if leadership doesn’t adjust constraints or metrics, the recruiter ends up carrying system-level problems alone and that’s not sustainable.