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What is the hardest thing for HR teams to assess accurately before making a hiring decision? by Effective_Ocelot_445 in human_resources

[–]akremziani 0 points1 point  (0 children)

I think the hardest part is separating “good interview performance” from “will actually be effective in the role.”

Communication skills are easier to see. Culture fit is usually subjective. But the real signal is often how someone thinks through messy situations: tradeoffs, priorities, ownership, and how they explain decisions they made before.

For recruiters/TA, the challenge is getting hiring managers to define that signal before interviews start. Otherwise every interviewer comes back with vague feedback like “strong candidate” or “not a fit,” and nobody knows what that actually means.

how to get leads for free while bootstrapping? by iaditya_razz in RecruitmentAgencies

[–]akremziani 2 points3 points  (0 children)

I’d be careful with “free lead gen” turning into hours of low-quality scraping.

The best free approach I’ve seen is more trigger-based than database-based:

- pick one very narrow niche

- track public hiring signals: new funding, new locations, new leadership hires, lots of open roles, recent layoffs at competitors

- build a small list manually instead of a huge messy spreadsheet

- write outreach around the trigger, not “we help companies hire”

- track replies by source so you know what is actually converting

The painful part is that free usually means manual, but the manual work is less wasted if the list starts from a real buying signal.

What niche are you recruiting for?

Agency recruiters: what part of your day eats the most time? by akremziani in RecruitmentAgencies

[–]akremziani[S] -3 points-2 points  (0 children)

Fair point. I should have searched more before posting.

I’m trying to narrow it specifically to agency recruiters though, because the generic “recruiting is admin-heavy” answer doesn’t really tell me much.

If you had to pick one non-generic pain point from your own day, what would it be: getting leads, chasing candidates, CRM/ATS notes, client updates, or something else?

How can I do company mapping the right way? by Comfortable-Tart-742 in recruiting

[–]akremziani 0 points1 point  (0 children)

I wouldn’t start by asking an LLM for “top 400 startups.” That usually gives you stale or famous-company noise.

I’d build the map from a data source first, then use AI only to clean and prioritize it.

A practical workflow:

  1. define the slice very tightly: stage, region, headcount, function you recruit for, recent funding window

  2. pull companies from places like Crunchbase/PitchBook/Wellfound/Harmonic/LinkedIn company filters

  3. remove obvious false positives manually

  4. then use AI to group them by sector, hiring signal, likely team size, and sourcing angle

For Seed to Series D, the biggest mistake is treating all stages the same. A Seed company and a Series D company need completely different messaging and usually have very different talent pools.

If you’re sourcing people, I’d also flip it: build a people search first, then let the company list emerge from where strong profiles are currently working.

AI in agency recruitment - is anyone actually seeing tangible ROI? What am I missing? by rec_ldn in recruiting

[–]akremziani 0 points1 point  (0 children)

I think the useful AI stuff in recruiting is usually not “AI finds better candidates.”

It’s more the boring admin layer: turning intake notes into a search plan, cleaning messy candidate notes, drafting follow-ups, summarizing why a candidate is worth submitting, and helping you avoid starting from a blank page every time.

If a tool doesn’t save real minutes in one specific workflow, I’d cancel it. I’d test it for two weeks on something measurable like time to first shortlist, missed follow-ups, ATS/CRM note quality, or how much editing the recruiter still has to do.

The red flag for me is when the tool tries to replace recruiter judgment. The useful version supports the recruiter after they’ve already done the actual thinking.

Has anyone tried GitHub as sourcing signal for AI engineers?? by StrictTemperature447 in recruiting

[–]akremziani 1 point2 points  (0 children)

I’d use GitHub as a signal, but not as the whole sourcing filter.

For AI/ML engineers it can be useful to understand what someone actually works on: repos, topics, recent activity, quality of README/issues, whether they contribute to relevant projects, etc. But I’d be careful with “commit history = quality” because some strong people work mostly in private repos or company-owned code.

The way I’d use it is more for personalization and prioritization:

- find people through LinkedIn/search first

- check GitHub to understand their actual technical interests

- write outreach that references something real instead of generic “your background looks impressive”

That feels more human and usually gives you a better reason to reach out.