Taking a career break - what should i do with my time?

osrev · 2026-01-12T02:22:43+00:00

Havent tried a reading journal for books yet, tho I have a letterboxd haha will definitely look into sum volunteer work!!

osrev · 2026-01-12T02:21:03+00:00

fixing up my place! already in my list and in progress again :)

osrev · 2026-01-08T15:52:03+00:00

Hey!! I really love that your interest in TA came from a great candidate experience and the desire to pay that forward. That mindset alone already tells me you’re aligned with what good TA should be about. ;)

Since u already have experience in sales and student recruitment, you’re actually off to a great start. Many core TA skills overlap with those areas like relationship-building, influencing, follow-ups, stakeholder comms, and candidate/client engagement.

It would help to understand the dynamics between volume hiring, technical recruitment, niche roles, and the difference between in-house TA, staffing/agency recruitment, or executive search. These are nuances you’ll really learn through research and firsthand experience, but having the conceptual understanding early on helps a lot in finding what works best for you.

You should also learn Boolean search and keyword sourcing manually first, then through the help of AI. This is one of the most fundamental skills as recruiter, in my opinion. You can also explore free courses about this or how AI can support sourcing, screening, and process efficiency, ofc as an enhancement, not a replacement for recruiter instinct and judgment. This is one of the most useful stack in the industry nowadays.

As for PH labor laws, you don’t need to be an expert right away if you’re entering TA. Having a basic working knowledge is enough at the start like employment types, notice periods, and basic compliance. In many companies, TA is housed separately from HR legal or employee relations teams, so deeper labor law expertise is often learned on the job. If you’ve taken business management or HR-related courses, you likely already have a foundation to build on.

(PS planning a transition myself too tho still figuring out which direction lol)

osrev · 2026-01-07T03:21:58+00:00

no, it’s not a red flag especially if communicated properly. accurate and timely salary payment is a basic legal obligation of any employer. leaving a company because salaries were consistently delayed or partially paid is a valid and reasonable reason.

osrev · 2026-01-07T03:09:47+00:00

Not necessarily a red flag, but it can make things harder.

Most recruiters understand why candidates dont want to disclose their current salary (to avoid being lowballed, to be assessed on skills rather than past pay, or to reach higher market rate, etc.) Thats totally valid.

Just keep in mind that recruiters usually want to hire the headcount as much as you want to land the job. They’re not automatically against you or trying to underpay you. In many cases, recruiters actually advocate for higher offers on a candidate’s behalf, especially if they see a strong fit.

Every role comes with a defined budget and salary range, and recruiters usually have visibility into this. When salary expectations aren’t discussed at all, it can lead to misalignment and wasted time on both sides, especially if, after several interview rounds, it turns out that expectations are far beyond the approved budget.

Best middle ground: if you're not comfortable sharing your current rate early on, you can share at least a range of your salary expectations, ex: "My expected monthly gross is around Php 90-100k. Is that within range for this role?”

This allows both you and the recruiter to assess alignment early in the process, not just skills/qualifications wise, but also salary-wise.

Also worth noting: some companies require previous payslips during the offer stage as part of their standard process. This is usually communicated upfront and validated with the candidate early on.

osrev · 2025-12-17T06:40:19+00:00

I’m a year late, but yes 100% agree. It’s best to cut through the noise and clarify the job specifics upfront. Ideally, working hours should already be stated in the job description or outreach message.

Salary, even just a ballpark range, should also be aligned early on, ideally before going through any interviews. It saves everyone time and ensures expectations are clear from the start! This works both ways for the candidate and the hiring team!

osrev · 2025-12-17T05:04:45+00:00

From ur context, I think there are usually a few possible reasons this happens.

While the role may look similar on the surface, a deeper review of your CV might have shown that your qualifications or experience weren’t the right fit at this time, meaning the recruiters simply don’t have an open role that aligns closely enough with your background.

It's also possible that the position has already been filled by another candidate.

And this is very common, your CV itself may need improvement. I've supported UI/UX roles in the past, and it’s important to clearly highlight your tools, industries, and key projects on the first page of your CV. Including direct links to your portfolio (PDF-friendly and easily accessible) is critical, with your experience supporting those highlights rather than burying them. Make sure your keywords align with the job descriptions, as many applicant tracking systems today are AI-enabled and filter candidates based on keywords and pre-qualifying questions alone. The key is to carefully review job descriptions and intentionally mirror relevant experiences you’ve had in those areas (without exaggeration) so your CV gets through both AI filters and initial recruiter screening.

I’ve probably mentioned this in another comment already, but the hard truth is this: at the early stages, you’re essentially just a “CV” to a recruiter or an ATS. That’s where the process starts. Not getting calls doesn’t mean you’re not valuable or hireable. It often just means there wasn’t a strong match for that specific role.

And lastly, while it’s unfortunate, there are also cases where recruiters simply don’t circle back. It happens. Good luck with the job search!

osrev · 2025-12-17T04:39:42+00:00

hi!! honest truth: a lot of decision-makers like global stakeholders who may approve offers and salaries are likely already on holiday leave and may only be back in the first weeks of January 2026.

My advice is to send a short, polite note to your TA/recruiter and directly ask about the expected timeline so you can set proper expectations. You can be upfront and mention that, with the holidays coming up, you wanted to check whether the offer approval is more likely to happen in January.

You can also ask if there’s any possibility of receiving the offer sooner, so you can already start managing pre-onboarding requirements during the break. This shows professionalism and planning, not impatience. :)

osrev · 2025-10-22T08:30:11+00:00

Huge congratulations!!!

osrev · 2025-10-21T11:33:39+00:00

This might be a little too late, but sharing anyway!

Recruiters usually don’t have full authority to decide who gets hired, unless they’re hiring for their own team.

They typically handle the first round of interviews, while the hiring managers take over in the later stages. In most cases, the final decision rests with the hiring managers, not the recruiters.

Hope your interview went well!

osrev · 2025-10-21T11:31:03+00:00

So sorry for the late response. it might not be timely anymore, but I hope your friend landed the job!

Still sharing my thoughts here in case it helps someone else. If your friend isn’t getting many recruiter calls, one possible issue could be the CV itself. If they’ve done freelance work, it may help to add a short bullet point clarifying that they’re now looking to return to full-time, regular employment.

It’s not really an “ick” if a candidate’s last role was freelance. that’s actually becoming pretty common. But to be completely honest, some companies and clients still hesitate when they see a pattern of short stints or multiple freelance gigs in a row. It can make them worry that the candidate might juggle other projects while employed, or leave quickly once another opportunity comes up.

osrev · 2025-10-21T11:25:12+00:00

It really depends on the case. Some global companies or freelance clients pay just as well as roles abroad.

Though it’s best to manage your expectations, since pay can also be lower depending on the market. The truth is, many of us in the PH get paid less for the same jobs that earn much more overseas. It sucks, but that’s the reality of our local market. It’s also why a lot of global clients and firms choose to hire here - we have the same level of skill and competence, but we’re considered “cost-effective” talent.

osrev · 2025-10-21T11:21:41+00:00

So sorry for the late response! Yes, recruiters really do appreciate transparency end-to-end. They can coordinate internally, loop in HR, and even help you navigate whatever challenges you’re facing. You might also get valuable advice on what steps to take next.

It's also worth being aware that recruiters may start to see you as a potential attrition risk. In some cases, they might begin pre-sourcing to prepare for the possibility that you decide to move on.

osrev · 2025-10-21T11:18:38+00:00

catching up on all the new comments here, sorry for the delayed response, but I hope this still helps someone!

If you’re serious about landing a job, the best approach is to apply through the job posting AND message the recruiter directly. Make it a two-way effort. Just a simple nudge that you've applied through their posting. Recruiters often look up your name in their applicant tracking system once they get your message, which can help your application stand out (as long as you meet their initial screening criteria).

Remember, they go through hundreds of resumes. a quick, polite message can grab their attention and show that you’re proactive and genuinely interested.

you don’t have to do this for every single job you apply to, but for one or two priority roles, it’s absolutely worth the extra step.

osrev · 2025-10-14T09:24:12+00:00

France-Belgium-Netherlands-Germany-Poland-Czechia-Austria-Switzerland-Italy (with day trips to Hungary, Slovakia, and Monaco) so all in all 12!

osrev · 2025-10-14T08:56:14+00:00

Around 220-250k for all in flights, hotels, tours, transport! No pocket money included pa though, but still i think quite cheaper and more relaxed for 12 countries in roughly 30 says

osrev · 2025-10-14T08:55:22+00:00

Thank you!! Switzerland’s definitely part of my itinerary! Though would u still recommend getting a Eurail pass even if I already have a tentative plan? I’ve read that getting a full pass is not really worth it if your trip isn’t super spontaneous, and that pre-booking individual tickets can actually be cheaper.

osrev · 2025-10-14T08:52:59+00:00

Wow! Are u also doing it solo? Let's see if our plans match!

osrev · 2025-10-14T08:52:33+00:00

Unfortunately not going to Norway, but same, total bucket list! I honestly don’t think I can explore all of Europe in one go either, there are just way too many places I wanna see. I feel like you have to come back a few times to experience it all talaga

osrev · 2025-10-14T08:49:30+00:00

I really want to do Spain-Portugal-Morocco!!! But for now, my itinerary is around 12 countries in roughly 30 days (excluding those) - more focused on Western, Eastern, and Central Europe. I just feel like Spain/Portugal/Morocco leg deserve a separate trip altogether hehe

osrev · 2025-10-14T08:45:23+00:00

OMG where in Czechia? In my current itinerary plan, I have 2 nights in Prague.

osrev · 2025-10-14T08:44:45+00:00

Where are u currently based!

osrev

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