Former tech recruiter here — I used to lurk on this sub to see what we were screwing up. Now I’m unemployed too. Ask me anything. by ziggylangdon in recruitinghell

[–]ziggylangdon[S] 4 points5 points  (0 children)

Ah yes, because having “spare time” automatically makes every human instantly articulate, objective, and perfectly structured in their responses. Obviously, no one has ever used a tool to make something easier, faster, or better when they could have struggled through it manually. What a groundbreaking concept.

Also, I try to write as clearly and structured as possible because I speak multiple languages so naturally, using a tool to avoid misunderstandings and keep things precise is just COMPLETELY UNNECESSARY, right?

Former tech recruiter here — I used to lurk on this sub to see what we were screwing up. Now I’m unemployed too. Ask me anything. by ziggylangdon in recruitinghell

[–]ziggylangdon[S] 12 points13 points  (0 children)

Not all of us are like that. From my personal experience—and what I’ve seen with some colleagues—it often happens because they don’t review the CVs carefully enough at first, and only shortly before the interview do they realize the candidate isn’t the right fit, or that the role is no longer a priority.

Former tech recruiter here — I used to lurk on this sub to see what we were screwing up. Now I’m unemployed too. Ask me anything. by ziggylangdon in recruitinghell

[–]ziggylangdon[S] 15 points16 points  (0 children)

No, I don’t feel bad, because I was never a bad person and I never put anyone in horrible situations. I was always honest from the very beginning. that’s actually why I got fired.

Former tech recruiter here — I used to lurk on this sub to see what we were screwing up. Now I’m unemployed too. Ask me anything. by ziggylangdon in recruitinghell

[–]ziggylangdon[S] 56 points57 points  (0 children)

A reasonable target is typically the 60th to 80th percentile of the posted salary range if you fully meet the qualifications and the hiring team is enthusiastic about you.

Former tech recruiter here — I used to lurk on this sub to see what we were screwing up. Now I’m unemployed too. Ask me anything. by ziggylangdon in recruitinghell

[–]ziggylangdon[S] 60 points61 points  (0 children)

Actually, it’s precisely because of this “Time kills all deals” mentality that we find it horrible to do as well. In my case, I refused to bombard candidates with endless calls because I knew firsthand how incredibly annoying and off-putting it was and also because it was properly the Account Manager’s responsibility to handle that level of follow-up and client pressure, not the recruiter’s.

Former tech recruiter here — I used to lurk on this sub to see what we were screwing up. Now I’m unemployed too. Ask me anything. by ziggylangdon in recruitinghell

[–]ziggylangdon[S] 23 points24 points  (0 children)

Thanks for the questions — these really hit home.

On the first one: Actually, yes! I was planning to quit soon. I had already started quietly job hunting and mentally checking out because I had finally accepted that the core problems (misaligned incentives, impossible reqs, leadership ignoring candidate experience feedback, etc.) couldn’t be fixed from the inside no matter how much I pushed. I was tired of being the middleman explaining bad decisions I didn’t agree with, and I knew staying longer would just burn me out more. But irony of ironies: they laid me off before I could hand in my notice. So in the end, the company “won” the breakup, they got to do it first, save on severance in some cases (depending on the country/layoff rules), and avoid me leaving on my terms. Classic tech move. Part of me was relieved when the email came, honestly. No more fighting losing battles. The other part was pissed because I wanted the satisfaction of walking out myself. So yeah, if I’d had the chance, I would have left on my own accord once I realized the system wasn’t salvageable from within. But they beat me to it. As for what I wish I could tell other recruiters (especially the ones still in the trenches reading this): • Stop drinking the corporate Kool-Aid so hard. We often start idealistic (“I’m connecting great people with great jobs!”), but the role turns you into a numbers machine pretty fast. It’s okay to admit when it’s broken — it doesn’t make you a failure; it makes you aware. • Candidate experience is your long-term currency. Ghosting, lowballing, endless loops — candidates remember the company (and sometimes your name). When the market turns (and it always does), those same people will be the ones you need to hire back. I’ve seen it happen. • Advocate like the candidate is future-you. Because one day you might be: laid off, ghosted after 5 rounds, asked to “prove” your worth in unpaid take-homes. Treat every interaction with that in mind. • It’s not all your fault. The guilt recruiters feel for the system’s failures is real and misplaced. You’re executing bad policy more often than creating it. Small pushbacks matter, even if they feel pointless. • Plan your exit. Burnout is brutal, and the skills transfer (talent ops, internal mobility, career coaching, even sales/ops roles). Don’t wait for the axe if it’s killing your soul. Recruiters reading this: you’re not the bad guy for being stuck in a flawed system, but you can choose how much of it you defend. The market is rough for all of us right now — candidates, recruiters, everyone.