Everyone is talking about companies putting 'no agencies' or 'no recruiters' in their job adverts. So I wanted to add my two cents. TL:DR - who cares? Companies are entitled to put whatever they like in their job adverts. Do I think it's strange to make a point of putting this in there? Yeah a little bit. Mainly because I've never met a single recruiter who saw that and thought 'ah damn it, onto the next one I guess'. And most companies have an outbound sales team. You wouldn't tell them not to contact someone because they put 'no external' on a post asking for help with a business problem. If I had to guess, I'd say 80% of companies I've worked with in the past six years have put 'no agencies' in their advert. Yet here we are. No matter which way you look at it, pretty much every business uses external recruiters. There's a reason it's an industry worth hundreds of billions globally. What are your thoughts on this?

I get asked "What exactly do you do?" pretty often on intro calls. Simply put: I do the *exact* same job as my candidates/clients, however my candidates are agency recruiters/staffing salespeople and my clients are recruitment firms. I do NOT cover internal recruiting/TA, HR, product/service sales, or other roles outside of agency (and have very limited knowledge about these since they're not my market). I do not get paid to write LinkedIn content - it is not my actual job, unlike some other recruitment content creators, but I choose to publish FREE content since most of it isn't provided by a standardized source (and I get a lot of leads from it, so it's win-win :) I don't use a ghostwriter or AI to write posts - all are written by me and I don't steal other people's content, although my content gets stolen sometimes. I provide PAID consultations for people & businesses I'm not repping - e.g. reviewing offers, resume reviews, interview prep, helping agencies vet recruiters they're on the fence about, comp structure reviews, teaching agencies how to land top billers from competitors, etc. My full-time job is running DG Recruit with my biz partner Dandan Zhu. We are a two person rec2rec exclusively servicing the US AGENCY recruitment market - we hands-on manage our candidates/clients. We don't use sourcers or outreach automation so if you get a message from us, it's actually from us haha - meaning, we clicked on your profile, reviewed it, and reached out to you to initiate a conversation. Right now, our clients are only interviewing recruiters from us who are full desk/360 recruiters focusing >50% of their time on cold/new business development or staffing salespeople (exclusively focused on sales). There is little to no demand for account managers with existing/inherited accounts or 180 candidate-only recruiters since the market's very client-driven right now (there are some exceptions for NYC based recruiters who can work onsite 3-4 days/week). Our business focuses on repping/placing top performers and we've built up a super strong network of these badasses over the years we've been in the game. I LOVE the challenge of repping current or future top billers and am so proud of the impact my candidates make on my clients' businesses. It's a beautiful & rewarding sight to see! Hopefully this clears up what we do :)

CONTRACTORS ⬅️ ❤️ Love them or 😡hate them 👇 Applicant Tracking Systems (ATS) that is. 😡 Getting ghosted after submitting your resume 😡 “Perfect fit” but your application disappears into the abyss 😡 Baffling keyword requirements that make zero sense 😡 ATS systems—like a black hole for your job applications (seriously, who programmed these things?) The key word here is S-Y-S-T-E-M. You don’t have to like it. But if you want that interview, you do have to learn how to beat it. Because when you know how the game is played, you’ve got a better shot at winning. Stuff like: ✅ Keep your word doc as plain text as possible - minimal formatting, no tables keep it plain and simple ✅ ATS bots are scanning for keywords—they don’t care about your prose ✅ Tailoring your resume to each job posting can massively increase your chances ✅ Making it blindingly obvious that your skills match the job description to a T ✅ And heaps more... Obvious? Maybe. But did you tailor your application with ➡️ ALL ⬅️ the right keywords for the last job you applied for? Really? Join our “Beat the System” virtual workshop, where we’ll dive into mastering the entire application process as a contractor. From Personal Branding, Job Boards, Recruiters, ATS Systems, Networking and many more nuggets. Comment "WORKSHOP" below to jump on the waitlist - dates releasing soon.

80%+ ATS match is largely a marketing tactic. 🤔 ATS primarily helps employers organize and search applications - it's not really giving you a "score" like many people think. It mainly checks if your resume contains relevant keywords and can be properly parsed. The idea of an "ATS score" has been somewhat commercialized by resume service providers. I hired a candidate who has a 20-30% ATS score, but that candidate has all the relevant skills and experiences, hence he got selected, it's not because of good ATS scores. I have almost worked on 5 ATS tools used by large organisations and this is my experience about ATS. Upload your same resume to different ATS tools, the score will be different. What actually matters is: - Relevant Experience - Relevant Key skills - Specific Domain knowledge - And a clean and readable resume format hope this will be helpful 😍 Follow for more such Resume Tips. Also, you can download the free Resume Templates from here: https://lnkd.in/g5vBC68S

Winning Cold Email Strategy for Recruiters Our recruitment clients are seeing great results with this simple cold email structure: Concise copy under 50 words Two-stage sequence Soft CTA - no direct ask for call/meeting Offer value - e.g., free salary report or sample candidates The key? Keep it short, build trust gradually, and lead with value. What's working in your outreach right now? Share your insights below. #RecruitmentTips #ColdEmails #SalesStrategy

Personalized automation for recruitment marketing… Say what? 🤯 Kate McKinley knows how to strike the perfect balance between connecting with candidates and saving time! Personalized Messaging: Your recruitment marketing content should reflect your unique employer brand to attract the right candidates. This often means curating specific content tailored to different roles. Automated Posting: CareerArc can help you create and post personalized job content to unlimited personal and company social media profiles. It looks like your posts were manually posted, but between us… they aren’t 😼 #AutomatedRecruitment #RecruitmentMarketing #EmployerBrand Natalie Brodie

Did you know that 33% of recipients open emails based solely on the subject line? That's right—your subject line can make or break your outreach success. Whether you're contacting an applicant or sourcing a cold candidate, the tips for crafting effective subject lines are surprisingly similar. 💡 Check out our latest blog for proven techniques to boost your email open rates and hit your recruitment KPIs! https://bit.ly/4gA4cSq #TalentAcquisition #HRTech

AI-powered Out-of-Office Resume feature is out🚀 Now, your email campaigns will automatically pause and resume based on your leads' out-of-office status. So you will reach out to the prospect not in random 1-2 weeks, but perfectly when he/she is back on to work. Don't let out-of-office replies slow you down. Activate this feature today and keep your campaigns running smoothly.

Personalized automation for recruitment marketing… Say what? 🤯 Kate McKinley knows how to strike the perfect balance between connecting with candidates and saving time! Personalized Messaging: To attract the right candidates, your recruitment marketing content should reflect your unique employer brand. This often means curating specific content tailored to different roles. Automated Posting: CareerArc can help you create and post your personalized job content to unlimited personal and company social media profiles. It looks like your posts were manually posted, but between you and me… they aren’t 😼 #AutomatedRecruitment #CareerArc #EmployerBrand

Personalized automation for recruitment marketing… Say what? 🤯 Kate McKinley knows how to strike the perfect balance between connecting with candidates and saving time! Personalized Messaging: To attract the right candidates, your recruitment marketing content should reflect your unique employer brand. This often means curating specific content tailored to different roles. Automated Posting: CareerArc can help you create and post your personalized job content to unlimited personal and company social media profiles. It looks like your posts were manually posted, but between you and me… they aren’t 😼 #AutomatedRecruitment #CareerArc #EmployerBrand