🏁 Ριεrrε‐Ηεnrγ Sѳrια 💡

⭐️ The current #1 personal billing spot for 2024 sits at $270K+ booked since January ($1.6m+ annualised) ⭐️ 7x start-up recruiters currently average $500K+ in the last 12months, with 2X clearing $1m+ ⭐️ There are 5X recruiters in the RecruitHub network who've started 2024 on pace for $800K+ personal billings, with 13X on pace for $500K+ ⭐️ There are 8X start-ups tracking to $1m+ so far this year ⭐️ The largest fee across the network in the last 12m sits at $279K, with $225K in second place ⭐️ The top-spending end client account in the last 12m sits at $279K, with $225K in second place ⭐️ The top-spending end client account in the last 12m is currently at $980K There you have it. Some of the top-performing numbers from our community (so far). Happy Billing 🎉 #Recruitment #RecruitHub #StartUpOwner #Founders #Billings #TopBillers

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Update on the NZ job Market!!! NZ has been hit with a recession however, it has now moved out from recession and it seems to be much better. In terms of recruitment for offshore candidates trying to get in was not easy as employers where reluctant to provide tokens. Our interviews have gone up by more than 200% in June and continue to increase in July so far which is so positive for our current clients and our team. Through this tough time for recruitment we still managed a decent job offer rate exceeding some expectations as well. Its looking much more positive now as recruiters in NZ are back in our inbox sending specs and requesting CV's. We are also quite close to agreeing terms with another recruitment company in NZ which will boost the interviews and job offer rates over the next couple of months and there is much more employers that we setting up meetings with over the next 4 weeks. So happy to be working with a team that helps one another, hold each others heads up during tough times and we always find solutions to make things work and always exceeding expectations. Well done to our team for their excellent work and its always a pleasure working with you!!! Ricardo Munsami Reuben Van der Klashorst Jan Johannes Van der Merwe Migration & Investment Limited #NewZealand #recruitment #beatingrecession #Southafrica #migration

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How many calls/ InMails are you getting from Recruiters right now? October 2024 v July 2024 - Survey Results. AFR's summary of the US labour market this morning draws similarities. "Companies aren’t so worried that they’re letting a lot of people go, but they’re not so confident that they’re hiring a lot of people. This situation is unlikely to change until there is less uncertainty about the economy – and that, in turn, depends on what happens not only with the Federal Reserve and interest rates, but also with the elections next month". In short, there are certain pockets of headcount growth in APAC technology, but the return of a hotter market hasn't arrived just yet.

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Just found what is probably the most short-sighted (and expensive) recruitment strategy I've ever seen. It's an advert via a recruiter for a software engineer with 3 years of experience offering $70k + super. It's targeting people from overseas and promising a 482 visa. ✅ Take advantage of people overseas who don't understand the cost of living in Australia and underpay them - $78k (incl super) ✅ Pay a recruitment fee, let's assume it's on the cheap end and it's a $12k fee ✅ Pay an immigration agent to process the 482 visa, let's be conservative and say $10k All up, it's around $100k in direct-first-year costs. But the reality is whoever they hire will quickly discover how underpaid they are. They'll find a better-paid job or go back home because they can't afford the lifestyle. Then you need to do this again year 2, in what will likely be a more competitive market. Rinse and repeat. Whilst you're spinning wheels on recruitment, your project is likely going backward. Which is bonkers when for just $10k more, you could secure someone decent that will stay with you. Times are tough, budgets are stretched, but if you're not realistic with yourself you're going nowhere. And if you don't have a recruiter that challenges your thinking and lets you run with these shortsighted, harebrained schemes, change your recruiter to someone a bit more data-driven.

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Most of the engineers I recruit don't need a recruiter's help to find their next gig. They're well-networked, high calibre people. As a rule, awesome people have a lineup of friends and former colleagues knocking at their door with opportunities. Some things are hard to find even if you've got a great network: - The context on what other companies are offering. - The opportunities outside their networks. - The access to salary data. Solid recruiters are real door-openers. The coolest roles I get to work on are with growing brands that are awesome to work with, but you might not know about. Solid recruiters are an extra avenue to look at. It's not bad if you don't work with them. But it's worth keeping up with the ones who have a lot to offer.

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Tech Hiring Is Bouncing Back – But More Concerning Is Rise of 'Ghost Jobs' Good news from Lead Dev's report on the tech job market—that things are finally stabilising. https://bit.ly/4etDxpb What shocked me, though, was the mention of the rise in 'ghost' or 'fake' jobs. Is this happening? Apparently, yes. Recent data shows that 40% of companies posted fake job listings this year. They had no intention of filling them. Whether it's to create the illusion of growth or to falsely suggest that workloads will ease, this practice is harmful. It can only frustrate job seekers and damage the reputation of companies engaging in it. Resume Builder's research stated: https://bit.ly/3ZQnqNJ • 40% of companies posted fake job listings this year. • 3 in 10 companies currently have active fake job postings. • These fake roles spas entry-level, mid-level, senior, and even executive positions. This is just plain wrong. Transparency is critical to the hiring process. Posting ghost jobs misleads candidates and erodes trust between employers and potential talent. Job seekers—have you come across ghost jobs in your search? #TechHiring #GhostJobs #Recruitment #EthicsInHiring #JobSearch

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Since John Allsopp mentioned the View Transitions API at Web Directions Code 2023 in Melbourne, I've been closely tracking its progress. Experimenting with it in Angular Spotify has been a joy. While my PR is still a work in progress for a single-page app like Angular Spotify (https://lnkd.in/gY6zQnBi)), it's exciting to see the View Transitions API advancing to a W3C Candidate Recommendation. Moreover, it now supports multi-page apps (MPAs), with the draft for cross-document navigation currently in public working draft status. This breakthrough means transitioning between pages in traditional multi-page apps, including those built with server-side rendering frameworks like ASP.NET MVC, PHP, Ruby, or static site generators such as Jekyll or Hugo, feels incredible with just @view-transition and view-transition-name in CSS! I've detailed my experiments with the View Transitions API for cross-documents. Check it out 👉 https://lnkd.in/gkRprFxt

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🔍 What is the Average Tenure for Software Professionals? 💻 Are you planning to hire for your Software teams? Understanding the average tenure for your EXISTING staff is key... Our Online Recruitment Market Update: https://bit.ly/3HBhHB9 provides average tenure data for software professionals across Golang, Java, JavaScript, Mobile Development, C++, Frontend Technologies, Kotlin, PHP, and Rust. Using this tool, you will find: 🔍 Specific average tenure data for software developers skilled in these languages and technologies across Europe and the USA. 🔍 Salary benchmarks for different roles within the software development realm. 🔍 Insights into gender diversity and demographic trends in software development. 🔍 Analysis of emerging skills and technologies shaping the software industry. 🔍 Recruitment timelines for filling both permanent and contract roles in software development. Arm your software development talent strategy with our in-depth market insights for Europe and the USA: https://bit.ly/3B30NLI #DarwinTechnology #TechTalent #EuropeTech

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Something I have seen lots of times on the business environment in LATAM, some big old companies are just catching up to modern tech and tendencies. You don’t have to implement it right away, but at least try to keep up and incrementally start integrating into your projects or just start experimenting so that when the times comes, you are prepared

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Frontend Developers, thoughts on Svelte? How does it compare to React? Is this a trend or can you see it becoming a leading JS framework? Keen to hear your thoughts. #Svelte #React #Frontend #technologies #javascript

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Have you ever had a US phone number FROM Australia? What service did you use? Skype used to offer this but not anymore. If you've tried an alternative that you like please let me know in the comments or DM. 🇦🇺🫶🇺🇲 Why does this matter? When you're looking for jobs in America from Australia you should ALWAYS use a US phone number. 1) It's easier for recruiters and companies to contact you. 2) You're less likely to get rejected using an American phone number. An Australian number on your resume shows that you need visa sponsorship. Most people don't know about our amazing E-3 Visa to hire Aussies in America.

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🤔 How does a typical startup perform on the RecruitHub platform 🚀 Close their first placement within 60 days 🚀 Bill on average £270K/$343K in their first year of trading 🚀 Some bill over £800K/$1m Largest fee in 2023 🚀 $200,000 (100% comms on this) Scaling 🚀 Most founders who want to scale start hiring from month 9 🚀 Their employees go on to generate an average £12K/$15K billings per month 🚀 Record is £392K/$500K inside 9 months Want to know more about how our customers are billing? Drop me a message. #RecruitHub #Recruitment #Startups #Scaling #Recruiter

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Topic of conversation - Displaying $$'s on Job Adverts on Linked in and Seek? Personally I am an advocate for clearly displaying the 'Salary Range' and 'Daily rate' on offer when I post a job update. Why wouldn't you?? 🤔 I really don't know why recruiters don't put the salary on offer - Are you setting yourself up for a windfall of irrelevant candidates from all levels applying? Congestion, Unwanted CV's, Too Senior and Too Junior applicants. Good for the database, not so good for finding a relevant/suitable hire. I recently had a candidate apply for a $160k base role via seek, however they wanted $250k base minimum. But knowingly still applied, in-case there was a slight chance of being presented to the client. I get the candidates thinking, but its a long shot IMO!! (Especially in this tight market., Its like a CEO applying for a mid-level role). Then all other questions arise; Will the candidate stay if hired? Will they be committed? Is it worth compromising integrity by putting a far more expensive candidate forward? What are your thoughts on giving out a salary/rates at the beginning? Surely its a good thing for everyone?!

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✨ 2024: A Year in Reviews ✨ As we approach the end of the year, I’ve been reflecting on the journey I’ve shared with so many talented candidates and inspiring clients. Here are just a few testimonials from the incredible people I’ve had the privilege to work with this year 👇👇👇 #JavaScript #TypeScript #Python

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How I helped a client hire a senior .NET engineer for $40k below market rate: Recruiting top tech talent on a budget isn't easy. But it's not impossible. Here's how I helped a client land a senior .NET engineer despite offering $40k below market rate: 1. Gather market feedback — I sourced candidates for a day, collecting consistent feedback that the budget was too low. This data helped build a case for a higher budget. 2. Negotiate budget increase — Using the market feedback, I convinced the client to increase the budget by a few thousand dollars. 3. Adjust skill requirements — We identified which skills were absolutely necessary and which could be learned on the job. This opened up the talent pool to mid-level developers ready to grow. 4. Highlight non-monetary benefits — We emphasized their fully remote work environment, company culture, and unique perks to attract candidates. 5. Target the right candidates — By focusing on mid-level talent eager to grow, we found someone who met technical requirements, fit the budget, and made an immediate impact. The key? Finding middle ground. Not every company can compete with big tech salaries. But by adjusting expectations and highlighting unique benefits, smaller companies can still attract top talent.

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Last minute deal breakers can hurt real bad in recruitment. But, is there another side to it than blaming the candidates? - The candidate was ok with hybrid work option, but now that S/he has got a job with full remote option S/he is backing out. - The candidate hasn’t disclosed his/her other offers before processing for this role. - The candidate lives 25kms from the office and S/he hadn’t brought this as a constraint before offer release, but now S/he does. - The candidate isn’t interested in working for the support project. - The candidate is not fine with the UK shift timing. Is it all because of candidates shifting gears? Or could it have been avoided if we had asked the right questions during our screening call? When you ask a template question like, “Are you ok with hybrid work option?”, then a template answer is all you will get. Your followup questions around the same area will make them think about their choices. Just because the candidate was fine with the hybrid option, it doesn’t mean that they will be fine with it forever. Our followup questions should probe their priorities and check if they will still stick with this decision if they get another role with a full remote option. For a Work from office role, understanding the candidate’s location and travel options is a must. Traveling 25kms in peak hour can be a horrifying experience for many. Spending 4 to 5 hours of their day in travel could be brain draining. So, before initiating their candidature, always give them the option to think and discuss with someone on this scenario and come up with a clear decision. This will help them validate their choices and it also helps them understand how serious we are about the recruitment process. Probing on the interviews they have in pipeline and the offers they hold is a pretty standard procedure and we can’t miss out on it. Understanding the aspirations of the candidate is crucial. Asking “Are you ok in working for support projects” is not going to cut it. For someone who has always been working in development projects, saying yes to a support project could have occurred out of frustration or desperation. Get to understand what it is and take the dialogue further. Assume that the candidate is always right and create your screening process to validate it. What are you going to gain by blaming the candidate when things start to go south. Instead, find ways to have real conversations that probe on the areas that are deal breakers.

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The fee structure most agencies use with clients is pretty standard industry-wide (X% of the candidate's salary for perm roles). Some agencies use alternative fee structures since it works better for both parties and creates more alignment - e.g. ongoing monthly retainers, embedded recruiters/RPO, flat rates, etc. Some markets have unique factors that make a non-standard fee structure more mutually beneficial for both the agency/client. Pricing structure and strategy is something that most agencies don't really dig into since it's easier to go with the status quo since it's what clients expect and are used to. I'm curious - if you've used alternative fee structures, how do you like it? Has it worked out better for everyone long term?

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Remote work is good for people, planet and profit 🙎 🪐 💰 and here are some excellent remote jobs currently available. 🇮🇪 Remote in IE 🇮🇪 1) Senior Android Engineer at Yelp —> https://lnkd.in/eR5RXxMN - Great employee benefits including things like a €150 monthly reimbursement to help cover #remoteworking expenses and €95 caregiver reimbursement to support dependent care for families. 2) Senior Customer Experience Engineer at Microsoft —> https://lnkd.in/eN-dKTUb - Microsoft are one of the largest global employers supporting #flexiblework and stand by their tagline "There is truly no “one size fits all.” and they have great transparency on roles. 🌐 Remote Global 🌐  3) HRC/EDD Manager at Binance —>  https://bit.ly/grbinance - Global team with 5,000+ employees, 100+ locations and 110+ nationalities with 300+ roles currently open - Flex Index Q4 2024 (https://lnkd.in/eNzYRcjK) says "68% of companies offer workplace flexibility" - Closer to home, Hays Ireland 🇮🇪 "Salary & Recruiting Trends Guide 2025" (https://lnkd.in/eBuzUtFs) has that number at 60% in Ireland. - Flexibility is here to stay. Rob Sadow Brian Elliott Nick Bloom Debbie Lovich Grow Remote

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Edition #60 of the DevNewsletter: DevTool Weekly Roundup has just been published on Linkedin and our website (link below in the comments). Here's the TL;DR 🏆 Funding Wins Supabase Soars with $80M Series C to Simplify Postgres for Developers Platformatic Raises $4.3M Seed to Supercharge Node.js Development Raycast Secures $30M Series B to Tackle Workplace Context Switching 🚀 3, 2, 1 … Launches MindsDB Launches Minds AI to Simplify Data Querying Kurve Emerges from Stealth with AI-Powered Data Discovery Tool Stytch Unveils Fraud & Risk Prevention Solution to Combat Advanced Threats Sieve Unveils SieveSync to Advance Lip Sync Pipelines Airbyte 1.0 Launches, Setting a New Standard for Data Movement Harness Introduces AI-Powered DevOps Tools 🔦 DevTools of the Week streamvisor: Boosting Pulsar Management with v3.1.0 Release ServBay: Redefining Localized Web Development for Modern Teams #DevTools #Develocity #DeveloperTools

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