Alex Sarkies’ Post

“It’s been easier to put up with because I’ve not in the office” This came from a recruiter who “puts up with”👇👇👇 ❌Being shouted out from her manager ❌Given ridiculous KPIs - for the sake of it (told to make 5 hours of BD calls a day when she’s sinking in roles and is desperate for candidates) ❌Has had her commission threshold changed from £4k/month to £8k/month (because she is billing more) ❌And is micro-managed for every minute of the working day It’s such a shame isn’t it? 😞 She had ALWAYS wanted to get into recruitment Loves the sales side of the role Is a real relationship builder and now she’s wondering if recruitment is for her, because she thinks this is what ALL agencies are like Her business have decided to up the office days to 4 a week (from 1 x week) and she’s DREADING having to spend more time in the office! No wonder some people leave the sector so soon after starting out! Do you think working remotely has made toxic cultures and managers more bearable❓ What’s the worst thing you’ve had to put up with from a toxic boss❓ #culture #mentalhealth #recruitment #rectorec #rec2rec

A candidate turned down an offer b/c the company insisted on onsite work. And honestly, I get it. Here’s the thing: some people thrive in a remote environment—it’s where they do their best work. The company emphasized the benefits of being in the office, but the candidate knew they were more productive remotely and wasn’t willing to compromise on that. This is a reminder to all hiring managers: if you want top talent, you need to understand how they work best. People aren’t just looking for a job—they’re looking for a work setup that lets them excel. For some, that means working remotely. Don’t expect to get what you want by pushing a one-size-fits-all approach. Thoughts?

❓Interviewer: Do you have any questions before we finish the interview? 🙋🏻♂️Candidate: You mentioned there’s an expectation for me to come into the office 3-5 days a week. If that’s the case, can I wear white socks, slippers, jogging bottoms, and a hoodie if I’m delivering my KPIs and outcomes like I do when working from home 100%? It’s a reasonable question if we’re asking people to leave their ‘comfort zone’—literally and figuratively—and return to the office, isn’t it? Why are businesses still fixated on bringing people back to the office to force a ‘culture of collaboration’? It’s a bit strange. Almost cult-like. If talented people are applying for roles and would prefer to deliver—often overachieving—while working from home in a pair of $6 slippers, why not let them? The results should speak for themselves. At SmartRecruiters APAC, we’ve grown our business by 250% YOY without the need for a physical office. We trust our people, enable their success, and, as long as they’re supporting the region they represent, we couldn’t care less if they’re in a shirt and tie or ski boots. I look like I’ve run through a lost property cupboard blindfolded some days. It’s the outcomes that matter here. In 2024, are we really still debating Work From Home vs Return to the Office? Let your people do their best work where they are most comfortable. The results will speak for themselves in attraction, retention and revenue. If not, you’re hiring the wrong people and that’s on you. P.S. Highly recommend these $6 Kmart slippers if you’re looking for comfort and productivity. 😉 #workfromhome #returntotheoffice #wfh

I believe that at this point, every company has enough data on productivity and retention to make data based decisions. If the data demonstrates that having people come into an office increases both of those things, you should be able to share it with your employees who are much more likely to get behind a return to work policy than if it feels arbitrary and inexplicable. I am mystified by why companies have chosen to make this so hard. If the data isn't there, then the decision is arbitrary and you shouldn't be confused about why you're getting resistance.

It's one 1 week down already since I started in recruitment in Sydney 🌏 I'm technically working a pretty similar market to back in the UK, that being sales roles into tech businesses. But things are done a little differently, there's some key differences, as well as lots of similarities... Here's 4 key differences I've noticed in my little first week on the job UK sales role VS AUS sales roles: ⭕ 𝗥𝗲𝗺𝘂𝗻𝗲𝗿𝗮𝘁𝗶𝗼𝗻 - packages are higher across the board, pretty significantly so too. Not only base salary, but OTE and pretty valuable benefits - also the way packages are worked out with superannuation makes a big difference over here. ⭕ 𝗢𝗽𝗲𝗻𝗻𝗲𝘀𝘀 𝘁𝗼 𝘁𝗮𝗹𝗸 - I'm finding even individuals who are super comfortable in their roles are open to having a quick friendly chat, even if that's just to help me more than anything else! Turns out Aussies are really as nice as people say ⭕ 𝗛𝘂𝗴𝗲 𝗳𝗼𝗰𝘂𝘀 𝗼𝗻 𝗰𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗳𝗶𝘁 - Not that there isn't a big focus on this in the UK too, but it's often more important than experience here. Something I learned whilst interviewing myself was that there will 𝗮𝗹𝘄𝗮𝘆𝘀 be a specific cultural interview in the process, it's never overlooked. ⭕ 𝗪𝗼𝗿𝗸-𝗟𝗶𝗳𝗲 𝗕𝗮𝗹𝗮𝗻𝗰𝗲 - This is important not only to candidates, but it's a big part of company culture & job offerings - I found sometimes UK businesses could be a bit more 'old-school'. Offering more limited flexibility, and just standard annual leave. I plan on revisiting this post in a few months time and see where I've noticed the biggest differences & challenges a bit further down the line... 𝗘𝘅-𝗨𝗞 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀, what did you notice about your transition to recruiting in Australia? #recruitment #techsales #saas

Who are we? We were created with our clients and partners in mind. How do we build a world where businesses of all sizes can build strong performing teams? So what did we come up with; The Team 👩💻 We run a remote team across the UK which allows us to stay in touch with local markets and have the availability for face to face meetings on a regular basis with candidates and clients. We build our team from industry professionals that understand the field they recruit in. The Fee Structure 💰 We designed a tiered fixed fee structure which allows businesses to keep a close eye on that bottom line and forecast their recruitment costs in detail. The Extras 📝 We designed a fee structure which works for you, but we didn't take away the perks. Each placement comes with a 3 month retention period and there is still no fee unless a placement is made. Our Approach 💬 It is important we understand the candidates we work with as much as the business we are working with. What is their motivation, career goals and what style of work suits them best? Once we have placed a truly amazing candidate in their next big role our work doesn't stop. We remain in contact with them to ensure their satisfaction and always be there for any questions and guidance. We work with businesses of all sizes and hold strong long lasting relationships with them providing talented and driven individuals looking for their next big role. Interested in having a chat a learning more 👇 👇 👇 ☎ 0203 5764902 📧 info@talenttwist.co.uk 💻 www.talenttwist.co.uk #recruitment #meetus #learn #letstalk #talent

I´m very excited to enjoy my last day for now without work. I start something anew on Tuesday after this bank holiday weekend in the UK, as a part of my move back to the UK from Spain to help my dd get into UK Sixth Form. Watch this space for announcement next week and profile update! Really excited with the opportunity, the product and brand, and the team I will be joining. Excellent offer of benefits and hybrid WFH/great choice of offices including a fab london one near London Bridge/Tower Bridge. Job Search Highlights (mostly low lights) - LinkedIn applications - I estimate 150 or so. - Number of generic replies received - approx 80 or so. :( - Other more product specific jobsite applications - I estimate 30 or so - Number of slightly more specific declines without even a first stage convo - approx 25. 5 or so no replies at all. Strongly agree with the stat I saw that you have 0.5% chance of an interview from a linkedIn application. Apart from the final role taken: - Number of interviews - 1 - Number of No Shows/Ghosting - the same one, a CEO of a b2b startup who proactively "contacted" me via one of the other non LI platforms. - Number of strong leads with recruiters - 2. One was too low salary for me, in the travel sector. The other the role didn´t really materialise. - Number of "product specialist" agencies contacted - around 5 - Number that engaged with me in any meaningful way - same 5. :( Some of the strongest and most beneficial helping elements - Stay Nimble fabulous coaching service and staff. - Peers posting about their struggles and challenges with the market and recruiters. - Recruitment SMEs posting about the broken processes including the fab Nadine Drelaud - Going to events like Product Tank to stay motivated in the role and hear great stories and insights to keep the brain ticking over. - Engaging with previous colleagues to ask if they had any opportunities they knew of, and to get great advice and catch-ups on their journey and my own. Including fab advice towards a stretch role/development path for me by Peter Sellwood

SDRs focus on finding the RIGHT company. Let me explain: Most SDRs look at compensation. Go through the interview process. Then make a decision. That’s all they consider… This leads to: - An incomplete picture. - A role you might not like. - Another job NOT a career. - Getting stuck there as an SDR. Instead. 1️⃣ Research with Repvue & Bravado. These give great insight into: - Quota attainment. - Compensation. - Rep happiness. 2️⃣ Narrow down roles based on salary. What’s the minimum base you can live on? Then focus on: - Percentage of reps hitting quota. - Product Market fit. - Culture. 3️⃣ Ask for coffee chats. Find a current rep at the company. Someone in the role you’d want. Invite them to a coffee chat. See if what you saw online is true. - Do SDRs get promoted? - Is quota attainable? - Work life balance? - Are reps happy? Using that data. Make a top 50 list of companies. Start prospecting and applying into them. Focus on those roles HARD. As important as finding a job is… It’s more important to find… The RIGHT company. ➡️ What’s the top thing you look for in a company or role? Like, follow, and comment below 👇

We've grown 5 companies to millions in revenue in less than a year. Thanks to a secret advantage we've had this whole time... Nope, it isn't distribution, branding, or clever sales tactics. It's our incredible overseas team members. They're our cheat code. Now you can hire them too - Meet Landed. Landed helps you hire amazing of overseas creatives, for often up to 70% less than US-based roles. We know process of recruiting, vetting, training, and managing payroll, benefits, and HR for a growing global team is a nightmare. That's why we built Landed: it's a full-service solution to painlessly hire top-1% creative talent directly onto your team. Here's the best part: We focus on the quality and care of our team members above all else. This means generous pay, benefits, training, and growth opportunities. We won't help you build your business on the backs of underpaid workers. But we will help you hire amazing, long-term creative team members. Start Hiring Today: https://hubs.ly/Q02sNZWG0

We are speaking to more and more job seekers who ONLY want hybrid working which sometimes is a shame if we are working with a business who wants office only working. We can see someone's ability to do a job very well however we have stalemate as neither party is willing to change their situation. As an employer..... Do you offer hybrid working? and if not are you sure it is the right decision when you could be missing out on a potentially great job seeker? As a job seeker.... Would you decline interviewing for a job if it was not hybrid nowadays? Really interested to hear your thoughts..... #opinionsplease #hybridworkingisnotgoingawayever #hybridworking #growingteams #newcareer Jade White Joanna Halliday Success Recruit