Ashley Griver

NEW!!!! 𝗥𝗘𝗖𝗥𝗨𝗜𝗧𝗘𝗥𝗦 𝗜𝗡 𝗧𝗛𝗘 𝗨𝗦𝗔... 𝗖𝗛𝗘𝗖𝗞 𝗢𝗨𝗧 𝗧𝗛𝗘 𝗕𝗘𝗟𝗢𝗪 ░▒▓ ᴋᴀʏᴍᴀɴ ʀᴇᴄʀᴜɪᴛᴍᴇɴᴛ ɪꜱ ᴡᴏʀᴋɪɴɢ ᴏɴ ᴍᴜʟᴛɪᴘʟᴇ ʀᴏʟᴇꜱ ᴀᴄʀᴏꜱꜱ, ɴᴇᴡ ʏᴏʀᴋ ᴄɪᴛʏ, ᴀᴜꜱᴛɪɴ, ᴛᴀᴍᴘᴀ, ᴍɪᴀᴍɪ, ʙᴏꜱᴛᴏɴ, ʜᴏᴜꜱᴛᴏɴ, ʟᴏꜱ ᴀɴɢᴇʟᴇꜱ ᴀɴᴅ ᴍᴀɴʏ ᴍᴏʀᴇ. 𝐍𝐞𝐰 𝐘𝐨𝐫𝐤 𝐂𝐢𝐭𝐲 - Business development managers - recruiting into VC/PE backed technology firms - contract or perm exp - paying up to $120,000 salary + commission - 2 days in office - 2 years experienced delivery focused recruiters for an exec search firm with a focus on financial services - salary up to $80,000 + excellent training and commission - Technology 360 recruiters - Software Engineering and/or GTM!! 3 days in office with salaries up to $80,000 18 months + experience required. - Legal, Financial or Banking experienced recruitment consultants - must have 360 experience with business development - salaries up to $120,000 + incredible commission at one of the best staffing firms in NYC - Legal Recruitment Consultants - 360 recruitment - InHouse experience and practice experience - salaries up to $120,000 + Excellent commission 𝐀𝐮𝐬𝐭𝐢𝐧, 𝐓𝐞𝐱𝐚𝐬 - 360 recruitment consultants with experience in technology recruitment with a permanent or contract focus - must be able to business develop - 4 days in office - Paying up to $100,000 base salary. 𝐌𝐢𝐚𝐦𝐢, 𝐅𝐥𝐨𝐫𝐢𝐝𝐚 - Legal Recruitment Consultants with either recruiting experience and/or business development. Paying up to $130,000 base salaries + commission. Working for a very reputable legal recruitment company (3 days in office) - Life Science Recruiters - must have experience in life sciences, business development and happy to go into office. Salaries up to $90,000 + generous commission. 𝐓𝐚𝐦𝐩𝐚, 𝐅𝐥𝐨𝐫𝐢𝐝𝐚 - Open to a Recruiter with contract experience across any professional market for a technology recruitment business. This is for a strong 360 recruiter to join their businesses. Hybrid working set up's and established recruitment team. Salary up to $80,000 + excellent commission 𝐇𝐨𝐮𝐬𝐭𝐨𝐧 - Delivery Recruiters - with circa 2 years + experience for an energy/finance client with a focus in financial services - they're open to backgrounds - up to $75k base + comms. 𝑾𝒆 𝒉𝒂𝒗𝒆 𝒔𝒐 𝒎𝒂𝒏𝒚 𝒎𝒐𝒓𝒆 𝒑𝒐𝒔𝒊𝒕𝒊𝒐𝒏𝒔 𝒕𝒉𝒂𝒕 𝒕𝒉𝒆𝒚 𝒂𝒍𝒍 𝒘𝒐𝒏'𝒕 𝒇𝒊𝒕 𝒐𝒏 𝒕𝒉𝒊𝒔 𝒑𝒐𝒔𝒕. 𝑷𝒍𝒆𝒂𝒔𝒆 𝒓𝒆𝒂𝒄𝒉 𝒐𝒖𝒕 𝒇𝒐𝒓 𝒂𝒏𝒚 𝒄𝒐𝒏𝒇𝒊𝒅𝒆𝒏𝒕𝒊𝒂𝒍 𝒄𝒂𝒍𝒍𝒔 𝒚𝒐𝒖 𝒎𝒂𝒚 𝒘𝒂𝒏𝒕 𝒕𝒐 𝒉𝒂𝒗𝒆 𝒕𝒐 𝒍𝒆𝒂𝒓𝒏 𝒎𝒐𝒓𝒆. [email protected] #r2r #rec2rec

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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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Scaling a SaaS business is exciting, but let's face it, recruiting top tech talent in the UK is no easy feat. With high demand and competition for skilled professionals, standing out is key. Firstly, the pace at which tech evolves means skill gaps are a moving target. Keeping teams up to speed is a relentless task. We tackle this by focusing on continuous learning within roles, ensuring our candidates don't just fill your present needs but are primed to evolve with your tech stack. Then there's the retention challenge. How do you keep your star players? Beyond competitive salaries, we've found that career progression, company culture, and work-life balance rank high on candidates' wish lists. At Highbridge Talent, we're all about matching values as well as skills, creating lasting partnerships where individuals and businesses grow together. Lastly, location can be a barrier. With remote work becoming the norm, expanding your search to include remote candidates can drastically increase your talent pool. We tap into this trend, connecting you with a wider yet still highly curated selection of candidates. We're here to ease these pain points. By combining industry knowledge with an extensive network, we at Highbridge Talent proactively propel SaaS businesses forward with top-tier talent. Because in the end, the right people aren't just a part of your business - they are your business. 👉 Reach out to our team or explore more at highbridgetalent.co.uk to see how we can support your growth journey. #Recruitment #TechTalent #SaaSGrowth

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♻ 🌍 ⚡ 🏢 Want to know how your pay stacks up against your peers in the #BMS space? During your break why not take 30 seconds to fill out of 2024 BMS Salary Survey - Whether perm or contract we have you covered! 👇 📊 Join us in uncovering current compensation trends and shaping industry pay standards. ✅ Gain valuable insights on market competitiveness ✅ Benchmark your salary against industry peers ✅ Receive our findings straight to your inbox Head on over to https://lnkd.in/e_cKbH3Y Don't miss on this opportunity to stay informed and ahead of the curve! 💼💡 #BMS #SalarySurvey #IndustryInsights

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Yesterday I spoke to the 𝐇𝐞𝐚𝐝 𝐨𝐟 𝐓𝐚𝐥𝐞𝐧𝐭 𝐀𝐜𝐪𝐮𝐢𝐬𝐢𝐭𝐢𝐨𝐧 at one of Europe’s largest #fintechs They’ve aggressively expanded across a number of markets and built a stellar in-house rec team We talked about one 🔑 C-level hire Apparently I reached out at the right time because they only have 1 person in later-stage conversations So I asked the 𝐠𝐨𝐥𝐝𝐞𝐧 question “if they don’t make it through, what’s plan B?” They said to me that they’d then string me on What’s interesting to me is that they also said that they don’t want to rush to make the hire (you never should) Here’s the paradox: most recruiters work success-based anyway 😱 In their situation, there are 𝐨𝐧𝐞 𝐨𝐟 𝐭𝐡𝐫𝐞𝐞 possibilities: 𝐒𝐜𝐞𝐧𝐚𝐫𝐢𝐨 𝟏) best case you wait a couple of weeks to see where the person lands and if they manage to convince everyone, make an offer. They take it. 𝐒𝐜𝐞𝐧𝐚𝐫𝐢𝐨 𝟐) you’re not 100% convinced that they’ll take it. So, you need to prepare to backfill. 𝐒𝐜𝐞𝐧𝐚𝐫𝐢𝐨 𝟑) you waited a couple weeks to find out they’re not making it through to the last step. Most companies end up in the last scenario Yet, we cannot “rush the hire”... what do you think is the opportunity cost? Hiring’s not easy. That’s why at GTM Talent we don't charge for conversations. We broker with the best people out there and focus on building genuine relationships, which is why clients trust us. 🔔 Follow me for raw, unfiltered content about recruitment and "AI"

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Are you using ICCE to identify A -Player recruiters during interviews? Large SaaS companies I've worked with in the past use the ICCE framework to build high-performing sales teams — and I think recruitment firms would benefit from adopting the same approach when interviewing for recruiters. Here’s why ICCE is a game-changer for recruitment hiring: 🧠 Intelligence: Recruiters need more than just market knowledge—they need to think on their feet, solve problems, and adapt quickly to evolving markets and, client and candidate needs 💪 Character: Integrity, resilience, and drive are non-negotiables in recruitment. A recruiter's character impacts the relationships they build and the success they deliver for your business. 🎓 Coachability: The best recruiters are continuous learners, open to feedback and new approaches. Coachability ensures your new hires will grow with your business. 📈 Experience: It’s not just about years on the job. Focus on transferable skills and past success that prove they can excel in your role. Whether they’ve thrived in fast-paced sales environments or shown consistent performance, their track record should show they can hit the ground running. I think by using ICCE, recruitment businesses can identify stronger, more adaptable teams, just like the best SaaS companies do with their sales hires. What other interview techniques have you implemented into your processes? #SW6Associates #Onlytheambitious #interviewtechniques #recrutiment #rec2rec #saassales

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2 tips to increase how often you get approached for relevant roles on LinkedIn ⬇: ✅ Add as many keywords to your profile as possible, you would be surprised how many Payments sales professionals don't have Payments on their LinkedIn profile and it can be causing you to lose out on loads of amazing opportunities. Recruiters use specific keywords to search for the most relevant candidates for a role, some jobs will be industry specific or will require someone who has sold in to a specific vertical so get them on your profile!! ✅ Know what role you want to be approached for and mirror your LinkedIn to be similar. I'm not saying lie about your experience but you can highlight key points which are more relevant to your desired role. These things not only make my life easier when head-hunting but will make sure you are getting approached for more desirable positions. Salt

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🌟 Exciting News from Fintech-rec! 🌟 We just wrapped up a highly successful recruitment day for one of our top clients, seeking new Business Development Executives. We’re thrilled to announce that multiple placements were made from the event! 🎉 At Fintech-rec, we do all the leg work – from managing candidate expectations and shortlisting the best talent, to giving our clients the opportunity to see them in action for a day before making a decision. Our client couldn't be happier, expressing immense gratitude as we took all the stress out of the recruitment process. Are you on the lookout for young, ambitious future FX stars? Let's connect and discuss how Fintech-rec can deliver on your junior hiring needs. Let Fintech-Rec do the leg work for you. #RecruitmentSuccess #FintechRec #FXStars #BusinessDevelopment #FutureLeaders #JoinTheTeam

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Cloudcat Recruitment's series on common mistakes made by SDRs continues. Every mistake listed is one to keep in mind, as they have been suggest by highly successful SDRs and Sales Leaders who I have spoken to over the last few years. Using AI is great, and mastering its usage makes you extremely efficient. The majority of my network is involved in selling or utilising artificial intelligence! But using it blindly is akin to trying to sell to a prospect in a monotonous, under-researched and dry tone. Over-use and brazen use of AI messaging can come across as lazy, unoriginal and most importantly: It does not signify that the seller is a solution-led individual, who wishes to solve a problem. #SDR #salesdevelopmentrepresentative #artificialintelligence

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Travel debit card Currensea has raised over £1.7m from 760 investors in just four hours on crowdfunding platform Seedrs. Currensea initially targeted a raise of £1m at a valuation of £28.5m. The successful campaign comes after the #fintech hit 100k cardholders in March, with its money-saving app now used globally every nine seconds. Currensea says the funds raised will support future customer acquisition and continued development of its co-brand offering. James Lynn, co-founder of Currensea, comments: “Consumer appetite for travel has almost fully recovered from the pandemic and the unprecedented investor demand for Currensea demonstrates the need for a simple solution that eliminates FX fees and maximises the value of our savings." In 2022, Currensea raised over £4.5m through a Seedrs crowdfunding raise as well as VC investment from venture capitalist Blackfinch Ventures and 1818 Venture Capital. Since launch, Currensea has raised a total of £11m. #yoursuccessourbusiness

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What’s more impressive as a hiring manager- a top performer of a company, or someone with higher billings? I’ve spoken to 2 candidates recently who are top billers in their company, both with billings >100k There are other candidates at other firms who are billings 200k< but are nowhere near the top of the leaderboard Surely those who are billing 200k+ are going to be more profitable and bring in the most revenue for the business, meaning they are more desirable? However, if everyone at the same company is provided with the same tools and training, then those who are at the top are more impressive, meaning the top billers generating >100k are more desirable? It’s important to understand all of the facts during the hiring process- just because someone has lower numbers, it doesn’t mean they don’t have the potential to shoot to the top of the leaderboard given the proper training, support, and structure What do you think? Would you rather hire a top performer (regardless of their billings), or stick to billing number (regardless of where they sit on the leaderboard)?

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If I were a Head of Talent Acquisition, here are the 8 tactics I’d develop asap; - Weaponised candidate experience - Leadership Personal Branding - Guerilla employer branding - Content Library (Ungated) - Pipeline, pipeline, pipeline - Talent Market Research - Show under the hood - Talent Communities HR and Talent peeps, what strategies are you focusing on for 2024?

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October already has been a RECORD BREAKING month for the Elixir Associates team. 🙌🎈 I've been in the industry since 2014 & it's safe to say I've never seen a month like this before in terms of numbers/deals but also a group of people who literally work tirelessly to make sure Elixir is a fun place to work. Thank you to the best team/family in the world (Jake Couldrick, Connor Harknett, Nahum Wood, Thomas Vos, Dan Spencer, Carlos Biggemann & Sian Redman). ❤️ Our team of experts have recently successfully completed the following hiring needs for our clients: ➖ Head of Clinical Quality Management✅ ➖ Vice President, Preclinical Pharmacology✅ ➖ Executive Director, Clinical Operations✅ ➖ Executive Director, Head Of Biostatistics & Data Analytics✅ ➖ Senior Director, Clinical Development✅ ➖ Senior Director, Translational Medicine✅ ➖ Director, Clinical Supply Management✅ ➖ Director, Clinical Research Scientist✅ ➖ Director, Clinical Trial Management✅ ➖ Director, Patient Scheduling & Logistics✅ ➖ Director, Clinical Program Lead✅ #ThankYou #Elixir #RecordBreakers #Biotech #Pharma #Healthcare #Staffing #Recruitment #Hiring #LifeSciences #Talent #Recruiting #QualityAssurnace #Biometrics #Regulatory #ClinicalOperations #ClinicalDevelopment #ClinicalScience #MedicalAffairs

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The 2025 LHH UK Salary Guide including market trends and analysis is now live! We’re bringing you all the data you need to stay ahead of the game. From startups to skyscrapers, check out salary trends across company sizes and make your next hire a breeze. Ready to see where your business stands? Download now for the full breakdown and start planning smarter, today. #finance #accounting #humanresources #legal #marketing #communications #supplychain #procurement #sales

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Looking to set up your own recruitment business? OR Looking for investment in your current recruitment business to scale to the next level? Drop me a message for a confidential chat. We're looking to continously expand and diversify our portfolio of businesses. For more info check out foundersseed.com obligatory alarm emoji 🚨 #entrepreneur #recruitment #growth #investment #scale

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CURRENT MARKET = Me: So what did you think of Ms. Exceptional Candidate? Client: We agree she is excellent... however we're pretty sure if we just keep interviewing (endlessly) we are likely to find someone a little better. Like that friend you know who will always find something wrong with the near perfect people they are set up on a date with 😆 #EmployersMarket #InterviewProcess #StopTheWindowShopping #PullTheTrigger #CandidateExperience

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📢 4 x Placements across 3 clients last week. 🦄 2 @ Tech Unicorn - Despite working with other agencies and using a very large TA function for months, we delivered two AE hires in just 3 weeks! 🌐 1 @ SaaS Platform - From job spec to placement, only 2 weeks. 📲 1 @ Customer App Company - After searching on their own for months, we stepped in and filled the role in just 7 weeks. We are more than just a CV source, reducing time to hire and the number of interviews required. ✅ Our reputation and established network allows us to engage candidates that are not actively looking ✅ The trust we have built in the community also enables us to bring the best candidates to the table, often who have already rejected or discounted the same position they had seen advertised. ✅ We get the data flow and business context involved, allowing us to technical screen our candidates and reducing the number of interviews hiring managers conduct. We have a lot of case studies now. If you are hiring Data or Analytics Engineers then we would love to explain why so many of the UKs top brands are trusting us to make their data hiring easier for them. ☎️📧 Cognify Search

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In Q2 of this year in the UK the average Perm Consultant made 4 placements and the average Temp Consultant made 6 placements. (UK) When we looked at the consultants at the Top 5 agencies on Recruiter Insider for Candidate Experience, we discovered that: 🚀 the average Perm Consultant there made 5 placements 🚀 the average Temp Consultant made 10 placements. In Q2 alone, the agencies with the highest candidate experience scores made 1 extra Perm placement per consultant and an 4 extra temp placements per consultant. Highlighting as always the impact candidate experience has on your placement numbers. The data doesn’t lie, an improved candidate experience means more placements. But if you are not measuring this you can improve it either. So if you want to make more placements get in touch with me. The data doesn’t lie!

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54% of candidates QUIT your job application process due to a bad experience on the initial recruiting call. What's the biggest problem? The same problem we see in sales. You talk too much about yourself and not enough about the candidate. To convert leads to hires, you need to ask questions around - What has you looking for a new role? - What's important to you? - What else? - Why make a move now? - Why not just stay where you're at? Then summarize what you heard, connect it to how your role fits what they're looking for, and gain agreement on next steps. Candidates want to be heard and understood, not sold. If you want the full 4 step framework to nail the initial recruiting call, comment "Calls" and I'll DM you the link.

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