Mitch Hooper

5 ways to ditch your best recruiter 🫡 Thinking of pushing out your top biller? Here’s a handy guide ⬇️⬇️   🫵 Micromanage them to death Hover over every call, second-guess their judgment, re-write emails, and remind them how you did it back in the good old days. Works like a charm.   🎯 Set KPIs for KPI’s sake Who cares if they’re bringing in the most revenue? Make sure they still make 50 calls a day!   🔨 Give them broken tools Outdated CRM? No access to LinkedIn? No automation? Perfect   🙅 Offer zero support Want a healthy pipeline? Don’t bother with marketing. No client intros. No admin. Let them juggle everything   👊 Create constant turf wars Pit them against others in the team, create an environment where your recruiters won’t share candidates/clients/info – nothing like a bit of healthy competition Are you a manager reading this and feeling personally attacked? I’m sorry to say you may be creating a toxic environment 😭 Are you a recruiter reading this thinking, is this post about me? Message me ASAP 🥲 Recruiters don’t leave recruitment They leave environments that make it impossible to succeed #recruitment #agencylife #recruitertips #rec2rec #recruters  

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One month back at OpusRS – here’s what I’m seeing in the JavaScript contract market. It’s been great to get stuck back in, and I’ve already noticed some clear trends across the UK JavaScript contract space. 🏢 Hybrid working is shifting. Fully remote roles are becoming less common, with more contracts now asking for 2–3 days a week in the office. Collaboration and team presence are making a comeback. 💬 Contractors who know how to add value and communicate clearly with clients are being consistently extended. It’s not just about technical ability—commercial awareness and soft skills are making a real difference. 📉 Rates have taken a hit compared to a few years ago, but demand is still strong for those who can hit the ground running. ⚙️ Next.js is gaining serious traction. While React remains dominant with 39.5% of developers using it, Next.js is quickly rising with 17.9% adoption—thanks to its performance benefits and built-in features like server-side rendering and static site generation If you're a contractor looking for your next move, or a business needing top JavaScript talent, I’d love to connect. #JavaScript #NextJS #ReactJS #Contracting #TechRecruitment #OpusRS

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Enjoying my morning coffee date with Chat GPT this morning and came across a UK contract market update… 📈 One of the most popular UK staffing platforms has reported on contract hiring, suggesting a stronger than expected uptick in contract activity in September. The report notes that contract roles increased 10.4% year on year in September and month on month, contract roles increased 18%. A consideration is that employers are leaning more on contract / flexible talent strategies to manage risk… but positive signs ahead of Q4!

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Something's shifting in recruitment, and I'm curious if others are seeing it too. A few agency owners I've been speaking with are moving away from traditional placement fees and testing something different. Tom in Manchester mentioned he just closed an annual contract worth £84K - not for placements, but for managing a client's entire hiring infrastructure using AI tools. Jessica in Austin shared similar results with tech companies there. The pattern seems to be: - Companies want predictable hiring pipelines, not individual placements - They're willing to pay monthly retainers for automated systems - Internal hiring teams cost more than outsourced AI infrastructure What's interesting is these aren't just agency owners. Remote recruiters and internal hiring managers are testing this approach too. They're all spotting the same trend. Instead of competing on placement fees, they're positioning themselves as hiring technology partners. The monthly retainer model ($5K-$8K) seems to work because: - Clients get dedicated attention vs. competing for agency time - Still cheaper than hiring full-time internal recruiters - The agency's AI tools enhance the embedded recruiter's productivity I'm seeing this across different markets - UK, US, parts of Europe. Tuesday I'm hosting a session to explore this trend deeper. Looking at the tech stack behind it, the positioning strategies, and hearing from a few agencies making this transition. Not claiming it's the only way forward, but the data is interesting enough to dig into. Anyone else noticing this shift? Would be curious to hear your thoughts. Comment below if you're seeing similar patterns in your market. Session details: Tuesday 16th September, 3pm UK / 10am EST / 4pm CET "The AI Retainer Revolution" - 100 spots available #RecruitmentTrends #AIRecruitment #AgencyEvolution

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⚖️ The TA Capacity Planning Guide. Created from interviews with 72 Heads of People & Talent, capturing 600+ data points. A strategic resource for TA and People leaders in tech who need to: - Understand recruiter productivity - Understand capacity calculation - Benchmark against peers - Prioritise where to invest (or defend) capacity What’s inside: - Benchmarks by Company Size Live reqs hires/rec/month sourcing mix tech / AI maturity - Tooling Trends + Automation ROI What's adopted, what’s working, and where time is actually saved - Top Bottlenecks The constraints holding most teams back - Strategic Plays for 2025 AI-native workflows, skills-first hiring, dynamic planning models 🎯 Want the full report ? Comment "CAP REPORT" and I'll share access

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In big recruitment firms,  “𝐬𝐢𝐧𝐠𝐥𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐨𝐰𝐧𝐞𝐫𝐬𝐡𝐢𝐩” is broken. Here’s why... Over the last 5 years with one client we had: >5 key consultants work with the client >10+ supporting team members >Delivering across a blend of permanent, contract, and consulting hires Result? That client scaled rapidly, worth 24bn JPY (~$16.3m USD) in recruitment value. No single recruiter could deliver that outcome! >It takes specialization. >It takes collaboration. >It takes solving problems across multiple hiring models. That’s the real value clients pay for. Steven Li follow for more cyber security recruitment content in Japan

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Recruiters, don’t be blasé about your billings & commission structure when you are interviewing for a Recruitment position. When you’re interviewing with an agency, your numbers matter. So if you don't know them before you meet an Agency or speak to someone like me: find out. Or if you are a temp recruiter that isn't measured on revenue, it could be number of hours billed per week or day, or temps out. But know them. Be armed with that information. Because it helps you. It also helps you build your desk. We know you aren't billing/placing what you were 18 months ago. If you share your billings and are able to explain your commission structure and how much you have earned in comms, (or not earned) every Leader and Manager in the room will do the maths. Because we work it out backwards, starting with the comms you have earned. If you've earned a certain amount of commission, and your structure pays, for example 30% monthly and your salary is $80k, we can work out what you've billed. If the figures don’t add up, it’s obvious and it damages your credibility and honesty. Instead, approach it like this: Be transparent. The market has shifted. No one expects you to be billing what you were two years ago. Owning that reality shows maturity. Know your structure. Understand your commission scheme and be ready to explain how your earnings were calculated. Highlight your value. If your numbers dipped, explain what you did to adapt whether that’s client development, smarter sourcing, or candidate care. Agencies don’t want a fairy tale version of your billings. They want an honest recruiter who understands their desk and can talk about performance with confidence. 🥰 check out my list of recruitment jobs here. https://lnkd.in/gyyscyX

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