Adam Wheeler

If you’re being offered a TTP Bronze Card after just a one-day course—or even no course at all—IT’S FAKE. Do not hand over your money to anyone unless you’ve spoken directly with Corrodere Academy. We're hearing about too many lads getting stung with fake cards, and we check every single one. If your card is fake, you won’t be allowed on site. Simple as that. You might think you’re getting ahead, but this isn’t the way to do it. If you’re new to the trade, do your research. There are plenty of sleazy companies out there promising shortcuts—but if it sounds too good to be true, it is. Protect yourself. Protect your future. Do it right.

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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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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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Recruitment is a contact sport. 🏉 The more people you engage with, the more opportunities you create. High activity = results Quantity leads to momentum — and momentum uncovers quality. Quantity x Quality = Real, consistent success. Every top-performing recruiter started off by covering lots of ground. They weren’t just making calls — they were: - Learning their market - Fine-tuning their approach - Sharpening their instincts - Mastering their craft Reps build confidence. Confidence builds performance. And performance builds a career. 🔨

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Tip for recruiters... Pick a niche you're actually interested in Then recruitment becomes more fun Also... Content becomes easier to make It will be easier to speak to people And you'll actually WANT to learn about the market It's a mini-hack to become successful

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Salary is an important consideration when negotiating a job offer, of course it is. But let's not neglect the importance of the overall package. According to our salary survey, here's a breakdown of how many people receive the following benefits: Guaranteed bonus – 12% Discretionary bonus – 78% Education allowance – 37% Housing allowance / accommodation provided – 25% Company car / car allowance – 12% None of the above – 12% So only around 1 in 3 people get an education allowance. If the average education allowance is AED 40,000 per child (as per the survey), and you have two children, then this is an extra AED 6,666 per month in your pocket. Let's say your salary is AED 60,000 without this benefit. If you move into another role for the same salary but with education you get an automatic 10% pay increase! I think too many people focus purely on the core numbers. Bolt-ons/benefits are particularly prominent in senior packages, where you can easily receive 50% on top of your salary when all added together. Conversely, the policy can always change, so there has to be some caution around these. If you can get a salary increase and have the choice, I'd always pick that over benefits. Message me if you want to receive our full salary report to make sure you're getting paid fairly for the job you do.

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Yesterday we were told of another Tier one ‘big boy’ in the industry are making redundancies. Yet, small to medium sized companies are hiring and doing well. My next phone call - a QS looking for work. “I’d really like to work for a Tier 1” I can appreciate why people want to work for a big brand - the training is generally of a high standard, the processes teach you the right way to build and having them on your CV sets up your career. I get it! However people need to stop thinking that tier 1s are everything. You consistently get treated as a number, your career takes longer to progress and can often find more flexible working at medium sized companies. You’re also closer to the decision makers and make a true impact in the company that you give your time to. I recently qualified a QS role and the manager specifically said he does not want someone from a tier 1, “they can lack flexibility” I am seeing more people move away from the tier 1s to the tier 2s and I think that is now the best way to progress your career. If you want to talk about your career and how I can help, feel free to message me. #careeradvice #jobs #constructionjobs

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