{ "media_type": "text", "post_content": "Currently looking for a job opportunity specific to Talent Acquisition/Recruiting, as I want to get out of the Generalist realm.\nFrom the employers I've recently interviewed with, they average 15-20 reqs at a time.\n\nAny tips for transitioning from slow recruiting (around 4 at a time) in the generalist role to a high number of reqs?\nThis is the way I want my career to transition but I think it may be a challenging adjustment.", "post_id": "6258d278b2840c0035c71766", "reply_count": 11, "vote_count": 1, "bowl_id": "5eb2e2f46ae7eb002afff8b2", "bowl_name": "Recruiters", "feed_type": "bowl" }
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Currently looking for a job opportunity specific to Talent Acquisition/Recruiting, as I want to get out of the Generalist realm.
From the employers I've recently interviewed with, they average 15-20 reqs at a time.

Any tips for transitioning from slow recruiting (around 4 at a time) in the generalist role to a high number of reqs?
This is the way I want my career to transition but I think it may be a challenging adjustment.

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Get organised, use the ATS, learn to prioritise, and build relationships with stakeholders. Do what you say you will do and always go above and beyond. Pick up tips and tricks from successful TA colleagues around you. If you’re interested in a fast paced TA role, with great candidate experience and a high touch service, send me a message. Good luck!

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I think in today’s climate you’d be lucky to stay around 15-20 reqs. From what I’ve seen large organizations are around 40-50. Myself and many of my colleagues have been over 100 the last few years.

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So, I’d say in many mature Talent orgs the old standard of 20-30 reqs isn’t done. At all. I have no more than 10 at a time which gives the ability to properly source, consult, and efficiently run then entire Talent process. This newer practice has actually made filling roles much faster and improved candidate experience. This coming from newer top tech companies.

Stay organized, stay communicative and build good relationships w managers! Spreadsheets will be your friend.

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Agency recruiting would give you that exp

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I started out in an agency and it was the best thing that could’ve happened. Learned fundamentals and properly prioritize. Previous colleagues that didn’t come from an agency background struggled tremendously and had more difficult time becoming a trusted Talent partner with product groups.

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