I'm looking for an an automated callout platform. Does anyone here have a recommendation?

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What do you all think of PBIS?


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Any business development advice for a minority female partner-level transactional lawyer? I have strong resume, incredible deal sheet, worked at the best firms. Existing firm clients say I'm the best counsel they ever had. But developing new clients (my own clients) is a hurdle. Seems like potential clients (mostly all white men) won't give me a chance at a deal. If they'd send me just one deal, I could win them over, but can't get my foot in the door. Advice?


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Hello Everyone,

I've 2 years experience in Mainframe COBOL in Capgemini and I would like to apply for the same in outside as well.. can someone please refer me?


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I'm super new to DC and just looking for tips on cool things to do. I'm into tennis, art, working out, cooking, and languages. Maybe there are meetups? Open to any suggestions!


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I had accepted company A offer last week now yesterday I got offer from Company B and accepted. I called company A recruiter and telling I am rejecting the accepted offer. Recruiter telling me you will be blacklisted from company A . Is it true?


For the people who went back to school to pursue a totally different career, what did you do for work? I don’t think I’d be able to do both my current job and school. I did retail in college and that probably isn’t so smart right now. Neither is working at a restaurant. I don’t think I can go back and live with my parents. I feel like I’m stuck.


Additional Posts in Human Resources

Looking to finally go get my SPHR having the PHR for the past 6 years. Still value and pursuing and obtaining?


We’re looking to hire HRIS Specialists in NYC. Finance background a plus. I believe it’s hybrid. PM me if interested


Know someone earlier in their HR career that’s looking to get certified. It’s been a while since I originally took the exams and have just recertified since. Which is more valuable or preferred these days…PHR or SHRM-CP?


Ugh, how do I explain to my employer that making the salary teamwork 60 or more hours a week without providing overtime compensation is opening us to a major lawsuit? Because saying it in those words doesn’t work.

I’m currently working with a senior level HR candidate. This individual has a doctorate in business with a focus in HR, her SPHR, Federal, and private sector experience at the singer level, and has a fabulous personality. I’m curious is anyone else having difficulties play some candidates like this? At this point I’m starting to think it’s racial or her sex based of the lack of interest in this candidate. Any thoughts?


Are recruiters worth more than L&D specialists? We have a new recuiter that transferred in from another dept. & is already making more than me and has a higher comp range. We have same tenure & they have NO prev. recuiting experience. I should also add I have been helping cover recuiting in interim. I also help cover HR tasks, have my SHRM, 5 years of HR exp., and 2 degrees. Is the "value" for recruiters more than L&D? I feel a little taken advantage of, but want to know if I'm off base here.


How do you negotiate more PTO after being in a company for two years? I am from overseas, and it takes me a while to travel back and forth. I currently have two weeks of PTO. Any tips are greatly appreciated.

Thinking about going into a career path in compensation (beginning as a compensation analyst). Does anyone know what the traditional path up would be in terms of title and pay? Where would my total compensation cap out? trying to get an idea of how much money I would be making 10/15 years from now.


IN-HOUSE RECRUITER needed at one of our clients, a NYC digital pharmaceutical Advertising Agency & Med. Communications (this mid-size agency is is a stand alone and doesn't t belong to any of the various large holdings) 2 years minimum as a recruiter in a similar background...
contact us for JD and salary...Best wishes Nicole


Does anyone have any advice on passing the PHR the first time around?

First time poster here!

After spending 4 years as a mid-level ops manager, I tried to break into HR through talent acquisition. Now after 6 years in TA, I've had a hard time getting out of it. My goal was always to get into a more broad HRBP position, but I've since worked for smaller orgs without a solid HR career path. When I ask about my career goals, they keep telling me, "Soon!" Or "Maybe in 6 months!"

I'm testing SPHR in June. Any advice for securing the type of role I'm aiming for?


Hi! I took a job been here for 4 weeks now and hate it. No training my manager is not organized. Thursday I have an interview. How should I approach my manager and her know this position isn’t for me?


Hope to get some likes so that I can start dm-ing. Here’s a picture of my partner’s cat looking like a seal!

Post Photo

I'm currently in the non-profit space as an HRBP. I manage over 30 reqs and am struggling keeping up with the full responsibilities of a recruiter and hrbp. I spoke to my manager and she said it's normal for an hrbp to have at least 50 reqs. I've never seen this type of model at ANY of my previous employers. Is this common?


I’m a salaried employee located in Canada, am I legally entitled to get paid for December 28, 29 and 30 if our company tells me I don’t need to work on those days?


Good day everyone,
I'm a recent grad who landed in Canada with a small dream of becoming a human resource professional and work in corporate sector.

I'm trying to land on a job from last 10 months, after applying to 100s of jobs, been on so many interviews I am still not getting anywhere.
I've started to loose all hopes!
It is my humble request to all experienced people, If anyone could guide me in right direction that would be highly appreciated.
Thank you.


I need to know if this makes sense…
HR generalist keeps a “DO NOT DISTURB” sign on his office door. 7 days a week for the past 4 months. Is this crazy or am I?


I am rebuilding an internal function and would love to understand what minimum benchmarks everyone is using for their teams. What outputs are good and exceptional e.g reachouts to conversion, placements , SLA, average time to fill


Our HR/recruiting department is working on what we're calling an "Attract" score. Essentially, we're wanting to find a way to measure success when it comes to time-to-fill, attrition (or lack thereof), candidate experience, etc. Is anyone using a particular "formula" to calculate this success overall, or are you just tracking it all individually?


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