Recommendations for alternate careers for recruiters? Thinking about leaving my agency but over recruitment and sales in general

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Have you considered something in management or human resources? Career counseling is always a good fallback option.

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You could look at getting into customer success / account management or even implementation consulting or an associate product role for ATS product companies. You could even go into case management. I think the first question to ask yourself is what you enjoy and where you’d like to see your career go… then identify different pathways you can take to get there.

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I don't blame you - I found myself burnt out after years of recruiting, too. If you're a good writer, I shifted into freelance content writing to give myself a break during the last 18 months. I write HR-focused content for companies looking to build out their websites. I may go back to recruiting eventually, but I enjoy WFH, setting my schedule, and the removal of the pay ceiling that freelancing provides.

I’m an agency recruiter for accounting and finance. Going well for me, but I can see myself going into corporate recruiting for an exciting high growth small-mid size company one day

Go in house as a recruiter and then make the transition into something new.

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Please guide anyone.
I have more than 3 years experience in banking operations & looking for a job change since 3-4 months but not getting any calls.

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Trauma recovery is something I wish I had discovered earlier.

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I want to get my masters in HR, but I also want to get my phr.. is it better to get one over the other? Or should I do both. Are there any masters hr program someone can recommend?

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Hey all, new to this bowl. Currently a Tech Recruiter and eventually want to make the transition into a HRBP or HR Generalist role. Would love to hear from anyone who started in recruiting then transitioned into another area of HR. Have been thinking of either working on PHR certification or MBA with focus in HR mgt. Thanks!

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Hoping to get my PHR in the next year or so. Outside of employer reimbursement, are there other opportunities for this to get funded? I know SHRM Foundation offers scholarships for the CP, but I am looking for PHR specific help. Thank you! :)

Voice over potential. Looking for opportunity.

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Hi fish - looking for career advice
A CBT practitioner/ Psychiatric registered nurse. Now sitting in Compensation and Rewards in financial sector. In what aspect ( within HR ) the best to focus/ more advantage to develop? Thanks!

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I’m not old BUT when I was younger I thought it was important to have all the alphabets after my name (I.e. Phr, SHRM and all the others). I learning that the younger crowd coming into the market thrives off these identifiers yet they know very little about the real world aspects of the job. I watch leadership roll their eyes at the email footers. I feel like keeping those attached to my name hurts my credibility so I removed them…. I’m I thinking wrong?

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Hi Everyone! Between corona and snowstorms, “real life” is seeming as far off as anything else. Curious to hear what some people are doing to keep their employees engaged? Zoom happy hours are dead.. we did a few “virtual contests” (i.e., everyone submitted a pic of themselves dressed up for Halloween, allowing former years as entries, and made a slide show for voting the winner), but I’d like to go a little bigger. Suggestions??

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SPHR exam- has anyone ever been “randomly selected” for an application audit? This just happened to me and the sheer amount of effort that is going to go into collecting all the documents almost makes me not want to follow through. Since I didn’t finish undergrad, they’re asking for a copy of my high school diploma or transcript and that itself is going to be an absolute nightmare to get hold of. Guess I’m not really looking for a solution here, just venting.

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Hello Fishes,
Looking for some help please... wanted to knw with IIM is the best for PG in HR... I have completed my BA and MBA(distance) looking for further certifications. Thankyou for ur help!!😀
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I’m contracting with a company in an admin role, but sometimes I’m asked to do projects that would normally be outsourced to a marketing or design company like designing a flyer for example. It’s not in my job description, but I have the skills to do this work and so why not ask me to do it? Is it out of the question to ask if I can be paid for that work under a separate fee as a consultant or something? Is that even possible?

Do you think resume past behaviour is really a predator for future behaviour ? To me there has to be more psychological statistic on this to ring true as all work variable differ for each workplace, including performance expectations, tasks and evaluations.

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My company went toxic in the last couple months. Chose me and started interviewing. Had a very successful interview with Amazon but recruiter is working hard trying to place me and said there’s no knowing how long to find a team. Meanwhile I just received a Director offer for a company with a 29% pay bump July 1. If Amazon or any other FAANG/large co gets back to me, is there an acceptable way to not burn bridges with new job and accept or delay start date with FAANG? Or fuck it just hop?

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I am trying to land a role as a human resources business partner and I'm wondering which certification would be the best for me going forward. Phr? Shrm? Thoughts? Thanks!

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I recently left a company because I didn’t see eye to eye with management about recruitment. The company I worked for regularly touts its commitment to D&I but in the recruitment process my candidates were routinely exited for having natural hair, being too old, too “urban”, etc. I’m not looking to bitterly blow up their spot but I feel like someone needs to be aware of this. This was done at the higher levels of local leadership and I have no connection with anyone in corporate. What to do?

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I’m an HR Manager for a small (41 employee) company in Chicago. I make $70,000 a year no bonuses. I’m SHRM-CP and PHR certified with four years experience and a masters in HR. Am I underpaid?

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So I’m in people ops (for lack of a better term) at a national nonprofit for 3 years now and I am *struggling* to pivot into more traditional HR roles and people ops positions outside of the nonprofit space. Has anyone here successfully made that pivot? What did you find most helpful?

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How do you build trust with your company's employees that you are there as a resource for them, and not just to protect the company? Especially in this remote environment.

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Saddle Creek Logistics…..thoughts?

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