sssantosha

Were they towards the end of the month? :P

Most agency recruiters are fresh out of college, up against some hard quotas, and super stressed. Turnover is very high.

Totally agree. And that's why we're taking the time to make it personal. But doing this has made me understand why so many recruiters just let everything slip into automatic.

Finding people actually interested in changing jobs is challenging. I'd say it's probably one of the hardest parts of recruiting.

All the engineers at https://www.MightySpring.com (we're building an app that matches companies with job seekers) spent this week doing traditional agency recruiting to get a better sense of the problem. Recruiting really is a numbers game. Finding the right balance between personalization and efficiency - knowing that most emails get deleted immediately, unread, is hard. We don't envy the recruiters who do this all the time.

Updated!

Noted. I work for Mighty Spring and will be done in future.

We're working on fixing this exact problem. I'm with Mighty Spring (https://www.mightyspring.com) and we're hiring.

We're building a tool for job search that takes into account not only what someone can do - but what they'd like to be doing. We want to show people a path to get from where they are to where they'd like to be.

Most of the companies we're helping are startups - early enough to be at the problem solving stage instead of the feature add-on stage.

I know Vungle is a pretty young company, but how long have the people you hired this way generally stayed with the company? Really interested in how short hiring cycles translate to culture fit and employee longevity.