[Epistemic status: Iâve never done recruiting, I donât run or have a position at an âEA orgâ - feel free to ignore anything I say]
But, a couple of thoughts:
Your branding and copywriting could use a lot of work. Itâs not immediately clear to me that this organisation is legitimate.
Iâm highly unlikely to apply for a job if I donât know who the hiring organisation is. The organisation and their mission is one of the primary reasons Iâll apply anywhere. If youâre doing âblindâ hiring rounds, youâll need to accrue a lot more trust amongst top talent.
These roles all seem fairly junior? I donât see much need for a recruiting agency working on junior roles. Main bottleneck seems to be finding a good fit for senior/âmanagement roles, and professional recruiters should rather spend their time on this
On your first pointâwe sincerely apologise for some of the errors in our copywriting. As I mentioned in my response to Moritz von Knebel, weâve had some discussions based on this feedback to ensure this will not be a problem in the future.
To your second pointâthis is also something weâve had some internal discussion about. In principle, weâd love to display the names of the orgs we are working with, but we are still trying to work out how to approach this logistically. Our current approach is in line with the standard practice amongst recruitment firmsâthe name of an organisation is typically not shown in job ads since firms want potential candidates to interact with them during the recruitment process. We aim to convey enough information within our job ads so that potential candidates clearly understand the mission of the organisation they are applying for. Again, I appreciate some of our copywriting may have been subpar hereâthis will not be an issue in the future.
To address your third pointâthe roles we recruit for have varying degrees of seniority. Our function is to serve any organisation as per their individual needsâyouâd be surprised how difficult and time-consuming it can be for some orgs to hire for even junior positions.
[Epistemic status: Iâve never done recruiting, I donât run or have a position at an âEA orgâ - feel free to ignore anything I say]
But, a couple of thoughts:
Your branding and copywriting could use a lot of work. Itâs not immediately clear to me that this organisation is legitimate.
Iâm highly unlikely to apply for a job if I donât know who the hiring organisation is. The organisation and their mission is one of the primary reasons Iâll apply anywhere. If youâre doing âblindâ hiring rounds, youâll need to accrue a lot more trust amongst top talent.
These roles all seem fairly junior? I donât see much need for a recruiting agency working on junior roles. Main bottleneck seems to be finding a good fit for senior/âmanagement roles, and professional recruiters should rather spend their time on this
Hi jwpieters,
On your first pointâwe sincerely apologise for some of the errors in our copywriting. As I mentioned in my response to Moritz von Knebel, weâve had some discussions based on this feedback to ensure this will not be a problem in the future.
To your second pointâthis is also something weâve had some internal discussion about. In principle, weâd love to display the names of the orgs we are working with, but we are still trying to work out how to approach this logistically. Our current approach is in line with the standard practice amongst recruitment firmsâthe name of an organisation is typically not shown in job ads since firms want potential candidates to interact with them during the recruitment process. We aim to convey enough information within our job ads so that potential candidates clearly understand the mission of the organisation they are applying for. Again, I appreciate some of our copywriting may have been subpar hereâthis will not be an issue in the future.
To address your third pointâthe roles we recruit for have varying degrees of seniority. Our function is to serve any organisation as per their individual needsâyouâd be surprised how difficult and time-consuming it can be for some orgs to hire for even junior positions.