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.

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.

This is exactly the reason I started https://instajob.biz I have had nothing but bad experiences with them (with the odd exception of course)

I am not sure what it is like in the rest of the world but in my experience, in the UK, they really don't give a damn about you: You are a number to them and they will say whatever they can to get you in the door.

I have a few friends that work in recruitment (or used to) and they paint a worse picture than that.

I do not trust them, nor do I know anyone that likes dealing with them.

The one thing that made me take my current job is the personal touch I was given. The person who contacted me was simply just being human, and not seeing me as just another number. That makes a difference.

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.

This is also for remote work?

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

How about in the present (A little thing called editing).

Updated!

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.

So is the author of the article; I hope she writes a follow-up whenever it becomes clear how her strategy has worked out!

Thanks, guys! We're still early in the process, but I'm more than happy to do an update next year! Let me know if I can give you any more information.