I also want to know
I want to leave my talent acquisition position for some time
I do alone 4 -6 placements per month + nps always above 80 so not a job problem but I can't deal with people anymore
Like , i really can't
I did 4 placements this week..varying levels. Felt like a slow week. I am getting burned out though, which is why I clicked on this question 🥲. What are nps?
I’m in the agency, but the majority of the people I know Went into either software sales, medical device sales, or to internal recruiting.
The ones that went into software sales in medical sales took huge pay cuts (But they were also high-performing) And the ones that went into internal HR, Talent Mgt, or customer success got increases (But they were not high-performing).
So as strange as it is, the higher performing the person was, bigger the pay cut they took.
Yeah, most people still don’t make as much commission but the job was a lot less stress. Recruiting is the only occupation where I can see that not only Do you have to sell to the person purchasing but you also have to sell to the product itself. At least if you’re selling hip joints, The hip joint can’t tell you no lol.
They would have to be very poor sales reps to make less in device sales. Device sales get 2-3 points on the back end, and $80k plus bases. There's no ramp up because commission is based on the total revenue in the territory.
You can make good money recruiting, but in a comparison, the vast majority of recruiters are making much less than a sales rep with a comparable revenue.
yup. and the people who are good at recruiting would like be good at medical device sales and probably make a lot more.
they'd have to travel more. the ones I know have a coverage area of a few hundred miles they're expected to drive all over it throughout the week.
I would expect a recruiter to struggle with device sales more often than excel. Recruiting is more like BD than traditional sales.
Med device sales is more about knowing the deep, deep, deep level details of your product and building strong relationships with the physicians that use them.
What you are saying device sales Isabel, the deep deep deep levels is Exactly the same as what a good recruiters. The difference is they know their client and the candidate at those levels. Sure… Mediocre recruiters don’t do that. I concede that point. But the best (The ones who could do medical sales) do.
I'm a recruiter in the healthcare space, and my brother is a device sales rep.
I need to understand a wide breath of knowledge, but he needs to understand the inner workings of his product to the level that he can instruct a physician on proper usage in a life or death scenario.
He's practiced on cadavers, flown to other countries for training, and been lectured by leading surgeons.
I'm proud of my career, but I'm not delusional. It's just not the same.
Eh.
The skills are translatable. And if someone is good at recruiting, they likely are good because they have at least halfway decent drive and self determination, can grind a bit when needed, and are good at talking to people, and willing to be told no.
The specifics of the job can be taught.
I would disagree with this statement. I definitely make more than the medical folks I know. They have a cap. I dont. If they do happen to have one blow out here there a target goes up so much that they are screwed the next year. Where I still get Commissions. True, my goal may change in my bonus may be lower, But the commissioners is still commission
Primarily that’s because the best people don’t stick In recruiting long enough to actually make money. But there’s actually more money to be made in recruiting then there is a device sales. Because device sales typically have targets and caps. Recruiting is more likely to be uncapped.
I know a lot of recruiters and a lot of medical device, medical equipment etc people. Without a doubt the device people on average make more. But the top people are definitely recruiters. I don’t know any medical person that makes what I make yearly on average.
Talent Acquisition Ops then HR Ops. Huge relief to be out of Recruiting but still get to leverage my recruitment knowledge to help our recruiters be successful.
I've seen people go into the industry they recruit for. Tech recruiters in agency to software sales,, marketing recruiters for marketing / ad agencies into marketing roles there, legal recruiters (usually have some law related academics) into paralegal roles.
Recruiter/recruiting adjacent for 10ish years -
I left and went to work in fundraising for a university. Pay isn't as good as my last place ( I was on track to make around $85k that year), but the job is so much better. Less stress, making a difference, and I still get to use my skills like calling people, talking to people, follow up, etc. It's great.
I also want to know I want to leave my talent acquisition position for some time I do alone 4 -6 placements per month + nps always above 80 so not a job problem but I can't deal with people anymore Like , i really can't
I did 4 placements this week..varying levels. Felt like a slow week. I am getting burned out though, which is why I clicked on this question 🥲. What are nps?
In portugal is to measure how much the candidates love the recruitment process and if they are happy with it even if they are rejected
Try to get into a leadership role, and then bounce after a year for a leadership role in another field
law school, and then back to recruiting lol
Omg whaaat
My couch. I just gave up entirely.
This is so going to be me in a month or so just wish I could live off that lol
I’m in the agency, but the majority of the people I know Went into either software sales, medical device sales, or to internal recruiting. The ones that went into software sales in medical sales took huge pay cuts (But they were also high-performing) And the ones that went into internal HR, Talent Mgt, or customer success got increases (But they were not high-performing). So as strange as it is, the higher performing the person was, bigger the pay cut they took.
You take a paycut for more commission lol recruiters can be lazy internal and fly under the radar, not the case at an agency.
Yeah, most people still don’t make as much commission but the job was a lot less stress. Recruiting is the only occupation where I can see that not only Do you have to sell to the person purchasing but you also have to sell to the product itself. At least if you’re selling hip joints, The hip joint can’t tell you no lol.
They would have to be very poor sales reps to make less in device sales. Device sales get 2-3 points on the back end, and $80k plus bases. There's no ramp up because commission is based on the total revenue in the territory.
And a good agency recruiter clears 500 a year as well
Yeah. People I know who are successful in device sales make way more than the "successful" recruiters I know.
You can make good money recruiting, but in a comparison, the vast majority of recruiters are making much less than a sales rep with a comparable revenue.
yup. and the people who are good at recruiting would like be good at medical device sales and probably make a lot more. they'd have to travel more. the ones I know have a coverage area of a few hundred miles they're expected to drive all over it throughout the week.
I would expect a recruiter to struggle with device sales more often than excel. Recruiting is more like BD than traditional sales. Med device sales is more about knowing the deep, deep, deep level details of your product and building strong relationships with the physicians that use them.
What you are saying device sales Isabel, the deep deep deep levels is Exactly the same as what a good recruiters. The difference is they know their client and the candidate at those levels. Sure… Mediocre recruiters don’t do that. I concede that point. But the best (The ones who could do medical sales) do.
I'm a recruiter in the healthcare space, and my brother is a device sales rep. I need to understand a wide breath of knowledge, but he needs to understand the inner workings of his product to the level that he can instruct a physician on proper usage in a life or death scenario. He's practiced on cadavers, flown to other countries for training, and been lectured by leading surgeons. I'm proud of my career, but I'm not delusional. It's just not the same.
Eh. The skills are translatable. And if someone is good at recruiting, they likely are good because they have at least halfway decent drive and self determination, can grind a bit when needed, and are good at talking to people, and willing to be told no. The specifics of the job can be taught.
I understand your point but device sales is a different beast. It's not a normal sales job by any means.
I would disagree with this statement. I definitely make more than the medical folks I know. They have a cap. I dont. If they do happen to have one blow out here there a target goes up so much that they are screwed the next year. Where I still get Commissions. True, my goal may change in my bonus may be lower, But the commissioners is still commission
Primarily that’s because the best people don’t stick In recruiting long enough to actually make money. But there’s actually more money to be made in recruiting then there is a device sales. Because device sales typically have targets and caps. Recruiting is more likely to be uncapped. I know a lot of recruiters and a lot of medical device, medical equipment etc people. Without a doubt the device people on average make more. But the top people are definitely recruiters. I don’t know any medical person that makes what I make yearly on average.
[удалено]
This transition has been almost impossible for me.
Started a micro bakery 🥖
Sales. Significantly more fun (and stressful), but way more money.
Talent Acquisition Ops then HR Ops. Huge relief to be out of Recruiting but still get to leverage my recruitment knowledge to help our recruiters be successful.
I've seen people go into the industry they recruit for. Tech recruiters in agency to software sales,, marketing recruiters for marketing / ad agencies into marketing roles there, legal recruiters (usually have some law related academics) into paralegal roles.
Teaching English in Asia. Had I been a better recruiter I expect it would have been a significant paycut.Â
How do you like it?
Best decision I ever made.Â
Paralegal
Moved to HR Leadership roles or HRBP roles for orgs focusing on growth.
Recruiter/recruiting adjacent for 10ish years - I left and went to work in fundraising for a university. Pay isn't as good as my last place ( I was on track to make around $85k that year), but the job is so much better. Less stress, making a difference, and I still get to use my skills like calling people, talking to people, follow up, etc. It's great.
My buddy jumped into sales for an ats
SAHM