Where to develop it recruiter?

Question

Career in IT

Colleagues and developers, good afternoon!
I wanted to ask you about your vision of a career as an IT recruiter.
I’ll clarify right away - it’s a recruiter, not HR. Since childhood, I don’t really like to wipe the snot on adults, so HR is not mine.
Here you worked in a recruitment agency, became a team leader. You earn 150-200.
I wanted peace - I went to the in-house for a salary of 100 and bonuses of 30-40.
But where next?
What career paths are there?
For example, I am now 21 years old. Great company, great conditions. Yes, in general, everything is ok.
But I feel like I'm not reaching my full intellectual potential.
Of course, there is the option of doing your own business, but this is not something I would ever want to do.
Tell me, what development path do you see?

Answer 1

there are HRs and there are secretaries.
Secretaries, they simply select employees in a square-nest method by comparing keywords in resumes and vacancies. They don't care about the applicant. They don’t offer them anything, but damn it, they don’t even bother to introduce themselves as a legal person (it’s not clear what kind of company and what kind of project, it’s not your business, serf!). Yes, they can have a good database of applicants, yes they can negotiate well with people, agree on interview dates and smooth out the fuck-ups, yes they can be able to hang noodles on their ears and talk to a rock star to work for a gallero-legacy, but they do not stop being secretaries.
And there are HRs who work not only with applicants, but with customers.
They are obliged to force the customer to decide who they need at all, to force the customer to reveal the cards, at least in the form of a salary fork and proposed projects, they are obliged to bring together and introduce the customer to the vacancy and the applicant and a level higher than the master-serf. This is their duty. And this is how you can attract real seniors and find key personnel, having interested the customer in the vacancy of the applicant and not keeping him in absolute secret. For example: they must not only understand that out of 5 interviews, 3 interviews with deputy directors, directors and business owners are not only insanity, but are also guaranteed to scare away any sane employee with work experience (and then he will also leave a bunch of negative reviews everywhere and then about such an ADE). But they are obliged to dissuade the customer from such an act or stop communicating with him. They are obliged to fish out a salary fork and force the employer to describe their company in a positive way, and not ostentatious "eat cookies" that no one needs. Those. they must form the deal, show BOTH parties the bonuses offered, and justify the price to BOTH parties. They form the RIGHT business recruitment process. And not the insanity that is happening in the IT hiring market in the CIS (it is especially wild to perceive domestic hiring after the experience of hiring in Japan).
Therefore, I think that you should try to start becoming an HR recruiter ;)