Participant number	Role	Pseudo Code	Experience (In Years)	Candidate details
1	Recruiter	R1	13	R1 had extensive experience in recruitment, having worked as a national talent manager for a manufacturing company in Saudi Arabia, as well as in a retail company in the same region. With a total of 13 years of experience in recruitment, R1 was responsible for all aspects of the recruitment process, from candidate engagement to hiring manager collaboration, and focused on recruiting for middle to senior-level positions. Notably, R1 did not utilize external recruitment firms as part of the sourcing process.
2	Recruiter	R2	10	R2 was a talent acquisition partner for an IT company in Australia and was responsible for managing various HRM activities, including recruitment and strategic planning. He had a total of 10 years of experience in the RSP, focusing on recruiting for IT companies. R2 was involved in all phases of the recruitment process and did not rely on external recruitment companies for candidate sourcing. However, for middle to senior positions, he searched for potential candidates in other countries who were open to relocating to Australia if the recruitment process was successful.
3	Recruiter	R3	5	R3’s professional experience is characterized by his dual roles as a Human Resource Manager and Operations Manager, which also encompass recruitment responsibilities. As an external recruiter, he managed his own recruitment agency and provided recruitment services to clients. While involved in all aspects of the RSP, he was not responsible for the final hiring decision, which was made by the hiring manager of the client company. R3 has worked in different industries, including IT, hospitality, and facilities management, where he primarily focused on recruiting junior blue-collar workers. R3’s tenure in the RSP industry spans five years.
4	Recruiter	R4	14	R4 worked as an internal recruiter, assuming the role of HR business partner, with an experience of 14 years in recruitment, primarily in the IT sector. She was associated with a global IT consulting company, which has a workforce of over 2.5 million employees. During her tenure, she was actively involved in all phases of the RSP, recruiting junior to mid-level experienced candidates. R4’s recruitment workload was high, with a volume of 250 candidates per month, which necessitated her to compete with other IT consulting companies in attracting and hiring top talent. She also led the hiring of MBA graduates from prestigious Indian universities, which she considers a successful strategy for attracting young talent to the organization.
5	Recruiter	R5	10	R5 had the official designation of Human Resources Specialist and worked as a recruiter in the Philippines for a total of ten years. During this time, he gained experience in recruiting for various junior to mid-level roles. Further details regarding his involvement in different recruitment processes, industries, or organizations are not available.
6	Recruiter	R6	4	R6 worked as a recruitment specialist in the Philippines, and all four years of her career involved hiring for junior to mid-level roles. Her primary focus was on business process outsourcing (BPO) roles, where most of her clients were based in the USA and had call centres or administrative services established in the Philippines. She had an average monthly fulfilment target of 65, which refers to the number of positions she was required to fill in each month.
7	Recruiter	R7	4	R7 worked as an internal recruiter for four years in India in the transportation and logistics industry, holding the official title of Recruitment and Payroll Manager. During his tenure, he was primarily involved in recruiting blue-collar workers, specifically drivers, for the organization. R7 was responsible for all phases of the recruitment process, including sourcing, screening, interviewing, and onboarding new hires. His average monthly fulfilment target was 28.
8	Recruiter	R8	12	R8 held the position of Technical Recruitment Specialist and worked as an internal recruiter with a focus on middle to senior-experienced candidates. He worked in Pakistan and hired an average of 20 candidates per month. In addition to his work as an internal recruiter, he was also an external recruiter for IT and startup firms and established his own recruitment agency.
9	Recruiter	R9	9	R9 served as a Talent Acquisition Manager in the aviation industry and was primarily involved in the recruitment of skilled and senior positions, such as pilots, cabin crew, and airport security agents for a Nigerian airline company. Having nine years of experience as an internal recruiter, R9 held the responsibility of overseeing the entire recruitment process for the company, from sourcing potential candidates to conducting interviews and making hiring decisions.
10		R10		R10 was employed by a multinational corporation that has a century-long history and is part of the Fortune 100 list. The corporation specializes in developing AI technologies that function as platforms for global companies. R10 worked for a division of this corporation, which functioned as a recruitment agency for other Fortune 100 companies on a global scale. Although based in the United Kingdom, R10’s clients were primarily located in the United States of America. R10 held the official title of Talent Acquisition and Offering Lead and was responsible for designing and implementing talent acquisition strategies for other global corporations.
11	HR Executive	HRE1	8	HRE1 served as an HR Executive and held the position of Human Resource Manager for an Indian financial institute in the banking and financial sector. In addition to his role as an HR Executive, he acted as an internal recruiter, being responsible for hiring approximately 150 candidates monthly, resulting in 1800 candidates annually. HRE1 was involved in the recruitment of credit analysts, risk analysts, credit monitoring professionals, sales, and marketing managers, among others. His total experience in the industry amounts to eight years.
12	HR Executive	HRE2	7	HRE2 served as an HR manager and as a recruitment specialist. He also has his own recruitment agency which has been involved in hiring for various companies in India. He has been using LinkedIn as the main sourcing platform and had exposure to many AI technologies which have been requested by the companies he worked for.
13	Recruiter	R11	13	R11 was employed in an Australian professional services company and served as an internal recruiter. With the official title of Talent Acquisition and HR Business Partner, she was responsible for recruiting candidates for middle to senior positions, including director-level positions, in the accounting and auditing profession. In addition to being involved in all phases of the recruitment process, she also collaborated with external recruitment agencies to source suitable candidates.
14	Hiring Manager	HM1	14	HM1 was employed as a Business Development Manager and acted as a hiring manager for a natural resources company. His primary responsibility was to recruit sales and marketing professionals, with an average hiring volume of 2 - 4 hires per year. HM1 relied on the internal recruitment function of the HR division to aid in making hiring decisions, and although external recruitment agencies were available to him, he opted to utilize the internal recruitment team due to the low volume of hiring in his business division. HM1’s career history includes working for retail companies in Russia before relocating to Australia.
15	Recruiter	R12	3	R12 was an employee of an Australian recruitment agency and had a tenure of three years. Her primary responsibility was to serve accounting clients by recruiting professionals holding a CPA certification. The official title she held was Recruitment Consultant, and her average monthly hiring rate was 15 candidates or 180 candidates per year. The roles she hired for ranged from junior to senior positions.
16	Recruiter	R13	2	R13 was employed by a legal firm located in the Netherlands, where she functioned as an internal recruiter. Her official title was that of a recruitment consultant, and she was entrusted with the task of employing legal professionals such as lawyers and partners within the said profession.
17	Recruiter	R14	15	R14 was employed as an internal recruiter by an IT enterprise situated in the Netherlands. Furthermore, he rendered recruitment services to client companies, primarily for executive-level hires. On an average basis, his recruitment activities resulted in hiring 3 individuals per month or 36 annually, which included C-level executives.