How to Become a Successful Freelance Recruiter? The Story of Anastasia Guzenko
Posted: Mon Apr 21, 2025 8:53 am
We are starting a series of articles about our experts who achieve success. We share with you stories and advice so that working with HRTime brings higher results in monetary terms. And the first performer we asked to tell about her experience is the leader of the rating of experts in personnel selection: Anastasia Guzenko . Let's pass the microphone to her!
Hello, colleagues!
I want to share my story about how I started working as an external recruiter, how I got acquainted with hrtime, and what came of it. I sincerely hope that my story will be useful not only for beginners, but also for experienced experts mastering work with external orders.
About me
Briefly about myself: 35 years old, higher legal education, advanced training in the USA Phone Number List specialty "personnel selection", completed many trainings ("recruitment, assessment and motivation of personnel", "recruitment of personnel for managers", "assessment of management responsibility", "time management", etc.).
I have been working in personnel selection for over 15 years. I worked in large companies (Gold Mining Artel of Prospectors Chukotka, TD Tvoy Dom, TRC Vegas, Detsky Mir), in personnel agencies (SteadiBridge, Profil, Strategy of Personnel, etc.).
She has worked her way up from a human resources inspector, manager to head of the personnel selection department and deputy general director of a recruiting agency.
Start of remote work
In 2012, I went on maternity leave, gave birth to a daughter, and a couple of years later decided to look for a remote job so as not to lose my qualifications. In my resume on the job site, I indicated the option of remote cooperation, and I was lucky - the first customers and the first applications for recruitment appeared. Then I realized that I could do my favorite thing remotely and earn money, combining work with raising my daughter.
I learned about the recruiter platform hrtime from the Internet, and registered on it in June 2015. To be honest, I didn’t immediately believe in success, so I looked for alternative sources of finding clients – mailings, recommendations, etc.
But seeing that new customers come to the hrtime platform every day, new projects appear, I decided to promote my profile.
"Pumping up" your profile
In order to "pump up" my profile, I began to study the exchange's capabilities. I quickly realized that without PRO you won't get far, since all the cool projects are closed for response. But it turned out that you can get PRO on promotion, participating in contests from the site administration and answering questions in the hr-club, which I took advantage of. By the way, this is very important for beginners and those who doubted at the start and were not ready to pay. Having received PRO, I passed accreditation and the professional support program.
1. Accreditation
The interview for accreditation was conducted by the head of the service, Olga Arzamasceva. We talked about me for about twenty minutes and another thirty minutes about promotion opportunities. I especially remember how Olga talked about the principle of direct requests from customers, similar to a hypermarket: the more different point services the contractor puts on its “shelves”, the more direct requests and “buyers” he gets. I was inspired by this idea and made more than 100 services to describe each narrow topic that I can work on with the client. And it gave its results! As a result, my current funnel is about 40 customer requests per month, from which I can choose the most profitable and interesting ones.
Hello, colleagues!
I want to share my story about how I started working as an external recruiter, how I got acquainted with hrtime, and what came of it. I sincerely hope that my story will be useful not only for beginners, but also for experienced experts mastering work with external orders.
About me
Briefly about myself: 35 years old, higher legal education, advanced training in the USA Phone Number List specialty "personnel selection", completed many trainings ("recruitment, assessment and motivation of personnel", "recruitment of personnel for managers", "assessment of management responsibility", "time management", etc.).
I have been working in personnel selection for over 15 years. I worked in large companies (Gold Mining Artel of Prospectors Chukotka, TD Tvoy Dom, TRC Vegas, Detsky Mir), in personnel agencies (SteadiBridge, Profil, Strategy of Personnel, etc.).
She has worked her way up from a human resources inspector, manager to head of the personnel selection department and deputy general director of a recruiting agency.
Start of remote work
In 2012, I went on maternity leave, gave birth to a daughter, and a couple of years later decided to look for a remote job so as not to lose my qualifications. In my resume on the job site, I indicated the option of remote cooperation, and I was lucky - the first customers and the first applications for recruitment appeared. Then I realized that I could do my favorite thing remotely and earn money, combining work with raising my daughter.
I learned about the recruiter platform hrtime from the Internet, and registered on it in June 2015. To be honest, I didn’t immediately believe in success, so I looked for alternative sources of finding clients – mailings, recommendations, etc.
But seeing that new customers come to the hrtime platform every day, new projects appear, I decided to promote my profile.
"Pumping up" your profile
In order to "pump up" my profile, I began to study the exchange's capabilities. I quickly realized that without PRO you won't get far, since all the cool projects are closed for response. But it turned out that you can get PRO on promotion, participating in contests from the site administration and answering questions in the hr-club, which I took advantage of. By the way, this is very important for beginners and those who doubted at the start and were not ready to pay. Having received PRO, I passed accreditation and the professional support program.
1. Accreditation
The interview for accreditation was conducted by the head of the service, Olga Arzamasceva. We talked about me for about twenty minutes and another thirty minutes about promotion opportunities. I especially remember how Olga talked about the principle of direct requests from customers, similar to a hypermarket: the more different point services the contractor puts on its “shelves”, the more direct requests and “buyers” he gets. I was inspired by this idea and made more than 100 services to describe each narrow topic that I can work on with the client. And it gave its results! As a result, my current funnel is about 40 customer requests per month, from which I can choose the most profitable and interesting ones.