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What would be great is finding out how much exactly recruiters and referral services charge. For instance, how much can Hired.com charge per referral to afford to give several thousand back to the employee.
>What would be great is finding out how much exactly recruiters and referral services charge.
The answer is anywhere between 12% and 35% of the candidates annual salary.
If you care about maximizing your take home pay, you will not use a recruiter. Regardless of what they tell you, their fee will factor into your salary negotiations and give you less leverage to the upside. While the potential employer won't tell you the recruiters fee, behind closed doors the conversation goes "Well, he wants 125K and the recruiter has a 10% fee on top of that, so..." You're automatically a more exp…
On the flip side, what if you're terrible at negotiating? For those people, even s theoretically reduced salary may be higher than what they'd get for themselves.
Full-time internal recruiters are rarely financially incentivised per hire or to hit targets. If they are, I'd strongly argue that the company employing them is utilising the recruiter incorrectly.
External recruiters live and die by their targets and their commission. Money is a terrible incentive (possibly the worst) for encouraging recruiters to actually help their candidates or clients.
Just like the best engineers/designers/etc, the best recruiters are those that go above and beyond simply to help their company succeed. When you use an external recruiter, that company is an agency.
I don't get all the recruiter hate. You're the pretty girl/handsome guy at the dance, for now. The unsolicited attention will fade with age. Enjoy it while it lasts.
The problem is when the unsolicited attention becomes a distraction. When you have engineers that can have their work process interrupted by something as trivial as workplace banter, an overzealous recruiter that calls incessantly, spams your email with job listings (for "anyone you might know looking for a new opportunity"), and in general doesn't know when to stop is something most developers would rather do withou…
Contingency recruiting and the incentives inherent in that model, again, is at the heart of the problem.
If you care about maximizing your take home pay, you will not use a recruiter. Regardless of what they tell you, their fee will factor into your salary negotiations and give you less leverage to the upside. While the potential employer won't tell you the recruiters fee, behind closed doors the conversation goes "Well, he wants 125K and the recruiter has a 10% fee on top of that, so..." You're automatically a more exp…
On the flip side, what if you're terrible at negotiating? For those people, even s theoretically reduced salary may be higher than what they'd get for themselves.
I don't get all the recruiter hate. You're the pretty girl/handsome guy at the dance, for now. The unsolicited attention will fade with age. Enjoy it while it lasts.
I don't get all the recruiter hate. You're the pretty girl/handsome guy at the dance, for now. The unsolicited attention will fade with age. Enjoy it while it lasts.
Well it's "attention" I guess, but is it the right kind? A better analogy might the pretty girl walking home from high school, of the rather hick-ish / paleosuburban sort -- when the older dropout pulls up in his muscle car and asks "Hey babe, wanna party?" I get about the same feeling when talking to recruiters, most of the time.
I hate the ones that require you to give an in person interview with them before they'll suggest you for an in person interview with a company. Can someone explain the reason they do this?
It also helps build a relationship. At some point that recruiter might 'ask' you to take a job with his/her client. Saying no to someone you haven't met is easier than saying no to someone you have spent time with.
Recruiters are constantly doing little sales 'closes' during the process, building towards that big close of you accepting a job offer. It's all part of a sales process, no different than any other sales position.
Edit: changed "the reason" to "one reason"
Earlier quoted context omitted.
On the flip side, what if you're terrible at negotiating? For those people, even s theoretically reduced salary may be higher than what they'd get for themselves.
Most recruiters don't care about the number; they only care that you signed the dotted line. Their downside is much, much bigger than their downside.