How to restructure a contract with our BD?

How to Restructure Our Business Development Contractor’s Contract?

We’ve been working with an outsourced Business Development contractor for the past three years, having previously employed them as a full-time employee for over a decade. When their contract was initially created by the previous owners, it heavily relied on goodwill, and there were no established targets, goals, or KPIs—only a flat fee regardless of performance.

Over time, however, their output has significantly declined. The quality of work has deteriorated, and they’ve lost motivation, leading to a situation where we’re now losing 40% on every placement they bring in—compared to just 15% previously.

This situation cannot continue, so I am looking to renegotiate the contract. The line between employee and contractor has become blurred. For instance, if the contractor’s laptop breaks down for two days, they still charge us for the services during that time.

Currently, the contractor earns a flat rate of $100K but used to bring in 100 jobs and is now only delivering 60. I propose establishing a base rate with the potential for them to earn up to the full $100K if they meet the original target of 100 jobs, with even greater opportunities for bonuses if they exceed that target.

I would appreciate your insights on this approach.

Additional Considerations:
– We do need this individual during the medium term. If they’re dissatisfied with the new terms, I’ll recommend they continue under the existing agreement for six more months until we can find a replacement.
– The old contract specifies set hours and an hourly rate, which doesn’t effectively promote productivity. It would make more sense for the new contract to focus solely on retained business rather than referencing hours worked.

BD Paralysis

BD Paralysis

I know this might sound a bit odd, but do clients really care if we’ve worked with companies like theirs in terms of talent, size, or scope? Sometimes when I mention a few names, they seem completely unfazed.

I’ve noticed something about my new manager that I’d like to emulate—when he speaks to clients, he carries this relaxed confidence and isn’t overly invested in impressing them. Contrarily, I often catch myself sounding a bit desperate, spending too much time on our capabilities rather than truly listening to their needs.

I realize this might be somewhat abstract, but I’d love to hear from anyone who has faced a similar challenge and how they overcame it.

Am I missing something?

Am I overlooking something?

Quick Summary: I’m an agency recruiter in London’s slow and specialized property market. Should I consider exploring other agencies or sectors with seemingly better commission structures?

I’ve spent the past 18 months in agency recruitment after making a career switch. While I’ve transitioned into the property sector, the activity has been lackluster the entire time. I’ve had some decent months, but they’re rare.

Recently, I’ve begun discussing potential moves to other agencies or industries, which has led me to wonder if the grass is greener elsewhere.

For context, I’m living with my partner and we’re planning to start a family in a couple of years.

Currently, I have a base salary of £32,000 with a commission structure that offers 10% up to £6,000 and then a 2.5% increase for every additional £5,000. I’m in the office twice a week, and my travel costs are covered.

I’m considering potential roles in facilities management, mechanical and electrical, and construction sectors. They also offer a £32,000 base, but with a different commission threshold of £5,000, then 20% and a 10% increase for every additional £10,000 billed. These positions require being in the office three times a week, with no travel expenses covered.

The earning potential in these new opportunities appears promising, but the thought of starting over makes me a bit anxious. Any advice?

InMail vs LI Message to a 1st Contact

InMail vs LinkedIn Message to a 1st Degree Connection

As the title suggests, when reaching out to a 1st degree connection on LinkedIn, InMails are free. But is there a benefit to using InMail instead of a standard LinkedIn message for this purpose?

Essentially, which option is more likely to capture their attention? I’m curious about the differences in how each method is perceived.

For some context, I primarily focus on headhunting and need to ensure that my approach stands out.

Rate my cover letter?

Seeking Feedback on My Cover Letter

Hello! I’m currently based in the UK and am pursuing a career in education recruitment due to some personal circumstances that require me to relocate. With a degree in psychology and a year of experience working as a Teaching Assistant under various agencies, I feel well-prepared for this role. I would greatly appreciate any feedback on my cover letter shared below. Thank you in advance!

Dear Hiring Manager,

I am thrilled to apply for a position within your recruitment team. My experience in education, passion for helping others, strong growth mindset, and resilience make me confident that I would be a valuable asset to your organization.

Having worked as a Special Educational Needs Learning Support Assistant (SEN LSA) and Youth Mentor, I have gained firsthand insight into the profound impact that an effective educator can have on a child’s development. After working with agencies for the past year, I have developed a clear understanding of what qualities contribute to a successful recruiter—honest communication, reliability, and genuine support are critical in what can sometimes be a challenging industry. Collaborating closely with students with diverse needs—including ADHD, autism, and behavioral challenges—has deepened my appreciation for the necessity of matching dedicated, skilled educators with the right environments. Each student has unique requirements, making it essential to find the best educational fit for lasting success.

As a member of a large family, I’ve always been surrounded by children and believe that a strong educational foundation can be transformative. My experiences working with children have underscored the importance of pairing students with teachers who understand their needs and can provide tailored support. My psychology degree has equipped me with valuable skills applicable to recruitment, such as active listening and enhanced social intelligence, as well as insights into various psychosocial challenges, enabling me to understand the perspectives of both staff and students. This dual understanding is critical in ensuring an ideal fit for everyone involved.

I pursued a degree in psychology out of a desire to help others, and I believe that working with i-teachers represents the perfect opportunity to further this mission. I value building long-term relationships and understand that sustainable success in education arises from trust, consistency, and a commitment to excellence. With i-teachers being the highest-rated education consultancy in the UK, I am eager to learn from the invaluable experiences you offer. The understanding of people’s needs and aspirations is at the core of both recruitment and psychology, and I am enthusiastic about leveraging this knowledge to support candidates and schools alike.

While my background is primarily focused on education, I recognize that the role of a recruiter can present challenges, including demanding hours and occasional setbacks. However, I believe that challenges are a part of life, and cultivating a strong growth mindset and resilience is vital. My time working as a postman, where I undertook long shifts six days a week, has instilled in me an understanding of the importance of hard work and perseverance. Additionally, I have embraced personal challenges, such as learning the guitar and keyboard, dedicating myself to mastering the instruments through patience and determination.

Although my experience in education has been incredibly fulfilling, I am eager to explore the dynamic fields of sales and marketing, all while applying the skills and knowledge I have acquired over the past five years in education and Special Educational Needs.

Best regards,
Adam

Would you use it?

Would you find this useful? Imagine having a tool that allows you to input an Indeed job post URL and instantly receive a CSV file with a list of company contacts, complete with names, email addresses, and job titles. It’s an ideal way to discover new clients!

Utilizing LinkedIn Connections for Biz Dev

Leveraging LinkedIn Connections for Business Development

Hello everyone,

I currently have around 6,000 connections on LinkedIn and I’m eager to explore how I can effectively use this network for business development. I would appreciate any tips or suggestions from the community on the best strategies.

Should I reach out to connections one by one, or is there a more strategic method I should consider? How do you utilize your own connections for business growth?

Thank you!

How do recruitment agencies source for clients

How Do Recruitment Agencies Source Clients?

Are all healthcare organizations registered with Ontario Health At Home, and do they exclusively recruit for all healthcare positions through this process?

What steps must a recruitment agency take to become prequalified for membership with Ontario Health At Home?

Is it possible for a recruitment agency to approach healthcare organizations if they are not a registered member of Ontario Health At Home?

What effective strategies can be employed to connect with decision-makers and persuade them to collaborate with your agency?

Has anyone successfully navigated this process? Any guidance would be greatly appreciated!

Thank you in advance!

How to source for clients as an independent recruiter

Finding Clients as an Independent Recruiter: A Guide

Are all healthcare companies registered with Ontario Health At Home, and do they exclusively recruit through this system for all healthcare positions?

What is the process for agencies to become prequalified members of Ontario Health At Home?

If a recruitment agency isn’t registered with Ontario Health At Home, can it still approach healthcare organizations?

What are the most effective strategies for connecting with decision-makers and persuading them to collaborate with you?

Has anyone successfully navigated this process? Any advice would be greatly appreciated!

Thank you in advance for your help!

Hi all,

Hello everyone,

I’m in search of a trustworthy financing company that can assist with timely payments to contractors.

If you have any recommendations or experiences with reputable providers in the UK, I’d love to hear from you!

Thank you!