How Do You Pay Perm Recruiters???

How Do You Compensate Permanent Recruiters?

Hi everyone! I hope you don’t mind a somewhat complex question—I’m reaching out in hopes of getting some guidance from seasoned agency owners!

I launched my recruitment agency earlier this year, and things are going well; we’re averaging about $60K a month, primarily through contract placements. While I have extensive experience in temporary and contract recruitment, permanent placements are a whole new ballgame for me. As a solo operator, I’ve been able to manage roles and retain all fees, but now that I’m looking to expand my team, I need to understand how to calculate individual billings and commissions for my recruiters.

My plan is to implement a salary plus commission structure. The idea is that recruiters will first cover their salary through their billings and then earn a commission on the amount over that threshold. I’m thinking of a commission rate of 30% for securing a job order and 25% for successfully placing a candidate.

Here’s a scenario I’m trying to wrap my head around:

• If a recruiter has a salary of $5K per month and bills $30K in a month, how should I determine their commission? Should I consider the total fee of the job order they worked on or just the portion they directly contributed to?
• In my proposed plan, if a recruiter brings in a job order but another recruiter fills it, they would be entitled to a 30% commission after covering their salary. So, for instance, if the salary is $5K and the placement fee is $20K, would they earn 30% of $15K or 30% of the full $20K? My mind is a bit boggled on this—any clarification would be greatly appreciated! Thanks in advance!

How to become a travel staff agency

How to Transition Your Staffing Agency into a Travel Staffing Agency

I currently run a staffing agency that provides therapists for school districts and higher education institutions in California. I’m interested in expanding my agency to include travel staffing, allowing me to recruit candidates from other states. I’ve tried searching online for guidance, but I might not be using the right keywords, as I haven’t found the information I need. Any advice or resources on making this transition would be greatly appreciated!

Seeking Recommendations for ATS with Website Data Integration for My One-Man Band Recruitment Firm

Looking for ATS Recommendations with Website Data Integration for My Solo Recruitment Firm

Hello everyone,

I’m in the process of launching a one-person recruitment firm and I’m on the hunt for an Applicant Tracking System (ATS) that can effectively manage applications while also providing valuable insights on my website for each job listing.

I’m particularly interested in an ATS that can capture and showcase data points such as:

• Total number of applicants
• Number of interviews held
• Predominant industries of applicants
• Rejection rate of applicants

I envision this information being displayed in a dashboard format on my website, similar to the ATS dashboards that recruiters typically utilize.

Can anyone recommend ATS platforms that support this type of integration? I’d love to hear about any options that align closely with these requirements.

Thank you for your help!

Recruitment question

Recruitment Update

I recently applied for a position in my field, where I have over 10 years of experience. After deciding to leave my previous job, I took a four-month break to reassess my career direction. Upon realizing I wanted to return to work, I submitted my application.

My initial conversation with the recruiter went smoothly, and they set up an in-person interview with the hiring manager for the following week. That meeting also went well.

The day after the interview, the recruiter contacted me to schedule a phone call for the following week. I assumed this call was to inform me that I got the job, especially since my experience seemed to perfectly match what the company was looking for.

However, during the call, the recruiter informed me that they wouldn’t be moving forward with my application. She mentioned that there was no negative feedback from my interview and that the hiring manager thought highly of me. The deciding factor, however, was that I was not currently employed, and they chose to proceed with other candidates who were.

Just two days later, I noticed the job posting was back on their website.

I’m left wondering what this all means and what my next steps should be. It feels like the recruiter may not have been entirely forthcoming with me. Any advice?

Enough, I want out.

I’m done. It’s time to make a change.

I’ve spent over five years in recruitment and talent acquisition, working with some of the largest manufacturing and IT companies, both as an agency and in-house. During this time, I’ve experienced two layoffs—one due to COVID and the other during the recent wave of tech layoffs.

In pursuit of my career, I’ve relocated to different countries twice without any relocation support and have consistently been promoted. However, my salary is now about 30% lower than it was two years ago. I haven’t learned anything new in the last three years, while I’ve been in the position of teaching others.

I’m considering a shift to sales, particularly in manufacturing-related products—not services or software. How can I successfully make this transition, and what other opportunities should I explore? I’m based in Barcelona. Thanks for your advice!

How much is everyone charging as a full-desk recruiter?

Curious about fee structures for full-desk recruiters!

Hello everyone! I’ve recently made the leap to work independently and I’m interested in knowing what rates others are charging for direct hires, temporary placements, and temp-to-hire situations as full-desk recruiters. Thanks in advance for sharing your insights!

Remote Customer Support Representative for hire

Remote Customer Support Representative Available for Hire

Hello everyone!

I’m Consolata, a dedicated professional from Kenya with extensive training in customer support, and I’m excited to bring my expertise to a new opportunity.

What makes me stand out is my strong commitment to exceeding customer expectations and creating memorable experiences. I recognize how vital outstanding customer support is to a business’s success.

As this is a remote position, I’m fully confident in my ability to work independently, consistently fulfilling my responsibilities without the need for direct supervision.

If you’re a recruiter, staffing agent, or employer with an opportunity in this field, I’d love to share my resume and any other necessary documents. Please feel free to reach out to me via PM. Thank you!

How does a fresher negotiate for salary??

How can a recent graduate effectively negotiate their salary?

I’m a recent graduate and have been contacted about an opportunity at a service-based company. After an interview, they expressed interest in moving forward with my application. When asked about my expected salary, I quoted the average amount that graduates from my department typically receive during campus placements. However, the HR representative mentioned that the client believes my expectation is beyond their budget and provided a very limited salary range.

The position would involve working with a well-known client with a strong reputation, but it requires relocating to a part of the country that I’m not particularly keen on. I’ve communicated my reluctance to the HR, who suggested that a relocation could be possible later on if my manager agrees. I’m skeptical about that possibility.

I’m open to relocating for a better compensation package, but I’m also aware of the challenges in the current job market. I’m uncertain if pushing for my expected salary is the right move at this point. Should I attempt to negotiate further? If I do, how can I approach this effectively as a newcomer to the workforce? Alternatively, should I consider just accepting the offer within the client’s budget?

Accepted a new role at a startup!

Exciting news – I’ve accepted a new role at a startup! I’m thrilled to join a recruitment company, thanks to my connection with the owner, who has other ventures as well.

I’ll be the first full 360 recruiter on the team, alongside a business-focused partner and a few delivery specialists.

My background is in public sector tech, but now I’m diving into the private sector, which opens up a world of opportunities.

I’d greatly appreciate any tips or insights from seasoned recruiters or top billers to help me hit the ground running!

Just to give you some context, I’m based in the UK, and the commission structure is set at 20% with a £5k threshold.

ZoomInfo Elite License available

ZoomInfo Elite Licenses for Sale!

We have a few additional ZoomInfo Elite licenses up for grabs. If you’re interested, feel free to DM me!

• Price: $3,900/year per user
• Elite features include Intent data, WebSights, NeverBounce, and Tracker functionalities
• Our group licensing contract has 1.5 years remaining, and we’re just looking to recoup our costs.

Let me know if you’re interested!