Best practices for hiring a business development person?

Best Practices for Hiring a Business Development Professional

I recently launched my own small agency specializing in legal staffing, primarily focusing on contract hires. We invoice clients monthly based on the hours billed by the talent we provide.

To help grow my business, I’m considering bringing on a business development professional. As I’m currently working solo from home, I prefer to hire someone who can work remotely. The compensation structure will primarily be commission-based, but I am open to offering a draw against commissions. The commission plan will also include residuals for the duration of client relationships, which could present a significant earning potential given that many positions are long-term.

What are some best practices for hiring someone in this role when I’m currently a one-person operation?

Additionally, what types of resources and support should I provide to ensure their success?

Lastly, what regular meetings or check-ins would be beneficial (considering they will be remote) without feeling overly intrusive?

Software developers and recruiters of Reddit, do you prefer sending/receiving the same resume for every job application or a tailored one?

Attention software developers and recruiters on Reddit! When it comes to job applications, do you prefer sending or receiving the same resume each time, or do you find a tailored one more effective?

Developers, do you feel that customizing your resume and cover letter for each position impacts your chances?

Recruiters, does a personalized resume catch your eye more than a generic one?

I’d love to hear your insights!

ATS mostly for job tracking / database ?

Subject: Seeking Recommendations for an Affordable ATS

Hi everyone,

I work at a small agency and am currently the sole person responsible for headhunting and research. I’m looking for an affordable Applicant Tracking System (ATS) that offers a user-friendly experience with minimal clicks. Since I don’t use job boards, my primary need is for sourcing candidates from LinkedIn, whether through data scraping or resume parsing.

Do you have any suggestions? I’d appreciate any insights! Thanks!

Tech remote recruitment

Remote Tech Recruitment

Hello! I manage a staffing agency located in Mauritius, specializing in recruiting French-speaking talent from Mauritius and tech professionals from India.

I’m looking to connect with others interested in a partnership where I can assist with recruitment efforts in India and Mauritius. If you’re interested, let’s chat!

Telegram channel recruitment

Recruitment via Telegram Channels

What are some effective strategies for recruiting through Telegram channels?

Which AI tool you find useless for hiring!

What AI tool do you consider ineffective for hiring? Which ones do you think are pointless for recruiters?

Perm Fee for HVAC Engineers

HVAC Engineer Permanent Placement Fee

I’m looking for insights from UK consultants regarding the typical permanent placement fee they charge clients for filling an HVAC Engineer vacancy with a salary of £48,000. Any information would be greatly appreciated!

Part time

Part-Time Opportunity Inquiry

I’m exploring the possibility of getting involved in recruitment on a part-time basis. While I’m not quite ready to start my own business, I come from a recruitment background and currently work in sales.

I’m seeking advice or leads on commission-only positions, specifically in local sectors like hospitality or warehousing. I have availability in the evenings, on weekends, and occasionally during the week, which would allow me to dedicate time to find new clients. I’m connected with my local community and feel confident in my ability to fill multiple positions.

Does anyone know of companies open to this kind of arrangement, or do you think I’d need to consider starting my own venture? Any guidance would be greatly appreciated!

Reverse recruiting?

Seeking Reverse Recruiting Advice

Hello everyone,

I’m currently working in the UX/UI field and have a strong background in customer service. While I recognize that UX pays well, I’m looking to shift my focus away from it. Ideally, I’d love to transition into a role in customer success where I can leverage my 15 years of customer service experience. However, the financial rewards in that area often come with roles like Customer Success Manager.

My question is:

Where can I find reverse recruiters who specialize in specific fields, such as UX design or customer success, and who don’t charge a fee? I’ve heard about these recruiters who work to match candidates with opportunities in their area of expertise.

Any insights or resources you can share would be greatly appreciated, as reverse recruiting is a new concept for me. Thank you!

How Do You Pay Perm Recruiters???

How to Compensate Permanent Recruiters?

Hello everyone! I hope you can help me out with a question that feels a bit dense—I’m seeking guidance from the seasoned pros in this community!

I launched a recruitment agency at the beginning of this year, and we’re doing well, generating around $60K per month, primarily through contract work. While I have considerable experience in temporary and contract recruitment, permanent placements are a whole new ballgame for me. As I grow my team, I’m trying to figure out how to handle billing and commission calculations for individual recruiters.

I plan to implement a salary plus commission structure. The idea is for recruiters to repay their salary with their billings while earning commissions on any amount they generate beyond that. I’m considering a commission model where they receive 30% for securing the job order and 25% for successfully filling the order.

Here’s an example:

If a recruiter’s monthly salary is $5K and they generate $30K in billings for the month, how should I calculate their commission? I apologize if this question seems basic, but I’m really struggling to understand this. Should their billings be based on the total fee of the job order they worked on, or just the portion they directly impacted?

According to my proposed plan, if a recruiter secures a job order but someone else fills it, they’ll still be eligible for a 30% commission after covering their salary. In that case, if the fee for a placement is $20K, would their commission be calculated on $15K (the original fee minus their salary)? Or would it be calculated on the entire $20K? I’m genuinely puzzled here—any insights would be greatly appreciated! Thanks so much!