Has anyone looked into and/or used Bounty Jobs? If so I am looking to get some feedback from other recruiters. I am trying it out now and am not impressed with it initially, feedback is slow and rare. I have solid candidates in who have been there for several weeks, some have been viewed and some have not.

Initially I am not impressed and did not see what I was hoping for and has been mainly a waste of time and effort but did not want to jump ship if others have had better experiences.

Jason

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Great info Erica. Thanks for sharing! It's always nice to hear facts.
I feel the biggest 'turn off' for me is the lack of communication. In the training I was told I would be given the e-mail and phone # for the contact at the company and could stay in touch with them. On the positions I am working the phone number is sometimes not given, the e-mail is but they ask that you not contact them or they rarely respond. This has happened on most of the positions I looked at and rather than dis-engaging on those and trying others I thought I would just see what others have experienced. I currently am engaged on 5 positions, have not done much with 2 of them on and on the other 3;

1) submitted a candidate on August 13th, opened on August 15th and no update since then.
2) submitted a candidate on August 21st, opened on August 26th and no update since then.
3) submitted a candidate on August 12th, opened on August 14th and quickly moved to phone interview and nothing since then. After several e-mail follow ups I received a response that the hiring manager is not interested yet the status is still phone screen.

I guess in my limited exposure I have not seen much effort put forth by the companies which prompted my discussion. I am sure it works but I am not looking to invest the time to find a company that is serious about using Bouny Jobs to hire. With that said I will keep it as a search option for candidates I am working with and also keep an eye on the Engineering positions here in the west.
Jason, I have some engineering positions located out west. Contact me if your interested in some splits. chris@pqstaffing.com


Jason Babyak said:
I feel the biggest 'turn off' for me is the lack of communication. In the training I was told I would be given the e-mail and phone # for the contact at the company and could stay in touch with them. On the positions I am working the phone number is sometimes not given, the e-mail is but they ask that you not contact them or they rarely respond. This has happened on most of the positions I looked at and rather than dis-engaging on those and trying others I thought I would just see what others have experienced. I currently am engaged on 5 positions, have not done much with 2 of them on and on the other 3;

1) submitted a candidate on August 13th, opened on August 15th and no update since then.
2) submitted a candidate on August 21st, opened on August 26th and no update since then.
3) submitted a candidate on August 12th, opened on August 14th and quickly moved to phone interview and nothing since then. After several e-mail follow ups I received a response that the hiring manager is not interested yet the status is still phone screen.

I guess in my limited exposure I have not seen much effort put forth by the companies which prompted my discussion. I am sure it works but I am not looking to invest the time to find a company that is serious about using Bouny Jobs to hire. With that said I will keep it as a search option for candidates I am working with and also keep an eye on the Engineering positions here in the west.
We have used a similar site called RecruitAlliance
http://www.recruitalliance.com.
We have made placements there. Our communication with the employers has been good and timely in most cases. The customer support is helpful. It's a flat fee $75 per month for recruiters. Recruiters keep the whole fee, no deductions.
I highly recommend it, to both employers and recruiters.

Irina
Bountyjobs in theory is a great idea. They pay out 75% which is generous and some of the fees are 25% and higher so if you made a placement it would be pretty close to if you had your own client and the fee were 20%. As far as the communication between client and recruiter that is going to vary per client and has nothing to do with the site itself. Recruiting, whether it is through a website, a vendor management system, contingent or retained basis is most effective when there is a strong relationship and desire to work with one another between client and recruiter. Therein lies the problem with bountyjobs - rather than use it to replace their vendor list, it is most likely used by corporate recruiters as a source of resumes to turn to in addition to or after their vendor list of 30 + vendors. Therefore if you ask to be engaged and the client accepts and then is non-responsive to emails or phone calls it's not a real relationship and it’s going to be more difficult than usual to make a placement. On the other hand - if they accept and send you a note thanking you or enable you to call them and take your call you may have a genuine opportunity to make some money without having to do the marketing piece. They made a good site. I'll be looking to improve upon the relationship aspect with my forthcoming website and hybrid business model. And you may be glad to know that we are planning a second office in AZ!
There is room for everyone in our business; 100K steady eddy billers to 400K plus big fish, [clients] who understand the value of an intimate relationship with with their recruiters and that its the intangibles that make the good placement and [companies] who can care less where the body comes from so long as it comes tomorrow. All of this is Okay so long as each player recognizes and understands their place on the field.

I think the disconnect comes when we try to portray ourselves as something we are not. Bountyjobs.com has it's place and I wish them the best. But I don't know if they know where that place is just yet. The fact is any recruiter worth their salt knows that throwing a bunch of emails out there and holding their breath while they stare at their inbox, fingers crossed, is not going to make it in this business, especially in a down market. Bountyjobs.com is [not] more efficient in fostering effective communication, is [not] more effective in fostering client relationships and should not be a primary job order source for anyone who wants to make it in this business.

Bountyjobs.com [is] a vendor management system and [does] require more work from companies than if they just gave an ultimatum to 3-5 recruiting firms that "you have one month to send me two candidates who are qualified. I will see everyone you send and will judge you on their interview. If you send me good people, even if I don't hire them since I can't hire everyone, then we'll work together again. Otherwise, you can delete me from your call list". If that were the case, guaranteed that job would get filled with a higher caliber candidate in a shorter time with the client seeing less than 10 resumes.

It is not my intention to BountyBash. I do find their model interesting. However, as a recruiter, someone they rely on for their very existence, I find it insulting when they try to convince me that this replaces candidate marketing. It doesn't take 6 years to develop a client relationship; it takes one good sendout and continued quality service - simple. Candidate marketing is the fastest and easiest way to establish that relationship. Pick up the phone and call someone you've never spoken to before and talk about a candidate profile that fits a job their working on...easy. Heal the pain quickly and painlessly and you have a client for life.

Bountyjobs, please don't insult me by telling me that your website is going to be more effective in communicating and developing client relationships. Respect those who are responsible for your success and tell us that if I have too many candidates to market that we should take a look, or, if your skill is to attract candidates and not clients than take a look, or, if you have some junior folks in your office than have them cut your teeth on our website.

Finally, work both sides of the fence. Hold your clients to a standard of communication and if they get a poor enough rating from recruiters than they can't post on your website anymore. That will certainly increase the quality of the site and the willingness of recruiters to give you a second and third chance.
Dave

So you do work for Bountyjobs?

Thank you

Christine

David Jacks said:
Bountyjobs in theory is a great idea. They pay out 75% which is generous and some of the fees are 25% and higher so if you made a placement it would be pretty close to if you had your own client and the fee were 20%. As far as the communication between client and recruiter that is going to vary per client and has nothing to do with the site itself. Recruiting, whether it is through a website, a vendor management system, contingent or retained basis is most effective when there is a strong relationship and desire to work with one another between client and recruiter. Therein lies the problem with bountyjobs - rather than use it to replace their vendor list, it is most likely used by corporate recruiters as a source of resumes to turn to in addition to or after their vendor list of 30 + vendors. Therefore if you ask to be engaged and the client accepts and then is non-responsive to emails or phone calls it's not a real relationship and it’s going to be more difficult than usual to make a placement. On the other hand - if they accept and send you a note thanking you or enable you to call them and take your call you may have a genuine opportunity to make some money without having to do the marketing piece. They made a good site. I'll be looking to improve upon the relationship aspect with my forthcoming website and hybrid business model. And you may be glad to know that we are planning a second office in AZ!
Jason:
I've only been using it for a few days, so I don't have a great deal to say other than, I think for the companies using it it's a convenience! For the Recruiters, it can be a stumbling block. My best advice is to use it with companies that have referred you, so you only pay the 3%, vs the 25%! Be careful too, they are arguing with me right now, because I have multiple companies that have referred us, and they don't seem to like that.
"Candidate marketing is the fastest and easiest way to establish that relationship. Pick up the phone and call someone you've never spoken to before and talk about a candidate profile that fits a job their working on...easy. Heal the pain quickly and painlessly and you have a client for life."

As an ex-agency recruiter, I tend to agree. However, now that I'm an in-house recruiter in a large (>100 offices, >9000 employees) company, I gotta tell you that when I get those voicemails about the GREAT candidate, 9 times out of 10 the recruiter didn't bother to read the req. As well, we have way too many vendors (due to # of locations) to manage them effectively so a site like BountyJobs appears to be the perfect solution. We only have budgets for fees on certain requirements, so fielding calls from recruiters wanting to pitch a candidate to a req I have no agency budget for is a waste of everyone's time. By posting only those reqs I have an agency budget for, and sending the vendors to an external site, I will save myself and my vendors a ton of time.

As for giving timely feedback, I feel your pain. Trying to manage that internally is an ongoing challenge, and not always within the internal HR contact's control.

Food for thought.
Hi Jason;
Bounty jobs is more geared towards the Jr recruiter or part time recruiter working out of his/her house.
I have a client that posted jobs on Bounty and I refused to work them for a few reasons...
1. No control of the deal
2. cut fees
Having a lot of experience in the Search arena I find zero value in this site.
Can you make placements with Bounty, sure sling enough mud and sometimes some will stick...
Good luck
Don't waste your time - I have posted on this site about Bounty Jobs. It's simple math.....look at the number of times a copany actually hires from the site and you will have your answer. For those of us who have Talent Hook or InfoGist - we know how expensive it can be to have a source of resumes in our pipeline. Rather than paying for a huge site license companies use that site to have recrutiers do all the work for them.

The only why to legitimitize that site is to have eploerys pay to be members or to have a tool that allows recruiters to show some info. but not all on potential candidates. If employers valued the site they would welcome opportunities to speak to their recruiting partners but they dont on Bounty Jobs.

My suggestion is if you want to pursue BJ call the company before you begin the search. If they don't see the benefit in speaking to you for a few minutes then move on.
I find that BountyJobs is just another way for business to be pushed to the "cyberworld" and away from real relationships. BountyJobs can potentially be a great resource if you can also build a direct relationship with the client. If you are engaged to work on a job through their website, but don't have any "real" relationship with the client, it will be much more difficult to do a placement.

I feel that as a whole, we are getting away from the personal touch to recruiting by just submitting resumes and waiting for a response. Without a solid relationship with a client doing a placement in any platform will be difficult.

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