Open Letter to Bountyjobs: Please address this question regarding your service - RecruitingBlogs2024-03-28T20:54:01Zhttps://recruitingblogs.com/forum/topics/open-letter-to-bountyjobs?commentId=502551%3AComment%3A495800&feed=yes&xn_auth=noWe have 2 different topics he…tag:recruitingblogs.com,2011-01-12:502551:Comment:11231532011-01-12T19:38:13.085ZJerry Albrighthttps://recruitingblogs.com/profile/JerryAlbright
<p>We have 2 different topics here. I've asked Robert to start a new blog to break this into the appropriate topics. I'll go ahead and steal the idea. Watch for it!</p>
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<p>BJ's is not a splits scenario to my knowledge. It's a recruiting management service. They bring the jobs - you bring the candidates but you then work the client directly. (If you can.) Nothing like a true "split" scenario.</p>
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<p><cite>Bill Ward said:…</cite></p>
<p>We have 2 different topics here. I've asked Robert to start a new blog to break this into the appropriate topics. I'll go ahead and steal the idea. Watch for it!</p>
<p> </p>
<p>BJ's is not a splits scenario to my knowledge. It's a recruiting management service. They bring the jobs - you bring the candidates but you then work the client directly. (If you can.) Nothing like a true "split" scenario.</p>
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<p><cite>Bill Ward said:</cite></p>
<blockquote cite="http://www.recruitingblogs.com/forum/topics/open-letter-to-bountyjobs?commentId=502551%3AComment%3A1123240&xg_source=msg_com_forum#502551Comment1123240"><div>If there was ever a business model for turning a value add service into a commodity, it's this company. Desperate recruiters who are thrown into competition with multiple other desperados whose modus operandi is to throw shit at the wall and see what sticks. Splits are one thing. I agree with you Jerry that you can be a terrific recruiter, but not necessarily be good at or enjoy the business development side of the business (I don't care for it myself). At least somebody has solid client control which makes a world of difference. But in the case of this company, it's like throwing a slab of meat to a gang of hungry lions and watching the chaos unfold.</div>
</blockquote> If there was ever a business…tag:recruitingblogs.com,2011-01-12:502551:Comment:11232402011-01-12T19:23:31.772ZBill Wardhttps://recruitingblogs.com/profile/BillWard92
If there was ever a business model for turning a value add service into a commodity, it's this company. Desperate recruiters who are thrown into competition with multiple other desperados whose modus operandi is to throw shit at the wall and see what sticks. Splits are one thing. I agree with you Jerry that you can be a terrific recruiter, but not necessarily be good at or enjoy the business development side of the business (I don't care for it myself). At least somebody has solid client…
If there was ever a business model for turning a value add service into a commodity, it's this company. Desperate recruiters who are thrown into competition with multiple other desperados whose modus operandi is to throw shit at the wall and see what sticks. Splits are one thing. I agree with you Jerry that you can be a terrific recruiter, but not necessarily be good at or enjoy the business development side of the business (I don't care for it myself). At least somebody has solid client control which makes a world of difference. But in the case of this company, it's like throwing a slab of meat to a gang of hungry lions and watching the chaos unfold. I can see your mind is made u…tag:recruitingblogs.com,2011-01-12:502551:Comment:11231292011-01-12T17:15:30.694ZJerry Albrighthttps://recruitingblogs.com/profile/JerryAlbright
<p>I can see your mind is made up. No biggie. All I can say is there are recruiters who have strength in either client development - or candidate development but not quite the expertise on both sides.</p>
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<p>Splits have always been a big part of my business. </p>
<p><br></br> <cite>Robert Green said:…</cite></p>
<p>I can see your mind is made up. No biggie. All I can say is there are recruiters who have strength in either client development - or candidate development but not quite the expertise on both sides.</p>
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<p>Splits have always been a big part of my business. </p>
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<cite>Robert Green said:</cite></p>
<blockquote cite="http://www.recruitingblogs.com/forum/topics/open-letter-to-bountyjobs?commentId=502551%3AComment%3A1123218&xg_source=msg_com_forum#502551Comment1123218"><div>The recruiters scurrying around to find you a candidate for your job is a complete waste of time for that recruiter. They should get their own job orders, which are ridiculously easy to get, and then learn how to do real recruiting. If they did those two things, then they would never waste a second of time screwing around with splits. If I understand BJ, recruiters are either working on other people's jobs that won't produce a full commission and which is probably shared with the house, or a recruiter is putting a job in the system because they don't really know how to recruit.</div>
</blockquote> Robert - splits are most cert…tag:recruitingblogs.com,2011-01-12:502551:Comment:11229342011-01-12T16:49:44.696ZJerry Albrighthttps://recruitingblogs.com/profile/JerryAlbright
<p>Robert - splits are most certainly not a waste of time for many of us. While it might not make sense if you're in an agency and subject to being paid your commission - it's a wonderful way for independent recruiters to serve their clients.</p>
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<p>The BJ's topic is a different issue. They aren't necessarily splits. With a true split partner you've got someone on the other side working for you. This is not what I see with Bountyjobs.<br></br> <cite>Robert Green…</cite></p>
<p>Robert - splits are most certainly not a waste of time for many of us. While it might not make sense if you're in an agency and subject to being paid your commission - it's a wonderful way for independent recruiters to serve their clients.</p>
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<p>The BJ's topic is a different issue. They aren't necessarily splits. With a true split partner you've got someone on the other side working for you. This is not what I see with Bountyjobs.<br/> <cite>Robert Green said:</cite></p>
<blockquote cite="http://www.recruitingblogs.com/forum/topics/open-letter-to-bountyjobs?commentId=502551%3AComment%3A1122933&xg_source=msg_com_forum#502551Comment1122933"><div>For any new recruiters reading this, don't waste your time, money, and life chasing splits. There's no free lunch.</div>
</blockquote> Out of curiousity, I did a pl…tag:recruitingblogs.com,2011-01-12:502551:Comment:11232162011-01-12T16:37:42.696ZTed Nixonhttps://recruitingblogs.com/profile/TedNixon
<p>Out of curiousity, I did a placement with BJ for a VP position for a tech vendor. I ended up with only $10K(!!) after BJ took their share. What's worse, I had to wait 3 months after the start date to collect the fee as they don't pay until the guarantee period is over. Came away with a bad taste. I would only use this for a very specialized search in slow times. Seems a lot of firms are looking at it as a way to reduce fees paid to recruiters.</p>
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<p>Ted</p>
<p>Out of curiousity, I did a placement with BJ for a VP position for a tech vendor. I ended up with only $10K(!!) after BJ took their share. What's worse, I had to wait 3 months after the start date to collect the fee as they don't pay until the guarantee period is over. Came away with a bad taste. I would only use this for a very specialized search in slow times. Seems a lot of firms are looking at it as a way to reduce fees paid to recruiters.</p>
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<p>Ted</p> Good afternoon Robert. Rathe…tag:recruitingblogs.com,2011-01-11:502551:Comment:11226582011-01-11T17:11:43.214ZJerry Albrighthttps://recruitingblogs.com/profile/JerryAlbright
<p>Good afternoon Robert. Rather than have a splits discussion in this played-out thread - I'll join the discussion if you'd make it a new blog topic. I do splits all the time and would love to discuss it.</p>
<p><br></br> <br></br> <cite>Robert Green said:</cite></p>
<blockquote cite="http://www.recruitingblogs.com/forum/topics/open-letter-to-bountyjobs?commentId=502551%3AComment%3A1122752&xg_source=msg_com_forum#502551Comment1122752"><div>I don't get splits. All of the investment of time…</div>
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<p>Good afternoon Robert. Rather than have a splits discussion in this played-out thread - I'll join the discussion if you'd make it a new blog topic. I do splits all the time and would love to discuss it.</p>
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<cite>Robert Green said:</cite></p>
<blockquote cite="http://www.recruitingblogs.com/forum/topics/open-letter-to-bountyjobs?commentId=502551%3AComment%3A1122752&xg_source=msg_com_forum#502551Comment1122752"><div>I don't get splits. All of the investment of time working for 1/2 of what you could be earning for a placement seems like a giant waste of time and money. If someone is headhunting / marketing correctly, splits aren't an option. Why would you? Especially if I'm working for a headhunting company and have to already give up 30-60% of my commission, they are even more of a waste. There's no easy street. Just make phone calls and get job orders and fill them and stop wasting time and money on splits. If you're going to do that, just go work in an HR department.</div>
</blockquote> While doing some business dev…tag:recruitingblogs.com,2009-01-17:502551:Comment:5041992009-01-17T17:04:39.444ZDiana Lugerhttps://recruitingblogs.com/profile/DianaLuger
While doing some business development the other day, a Hiring Manager told me he posts his jobs on Bounty Jobs.<br />
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I checked out one of his jobs and 24 Recruiters were working on it. That gives you about a 4% chance of ever getting paid for your work! I wonder how many Hiring Managers would bother to go to work if they had a 4% chance of getting paid!<br />
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In my experience, often Recruiters on Bounty never even talk to their candidates. So, if you take the time to effectively screen a candidate, they…
While doing some business development the other day, a Hiring Manager told me he posts his jobs on Bounty Jobs.<br />
<br />
I checked out one of his jobs and 24 Recruiters were working on it. That gives you about a 4% chance of ever getting paid for your work! I wonder how many Hiring Managers would bother to go to work if they had a 4% chance of getting paid!<br />
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In my experience, often Recruiters on Bounty never even talk to their candidates. So, if you take the time to effectively screen a candidate, they have likely already been submitted by a rogue Recruiter.<br />
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If Bounty doesn't limit the number of Recruiters to a reasonable and fair number, they will continue to drive down recruiting rates across the board and hurt our industry. I was happy with Bounty Jobs…tag:recruitingblogs.com,2009-01-17:502551:Comment:5039802009-01-17T05:45:11.585ZGreig Wellshttps://recruitingblogs.com/profile/GreigWells
I was happy with Bounty Jobs from the client side (see below for my feedback and critique of BJ). IMO the BJ concept is break through but still early in development as has a lot of room for improvement. I think to some degree you are splitting hairs by seeking to determine the total number of placements done by the BJ community. If you can do a few extra deals a year through BJ that is a no brainer for a free service. What reason can you give not to have BJ as one tool/platform you utilize. Of…
I was happy with Bounty Jobs from the client side (see below for my feedback and critique of BJ). IMO the BJ concept is break through but still early in development as has a lot of room for improvement. I think to some degree you are splitting hairs by seeking to determine the total number of placements done by the BJ community. If you can do a few extra deals a year through BJ that is a no brainer for a free service. What reason can you give not to have BJ as one tool/platform you utilize. Of course you never out all your eggs in any one basket.<br />
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I've heard directly from my BJ rep that they have a 6 week waiting list of recruiters to get into the BJ community, they don't need more recruiters, they need more job openings and client development will always be the focus of their staff as I would want to be if I was a recruiter on the other side. That being said any smart business should have a Google Alert set up to notify them if they are being talked about and they should take the time to have someone respond since it effects their reputation in the market place.<br />
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DYK BJ pays out 97% on submittals made within the first 2 weeks of joining and that they pay 85% of the deal after you have made 2 placements with a client. The normal pay out is 75% which means 2 deals done on Bounty equals 3 deals done through a normal 50/50 split, which over the course of the year means you only have to 2/3 as many deals to earn the same money on BJ as elsewhere on split boards.<br />
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MY Bounty Jobs Experience from the Corporate Side:<br />
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We used Bounty Jobs at Pegasystems when we were hiring aggressively and it worked out great. We were able to work with and evaluate a lot of recruiting agencies all at once in a very efficient manner. You get a lot of submittals for hard to find position that you are willing to pay a 20% fee for from BJ. I would not recomend offering a low ball fee as you will only get the bottom feeder agencies to work on your job. Instead I recomend making your criteria very sepcific to make it worth paying a 20% fee. I found several small niche agencies on BJ that gave my positions a lot of quality attention and effort to filling them with success. On Bounty Jobs there is no way to tell which agencies are good and which are "resume spammers". I recomend you give everyone a chance and then you can easily disengage anyone that made submissions that clearly did not meet the requirements. Engaging everyone will result in you getting a lot of submittals that are not qualfied as often it is hard to identify the perfect candidate just from a written job description. To make the agency process work you really need to explain the opening to them and answer their questions; and this also shows the agency you are serious. Now to do this with 30-40 agencies on Bounty Jobs (that was just the agencies focused on my niche that I initially accepted to work with) would take way too much time. To address this and make it work, I put together a simple 15 minute webinar/power point presentation on our company and the open positions where I gave details on the openings and answered questions for all of the vendors. It took about 30 minutes to make the presentation and another 30 minutes to do it. Another tweak is to make your submittal criteria for Bounty Jobs Agencies very specific such as we only want senior software engineers from this list of 30 companies which completely eliminated the spam submittals. Then I set up job board agents for this same narrow criteria, this way I wasn't racing against the agencies to make sure they weren't just sending me somebody who just posted to Monster.com that day. The goal of using Bounty Jobs was to have the agencies find a "perfect" candidate from a direct competitor, someone that I could not have found on my own, and if they did that was a service we would gladly pay a 20% placement fee for. In our first round of using BJ I found a hadnfull of new agencies that I will work consistently for future openings through Bounty Jobs.<br />
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If you are going to work with agencies then Bounty Jobs is a very good tool which I highly recomend from the corporate recruiting point of view. I would be happy to speak with anyone one one one if you would like to know more. I'd even be willing to help you design the webinar (I use all free tools) and the power point presentaton as a free service in exchange for a nice recomendation from you on LinkedIn.<br />
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Thanks for listening!<br />
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Greig Wells Gerry - I can speak from a co…tag:recruitingblogs.com,2009-01-16:502551:Comment:5012732009-01-16T00:49:10.779ZLou Redmondhttps://recruitingblogs.com/profile/LouRedmond
Gerry - I can speak from a contract recruiter on staff of a major CPG company....we used it and did not make a placement...actually hated it from the corporate side, as it did not reduce the noise of recruiters throwing paper at the wall.....too much work to try and develop relationships with recruiters to understand their style of recruiting and relationship building with candidates.<br />
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From a recruiters perspective, I hate pack-herd mentality. I want to have real conversations with real people,…
Gerry - I can speak from a contract recruiter on staff of a major CPG company....we used it and did not make a placement...actually hated it from the corporate side, as it did not reduce the noise of recruiters throwing paper at the wall.....too much work to try and develop relationships with recruiters to understand their style of recruiting and relationship building with candidates.<br />
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From a recruiters perspective, I hate pack-herd mentality. I want to have real conversations with real people, both from the client side, the recruiter side and the candidate side.<br />
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I personally do not work well, effectively or with integrity if I am throwing paper at the wall and not developing real relationships.<br />
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I'm not usually a nay-sayer or neggie-nellie, but I find it hard to believe that Bounty Jobs is consistently filling thousands of jobs. Can't convince me unless you "open the kimono" or show me the guy behind the curtain....<br />
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The concept of BJ is noble, however the use/application is awful; entirely too passive. Not how I will make revenue...Congrats to those who do. Gerry, intelligent and well a…tag:recruitingblogs.com,2009-01-15:502551:Comment:5005822009-01-15T20:42:28.313ZJoshua Letourneauhttps://recruitingblogs.com/profile/JoshuaLetourneau
Gerry, intelligent and well articulated response - as always. You bring up a super point about the candidate having the power.<br />
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I may not speak for all TPRs' (surely, I don't!), but I am on record to admit it's easy to forget the truth of your statement. As I haven't had to post a job description on an online job board in a while, and I am fortunate to have a 'database' (value quite easy to overrate, of course), I 'typically' recruit the candidate who is unaware of an opening . . . or why it…
Gerry, intelligent and well articulated response - as always. You bring up a super point about the candidate having the power.<br />
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I may not speak for all TPRs' (surely, I don't!), but I am on record to admit it's easy to forget the truth of your statement. As I haven't had to post a job description on an online job board in a while, and I am fortunate to have a 'database' (value quite easy to overrate, of course), I 'typically' recruit the candidate who is unaware of an opening . . . or why it may be worth their while to take a peak. Yet, while the TPR has power over what Clients we choose to support, everything begins with the candidate. The candidate can exercise their own power by choosing to stay put in their current role eternally (meaning until they are consolidated or let go).<br />
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P.S. I'm still camoflauged as a bush :)<br />
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<cite>Gerry Crispin said:</cite><blockquote cite="http://www.recruitingblogs.com/forum/topics/open-letter-to-bountyjobs?page=3&commentId=502551%3AComment%3A500487&x=1#502551Comment500392"><div>The power, IMHO, is with the jobseeker who, regardless of the platform and convoluted way in which he/she gets hired, ends up having made the right decision for themselves and performs as expected...otherwise it all falls apart. Everyone else in this theatre of the absurd called recruiting is a workaround</div>
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