real value / 20K justification should lie. Did the recruiter NOT help close the candidate? Did they never pre-qualify, test for offer acceptance, walk through resigning his current position, talk to the candidate about any competing offers he might be getting? And that's just the candidate facing side.
If the agency recruiter had ONE conversation with the candidate, how on earth did the agency know to send a bill? Clearly there is more to the story here...…
bounty" are they talking about here? To me - a bounty is almost suggestive of something that isn't earned. Like - "Here you go kid. Thanks for the help. Give somethin' to your little brother too..."
I don't work for bounties. I earn a fee. My accountant doesn't charge a bounty. My lawyer doesn't either. They charge me a fee for their service.
Am I possibly getting hung up on the semantics here? Maybe. Maybe not. To me it's the canvas for the entire idea.
My guess is that in a larger sense these companies would rather not have to deal with us "vermin" out here. Signing on to "Bounty" Jobs gives them a corral to put us in. Something like you'd find in a cattle yard.
When the smoke clears at the close of each business day we're all left with the same choice. Where do we spend our time tomorrow?
On a side note - you might want to get past your disdain for HR. Some of my top clients these past few years have an ally in HR that is instrumental in our relationship. Make friends with them. Make friends with everybody.
Cheers! P.S. I've got a rattle going on somewhere beneath my Chevy. I think it's coming from the side rail but I can't pin in down. I've got a six pack if you've got some time......…
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lenge when they told me the math section was not designed to be finished in the time allotted. I finished.
I didn't get the job. Years later, I met the woman in charge of the testing - she went back and looked through my file and told me there was no point in hiring me. I wouldn't have stayed in the position very long.
What they looked for was people with no, little, or a bad college education were excited about a 9-5 job paying $24,000 a year with good benefits. While that beat my salary waiting tables, it wasn't close to what I would make just one year later.
Sometimes - you're overqualified is correct. And sometimes, you're overqualified means you make too much money and I can find someone cheaper who won't jump ship for a better offer in six months.
I don't know the specifics of this firm - but sometimes overqualified does mean overqualified.…
and having a frank discussion with the CEO before doing the work would seem to be prudent. If you hear that everyone of them was an incompetant idiot, left for more money or whatever perhaps the fall off can be eliminated by discussing the cost of a competant idiot instead of doing the same thing over and over and expecting different results. I don't know what kind of guarantee you are offering but if you do a 90 day replacement at no additional charge you might have to refill the position but you should get paid.
However, if you put yourself in a situation where there is high turnover due to culture you are taking the risk that the odds of fall off are high and you may not get paid unless you have your terms agreed to in advance that for the guarantee to be in force the fee is to be paid within 10 days of start date.
We can only operate on the information we are given. If the money is too low or the culture is bad don't hard close a candidate into the job. Be sure that the candidate knows what they are getting into and that there has been high turnover so they can ask the right questions up front. I have seen a lot of recruiters who can hard close a candidate then wonder why they have a high fall off rate. In that instance it is the recruiters fault.…