The package on offer for the candidate includes:
- Basic Salary (Paid monthly)
- End of year salary (eligible on completion of 12 months)
- Performance Bonus (not a fixed/guaranteed amount)
- Stocks/Options (value not disclosed
- Airfare Allowance (Eligible on completion of 11 months
Should we charge our fees only on the basic salary or can we includeany of the rest?
I will very much appreciate your advise.
r made this Monday. Client sent this note. Merry Christmas, please send invoice so we can get it paid today, she starts Monday. Thanks for incredible fast work and quality candidate.
They had posted an ad also and looked on Linkedin, Facbook and twitter. Why did mine work. Recruiters who know how to write good ads get good candidates.. It's not about the means it's the message.…
now, with quicken but it does not have the "Checks/ Balances" built in and leaves too much room for errors by forgetting a step or calculational mistakes.
I guess quickbooks is the right step. At least it will tie my Invoicing and A/R to my checking account and give me receivables and sales reports which I don't have now.
thrown off by our request to do the references and negotiate the offer. It's the ones that are providing less qualified candidates (which I question how thorough they are being at the early stages) that tend to have a problem with our process but happy to invoice us for their services. I understand the work involved for a TPR, but not all of them are earning their fees with good service and that's where we need to be more selective. …
nting Firms & Recruitment Agencies. Do Everything from Managing Applicants to Generating Invoices in One Place. Recruit CRM allows you to work together without juggling between email client, CRM & ATS. See what your teammates are emailing to candidates & contacts, assign different roles to your teammates within an organization.
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fied letter with your invoice and documentation of your actions that led to the candidate being hired.
Lastly, if they still refuse to pay, sue them.
To file in small claims (typically less than $10k) cost around $50 bucks…and $250 if it’s more. Having them served with court documents maybe another $50. Suing their asses…Priceless.
Most companies will settle. Craigslist has a law forum that might be worth asking this question on too and getting some pro bono help.
Good luck! When the dust clears please let us know how you made out.…
, and make sure your contracts going forward are clear about when they can take your consultant and when they can't. Btw - it's important to get the client to do so, as it rarely is worth it sue the candidate. With the client, you can make it so if they take your candidate, you invoice them for the fee.
Contracts after the fact don't get signed - and you're losing more worrying about it than going out and chasing new business.
On the plus side, this former client is now a target for recruiting, and the candidate should be on the Do Not Use list.…