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. …
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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.…
n here. The top recruiters working with me do VERY LITTLE with Social Media. Our top recruiter has NO SM PRESENCE at all.
Here might be my job ad: Recruiter wanted: Must be able to actually DO SOMETHING during the day rather than create "content" build our "brand" and increase our followers. We are looking for someone who will actually be a part of what old schooler's might recall as "revenue generation" or "sending an invoice from time to time." Social Media Stars need not apply. If your Klout score is over 10 - don't bother.…
, collate cvs, send over to client.....invoice for large fee in the post.
Those type of staffing firms will really struggle to justify the typical fee levels that have historically been charged. They'll either go bust or have to cut their fees....and they might still go bust.
If you add a lot more to the process then good luck to you. I'm sure you'll both survive and prosper. Like I said......we rely on firms like yours doing just that so I am most definitely not anti staffing firm.…
unds like they may have had no intention of paying you, so I am wondering how well you screened your client. You can try talking with them, they are clearly giving you the run-around, but you may loose a client. On the other hand it doesn't really sound like you had a client to begin with, so I would send a copy of my invoice to everyone up the chain of command and call the candidate. You should let them know the type of company they are going to work for.
Good luck. Sorry to hear you are learning so many valuable lessons the hard way.…
his site in his comments on his blog. The lengths some folks will go to for free advertising is worth noting. Give it up Phil, you cheap bastard, you are going to get to pay for an ad one way or the other. Please Noel and Tim, send this clown an invoice for putting his link in his comments after it was removed from the top of the blog. Or just get rid of him and let him go use somebody else. Obviously he does not respect your notice about advertorials.
@Barb, drinks are on me. :)…
ting with him. Make it clear to hr that it's irrelevant at this point if they already have the candidate's resume. You are too far along in the process. If they had informed you before bringing your candidate in, it might be a different story.
Yes, you don't have a signed fee agreement. You know that was a mistake and it won't happen again. But, you did have a verbal discussion with the hiring manager and do have emails discussing and agreeing to your fee, correct? Proceed along with this candidate and hiring manager in an assumptive manner that you are due and will be paid a fee.
You have nothing to lose and everything to gain by continuing along to close the placement. If you throw a fit now, you will lose the placement and client.
Jerry Albright said:For some reason I want to disagree with the general concensus here on getting the candidate involved.This is between you and the company. (I refrain from using the world "client" so loosely in these situations.) Threatening them with turning them into a source company, badmouthing them, etc. is not going to get them to turn their ship around. There is no value (other than making yourself feel better for the moment) to any of that.Informing the candidate will do nothing for your fee situation. The company will most certainly convince the candidate you are somehow at fault - and that will add no value. You will only look like a sore loser.Very simply put - you have no leverage here. You've already provided the services. The candidate has accepted.Send the invoice including all documentation. Follow up with them letting them know you expect to be paid. When/if they do not pay turn it over to a collections attorney who will work on contingency.Take the high ground. Take the hit. Move on. (After sending the invoice.......)