nly someone who was a BD killer but also added to your core strengths. Or was it you, the group but NOT Danny Wallis?
My curiosity focuses on not what he was thinking about the position but how it would function to extend the scope of the company. Most times the one missing element needed by a recruiter is a copy of the strategic plan. It's nice to admit "Unfortunately what I thought we needed..." but even with a great rapport with the higher ups, I think it makes sense to bounce the recruiting plan off these people before diving in.
Seems like it's always what we assume that has the potential to bite us in the rear later down the line.…
ward. When we do that, growth and enlightenment occur, leading to fulfillment and greater happiness. I will add that, above all else, the 'human element' is THE most important piece in this profession (the same as it is with almost every other facet of what we all do in life). It's really all about people serving people. Thanks again for sharing this with us, Adam :D…
ion as anauction. So as long as you are in a niche industry and / or geography (or even finersegmentation on the FB) you are likely to have a very few competitors to outbidyou. And that is fantastic. This is where ROI works well for you.
The ‘But’ element comes into play when a few of you, and afew is all it takes, drive the Price per Click up. Then you can forget your ROI.Start searching where you can place your ads where there is less or no competition.
I presume you will reflect upon it in your next articleanyway…
he thinks he needs "100 feet on the street" this year, a combination of both VARS and independent sales agents/reps, none of whom will be employees.
He wants a performance-based element in my pricing.
Obviously, I can't do a simple %-fee agreement on this:
- there is no base salary
- even if I estimated one at $50k, he'd be into me for $1M
Due to the overall project, I think it makes more sense to charge a single project consulting fee would be most appropriate. On top of that simple project fee, I'd add $X per VAR and Y$ per Independent Sales Agent.
Essentially, this is far more than recruiting. This is building/managing a recruiting machine for his business model, then marketing it to the industry. After I hit 100, this could continue to be used indefinitely, by either paying me to manage the pipeline and process the candidates or by doing so internally.
I'm thinking of creating an invite-only website w/whiteboard presentation by the founder on the superiority of his business model and giving a run-down on the sales and compensation programs. Then, doing the actual recruiting(read: sales) work in terms of soliciting select VARs and Independent Sales Agents and engaging them to switch over to selling his solution.
From what I've seen, his business model(on both the support and compensation sides) is definitely superior to the industry and the actual software suite appears to be so as well.
My question is... how & how much would you charge for something like this? I have a ballpark figure nailed down. I just want to know if others out there have done similar projects and, if so, what their billing model and overall project costs were.
Even if you haven't run into this, but have some ideas, I'd like some fresh perspective.