Wanna offer a recruiter advice?

Before doing this, I was an engineer back when my face didn't have "laugh lines". I actually was involved in automotive engineering groups conducting studies on automotive engineered systems.

Needless to say, the byproduct of this was learning the ins-and-outs, good-and-bad within the automotive supply base.

A few years later after I was zapped by an extraterrestrial gamma ray, I found out I was a Recruiter and soon was filling positions for a very admirable automotive supplier. Over the years, I've made dozens of placements with this company. As many know, I took time off to create my present office structure and started fresh a couple years ago.

Out of the blue, the company resurfaced when their top HR person contacted me through LinkedIn. After a (rare) face-to-face meeting, I offered to recruit for them at 15% (cough cough cough....) if they would at least verbally give me promise of a 3 week head start on all outside-agency blessed requisitions. Deal.

Well, I found out five weeks ago that the top HR person is 'adios' and there's a new sheriff in town. Naturally and humbly, I tried contact Mr. Newguy and let's just say .... whiffffffffff...nothin'. And guess what, my three HR contacts at HQ and two of their plants won't respond either.

OK. OK. Full disclosure. As things have been quite peppy here, working JO's at 15% isn't exactly making me all that excited. Also, they reneged on the 3 week head start deal as I found out they're working with solo hot-shot lady recruiter across town who's second cousins with one of the veeps.

So what do you think? Not being arrogant but I'm a household name over there as a recruiter having placed so many people over the years.

The new guy's title is VP of HR and he's the one that apparently pulled the plug.

What should I do?

- Steve

Comment by Stephanie McDonald on June 3, 2013 at 2:38pm: I think you have value to add elsewhere. One last call to the VP to let him know you are pulling the contract to concentrate your business efforts on companies hiring, respectfully, and toss him on the wrong side of your velvet rope. You are better than that.

Comment by Stephen Nehez, Jr. on June 3, 2013 at 2:49pm: Hi Stephanie, that's my conundrum. I'm reluctant to pull the "threat" card even though I have a sneaking suspicion the guy's not going to last. (BY THE WAY ALL OF YOU OUT THERE....here's one of our office mantras "We always last longer than they do.") This guy is over a bunch of plants and testing centers. Wigging on him could work out kind of badly in the long run.

PS: I think I have a plan but I want to see what peeps come up with before I pull the trigger.

Comment by Amy Ala Miller on June 3, 2013 at 3:38pm: Here's a potential problem - you are former HR's "guy". Why did former HR leave? If they left on great happy terms, they should have intro'd you to the new guy, so you could be his guy too. That didn't happen. So if they left on bad terms, you are tainted with that smell. Being a household name is wonderful, but there are some names that are well known yet cause a negative reaction too. I would get in touch with the former HR person and get some back story if you can... because as you said, there IS a new sheriff and as long as he's sheriff, he's in charge. The fact that 5 other people have now gone silent as well is not a good sign... Do you have any insight into former HR's departure? I would start there.

Comment by Stephen Nehez, Jr. on June 3, 2013 at 3:51pm: Totally agree with you Amy!

I'm in communication "black-out" right now. My guess is that the new guy is reevaluating vendors. There are some other factors that I'm speculating about but because it's pure irresponsible speculation. :)

There are only five players in Detroit that do what they do so there's a lot of musical chairs.

My hearts not broken with only a 15% deal. The other recruiters here won't even help me for that kind of chump change.

Last, the previous VP was there for 13 years!!!! Which is like measured in light years in Detroit. She found a new gig and didn't update her LI profile.

- Steve

Comment by Amy Ala Miller on June 3, 2013 at 5:05pm: Ah.... so new guy has some pretty big shoes to fill as well, so might be going to the extreme of REBUILD ALL THE THINGS! right? :) Sounds like you know the company and players pretty well, so I can imagine your speculations are probably pretty right on. :)

Comment by Bill Schultz on June 3, 2013 at 5:36pm: To quote one of my favorite philosophers, Louie from Taxi:

"Yous'll be back, they all come back, and ya better be on your knees beggin"

Anyway, that might not happen, but it very well may if you've been delivering quality folks. If it does, 25% minimum!

Comment by Tim Spagnola on June 4, 2013 at 10:50am: Awesome Bill - I never can resist a 'Taxi' quote.

Comment by Mitch Sullivan on June 5, 2013 at 1:17am: Verbal agreements aren't worth the paper they're not written on.

Next time, get everything contracted and with some down payments. Once you've got a formal commitment, you can start working part of the time from the client's offices, which just builds the intimacy with the client and helps you become a more recognised part of the company set-up, which in turn makes it much easier to survive regime changes.

It's all about taking ownership.

Comment by Recruiting Animal on June 5, 2013 at 7:39pm: You've got to leave the new HR guy a voicemail saying that it seems that he doesn't want to deal with you anymore. If that's so you need some clarification on it before you consider your previous agreement with the firm null and void.

The only serious question is whether you are going to recruit from that company. Most recruiters don't recruit from their clients for a year after the last placement. What is your practice in that regard?

Comment by Stephen Nehez, Jr. on June 5, 2013 at 9:13pm: 12 months hands off except if (1) they appear to be further engaging and interested in continuing to business or (2) if they fire me or stop playing ball. In (1), I remain faithful. In (2), whenever. May "standard" agreement doesn't contain any language regarding hands off.

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