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Permalink Reply by Noel Cocca on August 8, 2012 at 11:37am

HI Janine, great question...I am sure you will get some good feedback...I will post some info as well

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Permalink Reply by Amber on August 8, 2012 at 12:03pm

I'm looking forward to the responses, Janine. We are considering bringing in another person, and are thinking of someone who will focus on business development. Currently, we have 2 of us that are owners and do full desk recruiting, 1 PT who is doing strictly the candidate sourcing and most of the candidate process, and 1 other FT person doing basically the same but I am training him on the business development piece. I'm very interested to hear how others structure their compensation, especially small agencies.

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Permalink Reply by Jerry Albright on August 8, 2012 at 1:00pm

Are you planning to hire experienced recriters?  Or are you prepared to spend quite a bit of time training?

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Permalink Reply by Janine Davis on August 8, 2012 at 1:06pm

We are open to either scenario.  I'm not as worried about coming up with a good comp plan for trainees, but more curious what sorts of things work either for intermediate level people (3-5 years) or more experienced folks (5-10+).

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Permalink Reply by Megan Bell on August 9, 2012 at 9:12am

I worked in a small agency - we were paid a very minimal salary and we were supposed to get bonuses for every fill we made, regardless of how long the person stayed on the job, and we were supposed to get an additional smaller bonus if the person stayed on the job for 3 months, and 6 months or longer - I was promised at time of offer that I could be making up to $2K per quarter.  Notice I said supposed to - instead we got a teeny tiny bonus ($300 or less) paid randomly on kind of a quarterly basis (sometimes it would be 4.5 to 5 months in between) and based off of nothing but the owners' whims - meanwhile they were giving themselves $10K and $20K bonuses each quarter (they didn't do any recruiting or business development).  

Now that I'm thru venting....obviously it will depend on your location, current job markets, and what they'd be recruiting for...but I think for an experienced recruiter with 3 years, you need to pay a basic base salary ($30K to $35K) and GREAT bonuses, as you know, we recruiters need something to push ourselves towards and compete for!  I HIGHLY recommend that you lay out the bonus structure so that the recruiters actually know exactly how to hit their highest earning potential.  If you don't offer some type of company paid or contribution towards benefits, you may need to up the salary to the $40K.  I'm interested to see what numbers others will throw in.  Good luck Janine!  

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Permalink Reply by Jerry Albright on August 9, 2012 at 9:17am

Will these recruiters work in an office with you?  I'm very (VERY) skeptical of paying a salary to anyone who is not working in my office. 

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Permalink Reply by Janine Davis on August 9, 2012 at 10:38am

Hi Megan - thanks for your input. It sounds like you were really not treated ethically - get it in writing next time !! :))).

 

Jerry, yes, they will be in an office with us.

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Permalink Reply by Ritu Chaudhari on August 10, 2012 at 2:00am

Hi Janine,

In Singapore (where I am based), most of the firms follow a "three times" rule. That is, if you are given a salary, your target is three times your base. So if you take 5 - 8 k as your draw per month, your target is 15 - 24k. Normally takes 2 times the base to break even due to overheads (rent is a killer in Central Business district) and the company obviously hopes to make a profit on each desk. 

Alternatively, if you are on straight commissions, the percentage can range from 40 - 50% as its low risk on company's side. 

Hope this helps and looking forward to feedback from others. Cheers!

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