Let's say you see a posting through a recruiter that obviously doesn't say the name of the firm they're recruiting for. Yet, through a description of something along the lines of "firm in XYZ industry with office in ABC location" you are able to deduce what firm it is. Let's say you further confirm your assumption by seeing that said firm also holds the listing on their OWN website.
Question: Do firms ever use HHs to fill positions while simultaneously continuing to entertain people themselves?
My thought is that they'd really have no reason not to. You find them through the HH, great. You find them on your own, great. The only people who lose are the employee in the former and the HH in the latter (the company in neither case). I suppose the question is, do firm's sign something saying the ONLY way they are able to fill the position is through the HH? Or would they be able to do it on their own if the opportunity arose and just end the mandate saying it's already been filled? I ask because in a position like the first paragraph, I see ZERO reason to opt for the HH listing over the direct app. Unless of course you're the charitable type who wants to work 20 mins on the hour for someone else's pocket who had (I'll avoid saying "ZERO value add" here, because I'm only 95% sure that's the case... I understand there's a very slim chance I may just be overlooking something).
Its extremely hard to figure out the firm. Considering this is how headhunter and recruiting firms make money I think they are gonna try pretty hard to prevent you from figuring it out.
It's been figured out already. If recruiters weren't jackasses they'd be working positions instead of filling them, lmao. I know you can't pull shit like this if you've met with the HH, but if you haven't I see no reason why you can't? Just not sure about the company's perspective.
The issue you are overlooking is that the company doesn't want to have to do additional work in order to determine if it is worth their time to interview you. They have no idea whether you are competent or not (not that the headhunters really do either but they provide the initial screen). Headhunters are gatekeepers... They can be bi-passed but typically the associates at the firms will not want to take additional time to review your candidacy and if they wouldn't want to you can be assured that the higher ups would have even less desire to review. They may still give you some thought but it's tougher than going through a headhunter who manages the relationship between the two of you.
Also, it gets next to impossible to get the best jobs without going through the headhunter... Unless you know a partner, you aren't likely to get a job at BX, KKR, Carlyle, TPG, Warburg etc without going through the standard channels.
When firms hire ~3 kids for their entire class, they can be as scrupulous as they wish in their review process. Their view is likely that if you aren't competent enough / willing enough to jump through the hoops of the headhunter / recruiting dance, that you don't want to work there badly enough. This is of course a guideline and not a hard-and-fast rule, but it's a pretty solid guideline.
I still don't get it. Let's say the HHs fee is 30% and there's a 300k candidate. HH makes 90, candidate makes 210. If they did it themselves, they could offer 260 and not only save 40k but also attract better "talent" by offering a 50k higher salary. To each their own I guess. I suppose people hate giving interviews as much as candidates hate going through them, lol.
Double post
HH fees dont some off the candidate they are simply a percentage or the candidates salary.
Staffing firms get money from the company. Headhunters get money from the individual
not sure what OMS just said.
1st, I'm not sure on the fee's they charge. I figured the percentage is a lot smaller than 30%. If they do charge percentage, then it is in the interests of the HH to get the highest salary. Any HH interested in spilling what the fee structure is.
Rufiolove is right. HH's are filters. They will make sure the candidate is experienced enough, so that when the HH presents the candidate he will have the best shot (in the HH's mind) to get the job. Because if the incentives are there to get the best candidate the first time. It looks bad if the HH isn't able to get their first recommendation hired, and the Firm will be less likely to take the HH seriously in future recommendations.
Firms will use HH's for the same position they are posting on their website (they do this all the time). They want to get a large enough sample size of highly qualified candidates so they can be assured they hire the candidate who is going to add value to the firm. The HH is a broker who's asset is Human capital. They are just trying to assist in the flow of capital, if you want to look at it like that.
Done this before and the firm were receptive. But I only did because I knew I was an exceptional fit for the role, as in I definitely ought to get this position unless I majorly screwed up somewhere along the line. Got the role btw.
I think its a good idea generally. If you figure out the firm and manager to obtain details of relevant people in the HR dept, it really shows initiative. Not sure firms see it that way, as I've seen people not hear or get automatically dinged because they didnt follow appropriate channels. Worth a try still.
Great, thanks. That's what I was essentially looking for. Just wasn't sure if you reached out, if it'd be one of those "talk to XYZ" cases where you'd just get funneled over. Also, wasn't clear if the company was in some way not even allowed to continue looking.
Doing this now and firm is being receptive.
What I'm missing out on though is having a headhunter to ask the pesky questions on my behalf.
if the dude in the pic is trying to grope that chick, he's doing it wrong.
I have no idea what their percentage is, but I'm sure it has to be a lot smaller than 30%. If it was that high, we should be going through headhunters to get into the headhunting industry. :)
I have run into this situation several times. Sometimes the double posting happens because the HR dept decides to hire a HH after the fact, and sometimes the HH will simply repost the role and try to broker the connection to the firm... This is why you will see some firms explicitly state "no recruiters". You will also notice that certain recruiters have a tendency to post vague job descriptions or simply rephrase existing listings that were done directly by the firm. Michael Page comes to mind... Its an easy litmus test if you're suspicious - just copy and paste part of the listing into google and you can usually find the trail of postings (or if its something completely generic that has been reposted several times over the paste few months to get a collection of resumes).
On the other hand, I've had this situation with redundant postings go both ways. In a couple of situations I had been in contact directly with the firm and noticed a recruiter posting the position online. With others I had been contacted by recruiters for positions that I had previously applied to and was able to land the interview after speaking with the HH.
As others have said, sometimes a company will decide to hire a HH after the fact. But in certain situations there are low level HHs who are trying to find candidates and then reach out to the client to collect a fee. Working with a HH can be very helpful and they are great when you've established a relationship. There are also a lot of sleazy ones out there too, as with any other type of brokered business.
Its kind of like how some NYC brokers will show you apartments in buildings that would have let you work directly with the leasing office, yet you still have to pay the broker a fee if they are the one who introduced you to the apartment...
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