Why Hire a Recruiter?
Our fee is readily eclipsed by hiring high-performing professionals
Corporate leaders are busy running their companies and have neither the time nor the highly refined skills, network, and processes of an experienced recruiter to consistently locate and secure top producers. The old truism of utilizing a professional to provide a highly specialized service couldn’t be more applicable here, particularly when it comes to making a hire that will have substantial influence on the company’s growth and revenue generation.
For example, let’s take a sales position with a $5 Million dollar quota for the first full year. Without an individual in place, the company is losing out on about 417K per month in revenue.
Assuming a commensurate base pay amount for the above quota of 250K and a standard fee of 30% of said first-year base salary, the initial outlay for recruitment services would be about 75K. The vast majority of those who we recruit and place in these types of openings far exceed quota expectations. Given that, we may look at the numbers below and readily establish how the value of hiring a recruiter can quickly justify and indeed welcome the initial outlay for services provided.
• 101% of quota – 50K above expected numbers.
• 102% – 100K above quota. This very reasonable and achievable performance level already will cover our fee and leave an excess of 17.5K in revenue.
How about a role with a 100 K base and 1M quota?
• 83+K lost each month open.
• Fee – 30K
• 103% – A very reasonable number that would reach the fee amount.
This doesn’t even include the amount saved by having a proven performer in the slot producing revenue rather than an idle opening that generally would have remained unfilled much longer.
As the above shows, loss due to an open position can be exceptionally detrimental. This can be readily ameliorated by hiring a professional recruitment organization. The fee collected will pale in comparison to even one month of lost production.
We’ve worked with countless companies who placed ads online and worked on searches internally but simply were not able to find a group of candidates that they felt would be productive enough or a match with their cultural construct. In the meantime, thousands and even millions in revenue were being lost. Hiring a professional recruitment firm with a proven track record of success is well worth the expense.
Direct recruitment of superior candidates
We typically recruit executives directly from companies and never publicize openings on job boards or utilize similar, ineffective options. We figure that the hiring organization already has this covered, and if this approach had been fruitful the position would have already been filled.
These individuals are generally doing very well professionally but will be open to a move that provides the proper type and percentage of position parameter increase – compensation, scope of duties, benefits, and other intangibles that are of interest to each potential candidate.
Every so often we’ll source someone who is actively looking for a new position and has a strong track record of success, but the vast majority of the time locating candidates of this caliber requires strong, focused search activity within competitor/similar organizations.
Direct, targeted recruitment is at the core of our approach and will always be the best method to successfully fill an open role with a superior producer.
Network
We’ve spent the past 20+ years developing contacts and knowledge of organizations in the Software and IT realms across North America and other locations. We can quickly zero in on individuals who have specific sets of skills along with proven track records of success that will translate exceptionally well to a new company. Most importantly, we will do all possible to unearth candidates we may not be aware of who may also be a superb match for a given position.
Confidentiality
Internal and/or external necessities may require an organization to utilize a recruitment resource that will allow them to keep a particular search close to the vest. Utilizing an external recruiter is by far the best way to accomplish this.