"get back to what I love doing which is exposing the industry for the giant cesspitt it is."
Your words reveal that you are not the altruist you pretend to be. I want to believe you, take you seriously, and help you, but from the beginning all I have seen is self promotion.
I for one will not miss the blatant pandering you espoused here, but wish you luck nonetheless. Hopefully your future contribution 'justifies' your remuneration in your next assignment.
Agree with not offering the first number. Also tell them, 'money is important, but more important is the opportunity and the people I'd be working with.' If this fails and they offer you a low number, tell them, 'I'll have to think about any offer less that X, however, I'll accept right now if you can somehow offer X.'
Is the question how much is earned per placement or per year? Each is very dependent on the individual and firm.
In the US recruiters charge 15-30% of base and/or total comp...depends how good you are and your relationship with your client. Good US recruiters bill 300K+, great recruiters bill 500K+, and avg recruiters will bill 100-200K. How much you keep as an individual depends on the deal you have with your firm or if you are self employed.
The second part of the question ~ does being a developer make a person a better recruiter? My initial answer would be 'no'. In fact, I would argue that being a developer could hinder being a successful recruiter.
Understanding what your client is looking for is absolutely key to being successful. However, the skills that make you a good devlpr are almost polar opposite the skills that make someone a good recruiter. Being a recruiter takes a strong sales aptitude.
The other problem that comes to mind is a condition we, in the US, call 'experting'. It happens when you're candidate has 60-90% of what the client is looking for, but because you're too focused on delivering perfection, and because you know what perfection is, you neglect to send this place-able candidate in for an interview. Sometimes it's better to not know what you don't know.
Good question and difficult to answer...truthfully I hadn't ever given it much thought until this article.
But first, I can tell good candidates from bad by what they've accomplished, who they've accomplished it for, what they say, and what people say about them.
I'm a good recruiter not because I never talk to the wrong candidate, I'm a good recruiter because I know the difference between the right and wrong candidate.
So yes you are still going to have to talk to bad recruiters. However, the best way to attract great recruiters is to be great at what you do!
Perhaps you should provide equal time and write about good recruiters and the value they bring to candidates and companies alike. Maybe "All that's right with the recruitment industry"
I fail to see how speaking negatively about an industry helps promote it's value.
'there are plenty of good recruiters out their however there are infinitely more bad recruiters...' I know there are plenty of others out there just as fed up with the self-inflicted negative attitude towards the industry, the difference is I am making my opinion heard.'
Perhaps you should provide equal time and write about good recruiters and the value they bring to candidates and companies alike. Maybe "All that's right with the recruitment industry"
Good bye HN thanks for the constant CENSORSHIP