A successful headhunter (and most of us don’t mind that term) is expert at matching both credentials and chemistry for the best fit between candidate and employer.
The recruiter’s job is to locate prospective candidates to fill the client’s hiring needs. The recruiter is paid by the client, usually a percentage of the candidate’s first-year compensation. A contingency recruiter gets paid only if the candidate accepts the position and stays there for a guaranteed period. Consequently, it is in the search consultant’s best interests to make sure that a position is a good fit for both the client and the candidate. Moreover, the headhunter will assist the candidate in negotiating the best possible compensation package because the better you do, the more money your recruiter earns. Therefore, although you are not technically the recruiter’s client, your search consultant is looking out for your interests also.
This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.
To view this content, please continue to their sites.
LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.
For questions call 1-877-256-2472 or contact us at [email protected]