A common baseline for contingency rates is 20%. Becoming a recruiter has attracted the interest of many job seekers or people who change careers in recent years. For example, recruiters are usually responsible for keeping track of hiring statistics, creating reports on employee retention, efficiency of job offers, etc. The candidate placed should normally stay in the position for 3 to 6 months so that the quota is safe and the recruiter sleeps well at night.
So it's up to the recruiter whether to spend time matching a lot of work orders with lower rates or placing a person in a C-level position for a higher fee. Even so, you should keep in mind that some small or medium-sized companies looking for an internal recruiter are likely to combine hiring with human resources tasks. While you can analyze all that data and get an idea of how much recruiters earn, this may not be all the information you need to know what your earning potential as a recruiter could be. And if you commit to becoming a recruiter, there's no one wrong, you can always try a different hiring route later on.
However, recruiters can use the power of the company name to reach out to the best candidates and make offers to those who may not even be looking for a new job. Job seekers often refer to themselves as “customers,” and recruiters are trained not to correct them. Those who want to maximize what they earn as recruiters often give up internal salaried positions in favor of working with a recruitment agency. If you are looking for job stability with a fixed salary, then your two main options are to work as an internal recruiter or for a staffing agency that offers a base salary.
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