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That's good info. Detecting good recruiters seems to be kind of a
crapshoot, but sometimes you can tell from the job description or the
agency's web page whether they are ethical and professional.
Recently I called a recruiter who had pasted an enthusiastic boilerplate
message into a clumsy email while trying to recruit me. Inclusion of a
sentence that had nothing to do with the job told me she was being directed
by someone else. Just for a lark, I gave her a call to see if I could find
out where the job was so I could make an end run around this obviously
incompetent person - and she immediately told me, even before I asked. Poor
thing, she won't be in business long.
On the other hand, I know a recruiter who was a tech writer himself for
many years, and he has a great reputation for being fair and decent to his
writers. He specializes in engineering and developer documentation. At one
point he alerted me to a possible sexual harassment risk on a job he had
available; a known offender that the company hadn't yet seen fit to fire
was a major SME. He gave me a chance to ask him not to submit me, and I
did, but expressed my appreciation for his openness and honesty. I've had
enough of those jobs to last me through the 21st century, I'm through being
paid well to tolerate bad behavior.
Bee
On Fri, May 31, 2013 at 9:55 PM, Gene Kim-Eng <techwr -at- genek -dot- com> wrote:
> It doesn't really work that way, except in a high-demand market (which we
> certainly do not have now). Clients specify how much they are willing to
> pay for the service and the agencies offer what they think they can hire
> the talent for. This is why you may sometimes see different agency
> postings that are clearly for the same job with rates that can vary widely.
>
> Where recruiter fees are actually spelled out as percentages is in
> headhunting for direct-hire positions.
>
> Gene Kim-Eng
>
>
>
> On 5/30/2013 6:54 PM, beelia wrote:
>
>>
>> Similarly, does anyone know about what the recruiter's fee is?
>>
>
>
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