I'm a corporate recruiter ex headhunter - ask me anything..

[Anonymous]

Have some free time on my hands this afternoon

Mom of 2 little ones working from home. I write resumes, hire people nationally and internationally for F500 firms and have worked in both the federal and commercial space. I'm a career recruiter with general industry experience, specializing in sales/marketing, finance and IT. I've developed college recruiting programs and also placed C suite execs.

What do you want to know about what employers look for or how to find a job??

[Anonymous]

Words of wisdom? I thought about getting a head hunter. I know I could be doing more than what I am doing now...I am smarter than my position. I just am not sure...how do you break into those F500 companies. I am just at a mom and pop place.

[Anonymous]

do you only work with really specialized jobs? or can the average joe schmoe mid-level emloyee benefit from a headhunter as well?

[Anonymous]

i assume the hiring company pays you, how much do they pay you?

[Anonymous]

I'm looking at a position on a lawyer job board for a "consultant." It's a super vague job posting. 2/6 of the people at this place are lawyers, so clearly they like the law degree. What do you think they're looking for?

[Anonymous]

i am at a small "mom and pop" company too- i feel like i am a good employee but because we are small i do LOTS of things and it is hard for me to narrow down my job title into something specific like what a f500 company would have. how do i make my resume stand out when someone else probably has the exact job title from another similar company? whereas i can say yes i do X, but i also do Y and Z which has nothing to do wtih X.... i have breadth not depth if that makes sense...

[Anonymous]

I am smart and have a god job history/work hard, but I feel often get hired based on my looks. How often do you do that? Would you pick a slightly less qualified candidate who looked better than the more highly qualified candidate? What "looks" are you looking for?

[Anonymous]

Typical headhunter OP. You start the conversation and then don't get back to anyone! Nice.

[Anonymous]

Anonymous wrote:Typical headhunter OP. You start the conversation and then don't get back to anyone! Nice.

LOL!

[Anonymous]

ok here are my answers -

Words of wisdom? I thought about getting a head hunter. I know I could be doing more than what I am doing now...I am smarter than my position. I just am not sure...how do you break into those F500 companies. I am just at a mom and pop place.

You "break" into F500 co the same way you break into any job you want to be considered for - recruiters look for matching skill sets. Depending on the experience needed, you either get considered or not. It does not necessarily matter that you are at a mom/pop place meaning I assume, an environment that have less people. It depends on your industry, your title, the job you are going for. So I would encourage you to apply/network for those jobs of interest to you and don't worry/focus on not currently being employed by a F500 co.



do you only work with really specialized jobs? or can the average joe schmoe mid-level emloyee benefit from a headhunter as well?

There are headhunters specializing in just about EVERYTHING industry wise. There are recruiters also who specialize in specific professional levels. For instance, a mid-level employee would be best served by a contingency recruiter. An executive making $150k+ and more likely $200k (C suite - CMO, CEO, CIO, COO) would be with a retained executive search firm. Any of the big recruiting firms - RHI, Ajilon, Adecco, etc. are going to run both types of recruiting models. You "benefit" from a recruiter in that you are placeable. Meaning, you interview well, you are not a job hopper, you are not totally rude to your recruiter - you listen to them, you go on interviews they send you out on, etc. Remember that the recruiter makes money by placing candidates so 1. it is in their best interest to find you a great job you like so you take it and 2. they want you to get the most salary because they make a % of your salary as a fee. So yes, you can benefit from working with a recruiter but you need to understand that their commitment to you needs to be respected.

i assume the hiring company pays you, how much do they pay you?
In a retained exec search model, the client pays 1/3 upfront, 1/3 at an agreed upon date moving into search, 1/3 upon completion of search. The fee is based typically on 30% of the first year's salary - typically in sales positions, this is only base. Client pays all business expenses incl any travel fees to the recruiter. This is a C suite retained model. Retained meaning client pays upfront so they are invested and thus assumed exclusively using that firm to run the search. In contingency, it is more likely 20-30% first year salary - again only on base - no expenses paid by client. Usually there is some sort of guarantee - 30-90 days when if the hired candidate does not work out (resigns position or fired with cause) the fee is refunded or the search is redone at no cost to the client. In a contained search model, there is some flexibility to how the fees are paid on time but essentially it would be 25-30% of the first year salary as well.


I'm looking at a position on a lawyer job board for a "consultant." It's a super vague job posting. 2/6 of the people at this place are lawyers, so clearly they like the law degree. What do you think they're looking for?
Well, a "consultant" is typically someone that is just that - you are full time w2 for a company and they will put you out on projects with their clients. You should keep also in mind that not every co. write a job description the right way or does it well. Just because it's an employer does not mean they know what they really need by way of talent Essentially in the case you are describing, I'm going to guess that it's a consulting model the co. is running.

i am at a small "mom and pop" company too- i feel like i am a good employee but because we are small i do LOTS of things and it is hard for me to narrow down my job title into something specific like what a f500 company would have. how do i make my resume stand out when someone else probably has the exact job title from another similar company? whereas i can say yes i do X, but i also do Y and Z which has nothing to do wtih X.... i have breadth not depth if that makes sense...

You can only present your background in the most attractive way you can. There is no magic way to stand out. There are no creative fonts to use. There is no color paper the resume is written on that helps you. I see 100 resumes and I toss most of them out esp. if they come to me in mail, on paper and are obviously trying to stand out. It's like anything else - people either are going to consider you or not. Be honest and clear with your background, write your resume so that if you were that employer, it would pique their curiosity to want to talk with you further. In other words, tailor it to the job specs of that specific position. I personally have like 7 versions of my resume depending on what kind of professional impression I want to make within the recruiting industry. If you don't have depth, you just don't have it - sell your breadth of experience and downplay the depth - don't try to create depth if you just don't have it because you aren't going to be able to.


I am smart and have a god job history/work hard, but I feel often get hired based on my looks. How often do you do that? Would you pick a slightly less qualified candidate who looked better than the more highly qualified candidate? What "looks" are you looking for?

[i]Yeah, looks help. I hate to be shallow but yeah, everyone looks at looks. Unless you're in IT or something and are around zero human beings Who cares what you are hired on though? No, I and nobody I've worked with would hire someone who looked better than a highly qualified candidate. However, if both qualified individuals are presented, I'm going to pick the one I "like" and in many cases, that person is likely either charming, funny, attractive physically, or something that makes me like them. It's not necessarily about looks though that's typically an easy way to make an impression right? So I say it is about looks but in general it's more about connecting. People whether employers or not are people - they want to be around people they like. So be an interesting candidate (but not too crazy ).

[Anonymous]

I have worked at a very stable fortune 500 company for 15 years not close into DC and my job is close to my home. I am very qualified. Would you consider me or would you think I am a lifer? Also, what type of things tick you off about potential candidates? I realize there are obvious things like checking in too often, inflating resume qualifications, lying which I wouldn't do. Would being a picky candidate in terms of geographical location and type of position turn you off particularly if I am upfront when we first meet.

[Anonymous]

I have worked at a very stable fortune 500 company for 15 years not close into DC and my job is close to my home. I am very qualified. Would you consider me or would you think I am a lifer? Also, what type of things tick you off about potential candidates? I realize there are obvious things like checking in too often, inflating resume qualifications, lying which I wouldn't do. Would being a picky candidate in terms of geographical location and type of position turn you off particularly if I am upfront when we first meet.

[i]In general, I would not be ticked off if you are upfront about any specific parameters regarding your job needs or interests. What WILL tick a lot of recruiters off and my personal pet peeve is those negotiating salary AFTER offer presentation. Because, if I've spent a zillion times asking you what you need and want and then I give you what you said you could live with and then come back and balk/renegotiate, I will definitely not be happy. In fact, I have pulled offers before and have had hiring manages pissed enough to do as well. What ticks me off are candidates not being on the level with me - respect my commitment in working with you to get you the best opportunity I can. Respect me enough to listen to my counsel if I tell you that your resume sorta sucks and give you pointers, it's in your best interest to take them. I'm making money only if I can place you. Checking in doesn't tick me off as much as it may make you look really desperate but even that is not a big deal. You won't so much tick me off by inflating your resume qualifications - I'll be able to sniff that out by talking with you - as much as make me skeptical about what else you may be hiding/inflating/etc. It comes down to trust and being a good candidate to work with. I'm asking myself if you are going to interview well, be reasonable, be someone who I want to place - be "easy" in that you aren't going to be a crazy candidate wanting this, giving attitude, not telling me things I should be aware of because it's my client that I'm presenting you to and my reputation is on the line. Hopefully that makes sense. I would be interested in working with someone with job stability absolutely. How marketable you are does correlate to what geography you want to be - for example I will have a much harder time placing you with a co. in a small town than a metro city. But recruiters work on contingency in that I will get paid if I place you at any time so even it took awhile as long as you are not in a rush, there is always an opportunity to make something happen. Good luck!

[Anonymous]

Thanks for the feedback. I wouldn't do any of those crazy things that you said. How about if you have a good candidate that does not present well? Great technical skills but comes across as not quite polished.

[Anonymous]

It comes down to getting the job I need to believe you are motivated, will accept a fair offer and can present well. If you don't present well I will try to coach you through interviewing but at the end of day, it's your life and your ability to land that job. I make my living based on you getting the job so I will help you as much as I can but from a business standpoint it has to be worth my while. It's like anything - do you have potential even if you aren't the most polished? It also depends on jobs I'm working on a lot of times it's the connection with an employer not just your presentation. If I had just the right client seeking your skills and interests that's what counts most.

[Anonymous]

Thanks again. Too bad for me you are no longer a headhunter. I would have loved to work with you.