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[quote=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.

[i]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?

[/i]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?
[i]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?
[/i][i]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...

[b][/b][/i]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 :) ).

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