4 ms·

> I'm not sure what the compensation model for recruiters is, but it seems to encourage bringing in as many candidates as possible over treating them with hones

> I'm not sure what the compensation model for recruiters is, but it seems to encourage bringing in as many candidates as possible over treating them with honesty and respect. This is exactly how it works, recruiters don't get paid unless they get a candidate hired. Despite all the words they write and say to you, they only care about getting you and the hiring manager to say yes and _everything_ else doesn't matter or is immaterial to them. Unfortunately it's nothing new to see recruiters being less than honest. In their defense, right now is a weird time with many companies who were firmly in the remote only culture now backtracking and reopening again. It could be the case when this position opened things were much different with its requirements. But ultimately never trust a thing a recruiter says unless it is signed in writing from your hiring manager/HR of the company. Never believe anything they say about compensation, the future of the company or your position, etc. Never.

brazzledazzle 5y ago
At the end of the day it's a sales position and just like any sales people they can have a flexible relationship with the truth.
- achenatx 5y ago
  not good people who plan to develop long term relationships. A good recruiter can place the same person many times over the years. But not if they lie.
calvinmorrison 5y ago
> This is exactly how it works, recruiters don't get paid unless they get a candidate hired. Not exactly. I mean yes - exactly. But they also typically have riders on the contract. Firstly, our recruiters do not get the same cut if the new hire doesn't pan out. Also recruiters I have worked with in the past tend to get a percent of the salary number. That helps as the recruiter is really trying to get you the highest number. So yes, and no.
hammock 5y ago
OP experience makes me think some kind of added process like Letter of Agreement or Letter of Intent from the initial outreach that says “assuming you pass all the rounds, we will hire you to a remote position at a salary to be determined but between the range of x-y, etc.” could be helpful. It’s not a contract but a precursor and some lighter level of commitment. Common in enterprise sales scenarios but not in mid level job searches.
- qbasic_forever 5y ago
  That might work for much more senior or established roles where the hiring pool is small and candidates few. But for your bog standard engineer roles it's not worth the company time and hassle to fuss with negotiations before interviews even start. The unfortunate reality is they'll just pass over anyone demanding such things and grab any of the other resumes on the stack.
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    [deleted]
- pvarangot 5y ago
  If the hiring manager or the people on the hiring committee change their mind about remote work, you are not getting hired anyway not matter what the intent was when you started interviewing.
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23B1 5y ago
This depends a lot on their incentive structures - the other side of this coin is that many recruiters are simply full-time employees, who get measured more on their time-to-hire. Unless we're talking about freelancer/indie recruiters, of course.

brazzledazzle 5y ago

At the end of the day it's a sales position and just like any sales people they can have a flexible relationship with the truth.

achenatx 5y ago
not good people who plan to develop long term relationships. A good recruiter can place the same person many times over the years. But not if they lie.

calvinmorrison 5y ago

> This is exactly how it works, recruiters don't get paid unless they get a candidate hired. Not exactly. I mean yes - exactly. But they also typically have riders on the contract. Firstly, our recruiters do not get the same cut if the new hire doesn't pan out. Also recruiters I have worked with in the past tend to get a percent of the salary number. That helps as the recruiter is really trying to get you the highest number. So yes, and no.

hammock 5y ago

OP experience makes me think some kind of added process like Letter of Agreement or Letter of Intent from the initial outreach that says “assuming you pass all the rounds, we will hire you to a remote position at a salary to be determined but between the range of x-y, etc.” could be helpful. It’s not a contract but a precursor and some lighter level of commitment. Common in enterprise sales scenarios but not in mid level job searches.

qbasic_forever 5y ago
That might work for much more senior or established roles where the hiring pool is small and candidates few. But for your bog standard engineer roles it's not worth the company time and hassle to fuss with negotiations before interviews even start. The unfortunate reality is they'll just pass over anyone demanding such things and grab any of the other resumes on the stack.
- deleted 5y ago
  [deleted]
pvarangot 5y ago
If the hiring manager or the people on the hiring committee change their mind about remote work, you are not getting hired anyway not matter what the intent was when you started interviewing.
- deleted 5y ago
  [deleted]

23B1 5y ago

This depends a lot on their incentive structures - the other side of this coin is that many recruiters are simply full-time employees, who get measured more on their time-to-hire. Unless we're talking about freelancer/indie recruiters, of course.