Sounds like you are new to the scene. Recruiting has changed so much from 2000. In 2000's, many companies valued recruiters: they had recruiters working for the

Sounds like you are new to the scene. Recruiting has changed so much from 2000. In 2000's, many companies valued recruiters: they had recruiters working for the company on 1099. They used to hire best candidates as recruiters too. Caspean networks paid like $200K on 1099 to my buddy, who worked as their recruiter; they even paid for his hotel, cars, etc when he travelled to best college/technology towns: like NC, Toronto, etc. See how linkedin has changed the recruitment and the role of headhunters: http://www.entrepreneur.com/article/242445 http://www.entrepreneur.com/article/242445 I have been doing contracting for last 7 years or so. The way I look at recruites now has changed: nowadays, recruiters need to get paid their commission or fill their quota; so, they need to find at least 4 prospects for the hiring manager. So, they don't care as long as one of them gets hired. Since they don't maintain long term relatoinship with candidates, they don't know where the prospect stands. So, just treat them recruiters like car salesman: you don't need to be disrespectful of their profession. They need to make a living like we do. Recruiters (car salesman) are not the problem; but the industry (recruiting or selling cars) is the problem. I worked as a salesman for two years; I know how difficult it is: commission, base pay, selling warranties, targets, etc. I was lucky to get out of that shitty sales job; many don't have that option any more. After all, becoming an internal recruiter is better for many new graduates than working for Enterprise car rental at their counters.