Re:Ask HN: Validating assumptions about the recruiting business
by loopbit on Thursday November 23, 2017 @06:55PM
(#15768651)
I'm not a recruiter, but I have many years of dealing with them both as an employer and an employee, a few friends are and they've asked me for my opinion in several occasions, the latest when one of them was thinking about expanding into my native country.
Inshort, I'm not a recruiter, I know a bit about the recruitment industry but I'm not an expert. However, until you get more views, here are my two cents:
1) Without knowing the niche or the contacts you have in it, I don't think I can answer this but my gut feeling is that you might be a bit too optimistic.
2) Assuming you have a big enough pool of candidates and clients, a single recruiter should be able to handle that level of work.
3) As you say, base salary is difficult to judge without knowing the local market. Bonus seems a bit low to me (but again, not an expert).
4) Might depend on your niche, but seems like a reasonable assumption.
5) From what I've seen, three months might be a bit high. The recruiters I've worked with usually ask for 10-20% of gross yearly salary, half when the candidate commences employment and the rest once the employee passes the probation period (usually six months).
Inshort, I'm not a recruiter, I know a bit about the recruitment industry but I'm not an expert. However, until you get more views, here are my two cents:
1) Without knowing the niche or the contacts you have in it, I don't think I can answer this but my gut feeling is that you might be a bit too optimistic.
2) Assuming you have a big enough pool of candidates and clients, a single recruiter should be able to handle that level of work.
3) As you say, base salary is difficult to judge without knowing the local market. Bonus seems a bit low to me (but again, not an expert).
4) Might depend on your niche, but seems like a reasonable assumption.
5) From what I've seen, three months might be a bit high. The recruiters I've worked with usually ask for 10-20% of gross yearly salary, half when the candidate commences employment and the rest once the employee passes the probation period (usually six months).