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I for one will not miss the blatant pandering you espoused here, but wish you luck nonetheless. Hopefully your future contribution 'justifies' your remuneration in your next assignment.

Cheers

Agree with not offering the first number. Also tell them, 'money is important, but more important is the opportunity and the people I'd be working with.' If this fails and they offer you a low number, tell them, 'I'll have to think about any offer less that X, however, I'll accept right now if you can somehow offer X.'

Is the question how much is earned per placement or per year? Each is very dependent on the individual and firm.

In the US recruiters charge 15-30% of base and/or total comp...depends how good you are and your relationship with your client. Good US recruiters bill 300K+, great recruiters bill 500K+, and avg recruiters will bill 100-200K. How much you keep as an individual depends on the deal you have with your firm or if you are self employed.

The second part of the question ~ does being a developer make a person a better recruiter? My initial answer would be 'no'. In fact, I would argue that being a developer could hinder being a successful recruiter.

Understanding what your client is looking for is absolutely key to being successful. However, the skills that make you a good devlpr are almost polar opposite the skills that make someone a good recruiter. Being a recruiter takes a strong sales aptitude.

The other problem that comes to mind is a condition we, in the US, call 'experting'. It happens when you're candidate has 60-90% of what the client is looking for, but because you're too focused on delivering perfection, and because you know what perfection is, you neglect to send this place-able candidate in for an interview. Sometimes it's better to not know what you don't know.

Cheers

This statement is bait.

Funny and true.

Good question and difficult to answer...truthfully I hadn't ever given it much thought until this article.

But first, I can tell good candidates from bad by what they've accomplished, who they've accomplished it for, what they say, and what people say about them.

I'm a good recruiter not because I never talk to the wrong candidate, I'm a good recruiter because I know the difference between the right and wrong candidate.

So yes you are still going to have to talk to bad recruiters. However, the best way to attract great recruiters is to be great at what you do!

My apologies. I read HN b/c intelligent people write here.

I doubt you will hear anyone make that claim, but only b/c it's not a flattering revelation. Truly I do understand your points and they are valid.

How about a post then on how to attract good recruiters? Seems constructive....doesn't it?

Has anyone stopped to ask, 'Why do I only get calls from bad recruiters'? "Why am I not on the radar of good recruiters'?

If only the bad recruiters are calling you what do you think that says about you?

'...purpose of the blog is to expose the flaws in the industry...'

Judging from the activity there's plenty of recognition of the industries flaws. Unfortunately, negative press is more interesting to read.

'...expose the flaws in the industry and motivate people to start making changes.'

Sooo you propose 'dark' without 'light'....'up' without 'down'?

Perhaps you should provide equal time and write about good recruiters and the value they bring to candidates and companies alike. Maybe "All that's right with the recruitment industry"

I fail to see how speaking negatively about an industry helps promote it's value.

'there are plenty of good recruiters out their however there are infinitely more bad recruiters...' I know there are plenty of others out there just as fed up with the self-inflicted negative attitude towards the industry, the difference is I am making my opinion heard.'

Perhaps you should provide equal time and write about good recruiters and the value they bring to candidates and companies alike. Maybe "All that's right with the recruitment industry"

Thanks, I've been an executive recruiter for 15 years and only read HN because of the thought leaders who write here. I recruit and work with high level execs who actually understand and respect the value of a good recruiter. Your posts are interest generating because they showcase the low underbelly of the industry and not the well respected recruiter. Still thanks for writing.

Do you think there's a recruiting board somewhere where they complain about snarky coders?

Seems you really need better filtering tech to keep off the information that is offensive to you. Limiting the amount of information is good how?