Technical Recruiting Dictionary

I’m always explaining the nomenclature of technical recruiting. It’s not necessarily a well-formed language, but it does have various constructs that are helpful to understand.
To make it a little simpler, I’ve gathered some definitions and placed them in a group here on the website called Glossary of Recruiting Terms.
Current definitions I have made [...]

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SOS Technical: Local Utah Recruiting Strength

Of course, with what I do, my employer often comes up in my blog. We recently published a new flier that explains some of the reasons why I feel we do so well against our competition here in Utah. Here’s some of that information, or you can download the flier yourself.
About SOS Technical
SOS Technical [...]

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Hiring Options: Retained Search

Retaining a search firm to help you locate candidates is an option often best-used in conjunction with an exclusivity agreement, and where a long-term, consultative hiring process is needed.
Retained search firms often focus on the high-level, top-tier management hires needed by an organization.  These hires are very strategic and mistakes are too costly to allow.
As [...]

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Hiring Options: Contract, Contract-to-Hire

Contracting talented people works in more situations than people often think of.  Where technical or specialized skills are needed, contractors or consultants are both a good way to bring in top-notch candidates while having the luxury of a try-before-you-buy relationship… just in case.
Some Definitions:

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Hiring Options: Exclusive Agreements

Initially, the thing which I find most companies hesitant about when it comes to working with a recruiter/agency are the fees. 
Many agencies will agree to discount their fees somewhat if the client is willing to sign an exclusivity agreement. 
Options to Consider:

Often used in conjunction with retaining an agency, an exclusivity clause can still [...]

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Hiring Options: Direct Hire, Permanent Placement

Direct hire, a.k.a. permanent placement hiring fits the standard model of recruiting and hiring:

Talented person leaves company A…
…to go work for company B

If a contingency recruiter is involved in the transition, that recruiter is often paid a one-time "finder’s fee" for the recruiting, screening, interviewing, reference-checking, etc, that brought the company and the talent together.  [...]

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What is a Contingency Recruiter?

I found an incredible article titled Getting the Most From Your Relationship with a Contingency Search Firm, written by Bob Marshall, Recruitment Educator at Recruiter.com.
If you’re a hiring manager (or you might be) keep this handy!
Like any successful relationship with a consultant, working with a contingency recruiter will be more productive when each party understands [...]

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Definition: Bill-Rate versus Pay-Rate

Our Bill-Rate is the amount, per-hour, that we charge you for one of our employees to work for you. That bill-rate is the total expense for the employee, as we cover all other, hidden-costs such as insurance, benefits, taxes, and all other liabilities for the individual*. From the bill-rate, we also pay the consultant their [...]

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You Don’t Have to Hire Everyone

One of my clients in Salt Lake City uses our service to find great Engineers and Technicians for their projects. They are a small company, though, and so we have a very unique ability to serve them — they don’t want to hire the people we contract for them. However, they treat our contractors just [...]

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What is a Payroller?

Companies will often “Payroll” a person through my office. What does that mean?
Simply, when a company would like us to assume the liability for an employee (their taxes, insurance, potential unemployment, worker’s compensation, etc) they may send them to our office asking us to put them on our payroll and contract them directly back to [...]

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