Why Recruiters Are Worth What They Charge

“When I need a heart by-pass, rest assured that I won’t select my surgeon on the basis of what they charge.”

That’s what an ailing executive recently opined when he was informed by his doctor about his arterial blockage problems. Why then can corporate executives be so tightfisted when dealing with what is so commonly thought of as the “heartbeat” of their companies . . . top talent?

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00_HC_shutterstock_77360008_monitor_659pxRetained (dedicated) versus Contingency (non-dedicated)

View our PDF on the differences in a retained and a contingency search process.



Contingency Recruiting is wrong for your company

wrong-way-leadership1I used to think Contingency Recruiting was the best way to find talent for your company… but I’ve changed my mind—here’s why.

I have been on both sides of the table. I have both hired people and have placed talent into Ortho/Spine companies.  The Contingency process is broken. The fundamental flaw is that your goals to hire the best talent and the goals of a Contingency Recruiter are simply not aligned.  Let me explain.

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