HomeConsultingIT recruiter’s response

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IT recruiter’s response — 1 Comment

  1. I’m for full disclosure. The reason is related to this paragraph:

    “In my opinion you can go either way, but what I tell my consultants is that as long as they are happy with their current salary and they don’t feel taken advantage of then they shouldn’t worry about the billing rate.”

    Ultimately an employee cannot determine whether they are being taken advantage of unless they know the full price being paid. I’ve read horror stories of $100/hour DBAs where one probably does not immediately feel taken advantage of until they discover their services were hired out at the cost of $250/hour (and ridiculously, even higher).

    On discussing this in forums a lot of the responses were along the lines that it was extreme but, “If $100 was okay then why isn’t $100 okay now?” This is entirely reasonable and leads me to believe that personal feelings about the issue are irrelevant and misdirection from real issues.

    Where I see the problem is that your value to the business is not determined by your productivity or skills alone but is factored by your full cost to the business (i.e. what is paid to the recruiter, not what ends up in your pocket).

    Your value to the business = your productivity / the recruiter’s cost to the business. This goes on to influence their expectations of you, their satisfaction with the end result of your work, and ultimately the longevity of the contract.

    Hidden recruiter costs affect the balance of formula to the detriment of employees and businesses, who are calculating the risk and reward of offering and accepting the contract respectively based on now inaccurate information.

    That’s why I’m pro-transparency. If there’s a reasonable margin it will be accepted. If it isn’t reasonable everyone has a choice to walk away.

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