June 30, 2014

Why do recruiters suck so bad?

Filed under: Headhunters, Heads up, Hiring, How to work with headhunters, Job scams, Q&A, Recruiting, Stuff I worry about

In the July 1, 2014 Ask The Headhunter Newsletter, a reader expresses serious reservations about recruiters:

I am a 46-year-old woman who has been rendered 100% unemployable in the New Economy. I’d just like some help in understanding what’s going on. My experience with recruiters has been terrible, and as a recruiter I thought you could maybe offer some insight into why they have become so useless.

I’ve spoken with lots of other “permanently unemployable” professionals over the age of 40 and their experience with recruiters is identical to mine. Are recruiters truly incapable of providing real feedback? Why do recruiters suck so bad?

Nick’s Reply

sucks-so-badYou’re opening up a can of worms. So let’s tie on our aprons and take a good look at the slop that passes for “recruiters” nowadays.

There are some very good recruiters out there — both inside of companies (in the HR department) and on the independent side (those that HR pays to deliver candidates). They are few. (See Good Headhunters: They search for living resumes.) On the whole, recruiting sucks really, really bad today.

The problem is automation

The number one problem is that recruiting is now wholly automated. Both the HR profession and independent recruiters don’t really recruit. To recruit means to go out into the world to find, talk to, assess, judge, cajole, seduce, convince and bring home the best people to fill a job for a client. This still requires getting one’s duff out of the chair from behind the desk and the computer display to actually meet people. (See Executive Search: Don’t pay lazy headhunters.)

But, show me 1,000 recruiters and I’ll show you 999 lazy keypunchers who are terrified to talk to anyone, and content to get paid for diddling their keyboards. They pay monthly fees to access huge databases of “job seekers” — and their expectation is that “the system” will deliver candidates. So, what do employers need recruiters for?

The 1,000th recruiter — who actually goes out and recruits — is worth his or her weight on gold. He doesn’t suck. The rest aren’t worth spit.

Everybody can play!

The other biggest problem is that the cost of entry to the recruiting business is virtually zero. Anybody with an Internet connection and a cell phone can play. The automation thus allows a proliferation of drive-by recruiters who run over job applicants while scratching their lottery tickets. It’s why you hate recruiters: You’re just another casualty and there are plenty more where you came from. (See Does the headhunter own my job interviews?)

I could riff on this for pages, but I’d rather just show you the very disturbing trend that proves my point: It’s not about recruiting any more. Proof lies in the “state of the art” start-up firms that get funded because idiot investors get excited about “new business models” that do absolutely nothing to advance the art and science of recruiting.

If these are the kinds of companies that have been funded, what does it tell us about the state of the business? (See Employment In America: WTF is going on?) As you put it, this is why recruiters suck so bad.


One of the early dim-bulb recruiting start-ups was NotchUp, started in 2008 by a couple of guys whose first concept was a “pay for interview service” that didn’t quite make it. In 2010, BusinessInsider called NotchUp a “Hot Silicon Valley Startup You Need To Watch.”

What was this exciting new concept in recruiting? It was a “crowd-sourced lead generation platform on top of social networks.”

Notchup was basically an app that was supposed to leech job seekers from social networks. It was designed to avoid recruiting. The app circulated job listings across social networks and matched them to users’ connections. Then they waited for results, just as “recruiters” inside major corporations wait for job boards to “deliver” hires. NotchUp no longer exists.

Standout Jobs

This start-up arrived in 2007. Standout Jobs was described as a “do-it-yourself, interactive career site.” A few years later, founder Ben Yoskovitz admitted, “I didn’t have a strong enough understanding of the HR/Recruitment market going in.”

Surprise: None of the clownish “entrepreneurs” looking to cash out know a thing about recruitment. They’re selling apps and database services in lieu of recruiting.

Clicking on StandoutJobs.com yields an “error establishing a database connection.” The business was acquired in 2010 by another up-and-coming online recruiting business, Talent Technology, which garnered a “top HR product” award from HR Executive magazine. The award seems to have been purged from the web, and Talent Technology Corporation is nowhere to be found online. (What does this tell us about HR Executive magazine?)

Tony Haley is a seasoned London headhunter who’s been watching these start-ups a long time. “You have people with little or no recruiting experience introducing new services and putting spin around them,” he explains, “about how they will improve the recruiting process without understanding it in the first place.”

Haley points to the real problem: HR executives who know nothing about recruiting, either. The recruiting services they turn to “match the misguided demand from employers that cheaper is better. These services encourage low-level, high-activity churn. It encourages more inexperienced people to go into recruiting — people who think they can make quick money. It drives down the quality of candidates and it hinders the speed of service.”

Referral recruiting

The main idea behind many online recruiting start-ups is “referral recruiting.” It’s simple: Recruiters suck at finding job candidates, so let’s find someone else to find job candidates, thus recruiters and employers can both avoid recruiting. We’ll introduce a cool new business model: Split the placement fee with anyone who touches the process.

I won’t waste your time with links, because most of them are dead, but the lsplit-feesandscape is littered with the corpses of brilliant, “award-winning” referral services: refer.com, KarmaOne, YorZ, h3.com, referrio.com, and more.

When you get that call, you realize recruiters suck because the state-of-the-art in recruiting is not about recruiting. It’s about splitting recruiting fees while avoiding recruiting. And what of the employers that try out these services?

Says Haley, “Do they really think recruiters will do more for less? They will do less for less and the employers get what they pay for. Time spent working to fill jobs is minimized, which means quality is affected, speed of service slows down and the candidate experience is poor because no one really cares about the candidate. It’s all about the cost.”

Under this model, the recruiter who actually does the work is left with a tiny fraction of a fee. And you guessed it — this is how employers wind up working with really crappy recruiters, because the best ones don’t need help and aren’t going to share their fees. The intermediary “recruiting services” wind up pimping recruiters who can’t do the business themselves.

Scout Exchange

A representative from Scout Exchange (www.goscoutgo.com) tried to get me to write about this latest recruiting concept. I’ve included the URL in explicit form because the company’s mascot really is a dog. So they get their wish. The company charges employers to find recruiters who will find candidates to fill jobs.

Disintermediation, anyone?

I think what this tells us is that inept in-house personnel jockeys not only can’t recruit to find hires — they can’t find good recruiters. (Oops. We’ve inadvertently figured out why internal recruiters suck, too!)

Employers sign up for the service, which matches them with recruiters who sign up to share placement fees. Explained the rep: “Scout is an online platform that uses advanced data analytics and algorithms to find the best matches between specific job reqs from enterprise and specific third-party recruiters.”

(Note there’s no claim that anyone is matching workers to jobs. This is matching companies to recruiters. Recruiting recruiters. Do pimps have pimps?)

Tony Haley: “There are no advanced data analytics and algorithms that can account for human interaction, emotion and, therefore, decision making.” He took the words out of my mouth.

wild-dogWhen a job is filled after being “touched” by who knows how many parties, the employer pays a fee, which winds up shared by recruiters and Scout.

I was told: “Employers benefit from Scout’s bidding feature that allows recruiters to submit talent at the placement rates they feel are appropriate, often reducing agency costs for employers.”

This service encourages recruiters to fight like dogs for the right to have their throats slit by “clients” looking for bargains. When one of these recruiters calls you about a job, do you think they’re going to take time to act professionally? That’s the game.

Better yet, what do you think happens when a recruiter bids the lowest price? Does she bite the hand that feeds her?


My favorite new recruiting service is RecruitFi. The company’s Business Development Director pitched me to do a story about the company, and excitedly told me they have “gameified” recruiting. (It seems these firms spend a lot of time trying to get into blogs. Is that business development?) Like Scout, RecruitFi doesn’t improve recruiting in any way that I can see. The game is that it merely spreads around the fees employers pay. But they spread the fees farther.

Here’s how it was explained to me. Buckle in for some serious doubletalk. (I added the highlights):

“There is higher engagement with incentives, because we have a large pool it helps us keep recruiters motivated as we connect them with new clients. [sic] We want the highest quality candidates for clients and small rewards as recruiters do searches acts [sic] as an incentive to be in our community. We also pay the candidates which closes the loop of hiring conformation (as well as establishes the relationship with their recruiter and us).”

Read that part again: They pay the candidates!

I asked David Hines, an HR consultant with Human Capital Solutions, LLC, for his reaction. “This model will get 95% of back-bencher contingency recruiters to participate. The best 5% of recruiters would never play in this arena because it would quickly kill their reputations,” said Hines. “As for paying candidates… Unbelievable. I can’t believe that these idiots don’t see any ethical violations here.”

Here’s what I told the biz dev guy from RecruitFi:

“First, about 5% of independent recruiters/headhunters are really any good. The rest are fast-buck artists who will do anything to make a fee. That’s who your model will engage. ‘Engaging’ all of them is a waste of time and counter-productive. When all of them are chasing the same candidates, it pollutes the pool and makes it more difficult to hire the best people. (See Headhunters, Personnel Jockeys & Monkeys.)

razor“Second, the best headhunters will not invest their valuable time to get partial fees. They’ll go work on real assignments, where the client wants the best candidates and is willing to work closely with one headhunter – even if only on contingency — who will earn a full fee. Key here is the fact that you’re not lowering the fee the client is paying – just distributing it. There’s no benefit to the client. Having ‘more headhunters’ working on an assignment has never resulted in better searches or better placements.

“All your model does is encourage headhunters to slit one another’s throats for the benefit of working with you. You will wind up with a pool of poor or mediocre headhunters throwing all the spaghetti against the wall that they can – to make a few bucks. The best assignments and the best placements will be done by the best recruiters.”

The best recruiters don’t play games and have no competition

Does this explain why most recruiters you encounter suck so bad? The very recruiting industry now sucks, because the newest developments are not about recruiting — they’re about introducing more hands to grab at limited placement fees, and paying even more wild dogs to abuse job applicants. They’re even paying you when you accept a job! This is the business model venture capitalists like to fund — because they don’t understand recruiting, either.

Yes, it sucks. The trouble is, employers support these “innovations” which amount to little more than recruiting recruiters to do the work recruiters inside corporations aren’t doing.

Meanwhile, the best recruiters have no real competition. They don’t play “games” or dice up fees, or abuse job applicants. For more about how to distinguish the real recruiters from those dialing for dollars, check How to Work With Headhunters… and how to make headhunters work for you. Much of the book is about how to avoid recruiters that suck. The rest is about how to profit from the best. And this week it’s 25% off! (Use discount code=FIREWORKS.)

Let’s hear about your experiences with recruiters that suck — and about those that don’t. And tell me whether you’ve encountered any clever new “recruiting services” that actually work to your advantage — whether you’re a job hunter or an employer or a recruiter.

: :


96 Comments on “Why do recruiters suck so bad?”
By Anna Mouse
July 15, 2014 at 3:15 pm

In my experience recruiters have just run me ragged for jobs I have only the slimmest of margins of getting. One particular Recruiter/temp agency sends out an inordinate amount of calls/emails/texts every time they try to contact me. On average I get about 12 messages from them every time they need to contact me. This is simply not effective communication.

More to the point – this “hard sell” mentality seems to be the way the average Joe/Jane recruiter is operating these days. Recruiters have created a lot of work for myself as well as for the hiring staff by cramming candidates down their throat. This is clearly a waste of time and resources for both the candidate and the company.

It is little wonder why you see so many companies refusing to deal with recruiters these days.

By Pigbitin Mad
July 15, 2014 at 3:24 pm

I’m 53 and the last full time job I had I got when I was 46. And the only reason is I could pass for 35 and it predated both the crash and the proliferation of those sites like Intelius and Spokeo that broadcast your age for all to see without having to shell out a dime.

The only thing that surprises me is that the comments are not filled with idiots who say it is all your fault. I know that everything you say is right on. And I have been interviewed by clueless 20 year olds who literally read the questions off a sheet of paper and did not understand a word I said in response.

Most interviewers don’t give a crap about my experience. It is clear that they are desperate to bum rush me out of the room by not asking anything.

It sucks being in America and I do not think it will ever improve either. Stick if fork in us, we are DONE!

If I could live somewhere else I most certainly would and I would never look back. I have been turned down for minimum wage jobs too after filling out a 45 minute questionnaire that asks things like “Would you steal from us?”

And yes, it is humiliating and degrading to be rejected for these jobs when places like Time Warner and Verizon can’t seem to get my frigging order right when all I am doing is moving across town. Instead, they send bills to my old address and then turn me over to a collection agent because they can’t find me, a fugitive who absconded with their equipment even though they are sending another bill to my new address five blocks away (and I am listed in the phone book).

I can guarantee you that I would not F up the order if I were working that job.

Enough ranting.

By marybeth
July 21, 2014 at 12:23 pm

@D Marie: good luck with your new career, and it is great that you have found something that you can be trained for and do. I know that it must be hard to have to leave the country, your home, your family, your friends, your cats, everything familiar and dear to you. I think Don is right, and to look at this not as a bad thing but as an opportunity. It doesn’t mean you have to stay there forever, or even for 10 years.

Two years ago, at one of my college’s alumnae workshops (for those of us who are looking for work, looking to change careers, etc.), there was a very young alumna present. She had graduated the previous spring, could not find a job here in the US, so she had taken a job teaching English in China. She returned because the pay was so little that her parents were helping her pay her (very small) rent on her tiny apartment. I think she was in a rural part of China (I don’t remember her talking about being in a city), and said that her pay was $60.00 per month, which was considered a lot by the locals. She returned to the US because her father (an architect) lost his job and her mother’s hours were reduced, and she didn’t want to burden them. She was in China for a year, and said that when she was in college, that was the only job offer she had, despite having a minor in computer science. And I’ve read stories about others who have taken teaching jobs overseas who earned very good money, more than they would make as teachers here in the US.

I know how hard it is to have a parent who isn’t understanding; I get that from my parents, who never faced unemployment in their working lives and who, because of their ages, cannot fathom how much the nature of job searching has changed, and not for the better. It is so far removed from the realm of their experience that they simply don’t understand it, don’t want to understand, find it easier to blame those who can’t find work (it must be all their fault) and thus ignore it. I live in Western MA, and things are no better here than what you describe in Boston. Like you, I have expanded my geographical job search, tried different industries (in which I have experience), and still nothing. It isn’t you, it’s the economy and the automated system. I know it is hard, but try not to take your mom’s comments personally; I suspect that she is around the same age as my parents, and like them, she doesn’t truly understand what you are going through and how hard it is.

Like you, I, too, have applied for work at Target and been rejected. And at Home Depot, Wal-Mart, and other places, just looking for a second part time or even seasonal job. A friend of mine got rejected by Domino’s Pizza (she was desperate and would have delivered pizzas for a second job). It feels demeaning and is discouraging to be rejected even after removing all of your education and some of your experience from your resume. We can start the “I got rejected by Target” club and hopefully laugh about it someday. I suspect that membership will be quite high.

Please remember that you are not alone; that you’ve done what you could and are doing the best you can, and please don’t give up.

If you’d like to chat/email, Nick has my permission to give you my email address.

By marybeth
July 21, 2014 at 12:32 pm

@Dave: re your exploding offer, what did you decide to do?

I had one years ago and never knew there was a name for it, and it did blow up, not just on me but on the employer. The secretary who was responsible for calling people with the offers was a little dyslexic, and she transposed some of the numbers for my phone number, so I never got the call or the offer. These were the days before cell phones were ubiquitious, although I did have an answering machine. Later, the hiring manager called me to berate me for not responding, and I told him that I was never called with any kind of news, so I assumed that they were either still deciding who to hire or that they had decided NOT to hire me and didn’t bother to let me know. Two days later he called me back, didn’t apologize, but said he was making a “special exception” and offering me the job and that I had an hour to decide. I told him thanks, but no thanks. I have no regrets because that glimpse of how he handled the screw-up gave me better insight into what kind of boss he would be. It worked out for the best because 8 months later the company was bought out by another company and everyone lost their jobs.

What I am amazed by is the idea of exploding offers. I mean, it takes ages to get through the process, then several interviews, and when the offer comes, it is “hurry up” because we need your decision yesterday.

By Dave
July 24, 2014 at 11:47 am


(sorry for my late reply)

I ended up turning down the offer. I can see why someone may want to give an offer with a short time to make a decision.

Unfortunately, there were too many red flags, IMHO, of which this one was of them. It just compounded the issue(s) I had…

I basically did not get any job descriptions/ad/”this is what we expect out of the person”/whatever you want to call it in writing in spite of me asking. So, it made it a bit difficult to do research and ask questions about the position. Even if you got this sort of thing, there’s still a chance you could be scrubbing toilets the first day ;-)

On the front of job descriptions, it did sound like it was a melding of two positions into one. That is fine, but no one could tell me what the normal day looks like, how much time is spent on one set of responsibilities over the other, etc.

I did not get to talk to the person I would be directly reporting to in the two phone interviews. The two phone interviews lasted maybe an hour in total, and I didn’t really feel challenged in either one.

When I got the job offer, I basically had to accept the job right then and there in order to give my employer two weeks notice. Oh, and the offer was still contingent on background/reference/drug check. I am 100% confident have a problem with any of those, but I have heard “horror” stories from people, even ones I know, that stuff gets botched. So, I’d end up quitting with only a contingent offer. Say what you will about my current employer, I would rather do things by the book. The one recruiter/HR person blew off this concern and another person I talked to – it was like arm twisting to get the start dates pushed off.

The reason they wanted someone to start so quick was because someone they had working on-site with a client was quitting. They were hoping to get a new employee to get the brain dump from this person.

Oh, and my first two days would be going to the client site with the senior person on the project to get said brain dump. It did not seem like I would have any official onboarding beforehand (the brain dump IS your training, welcome aboard!)

This was for an IT solutions provider, but this wasn’t your typical contract job (i.e. you have an end date of xx/yy/zzzz) and you’d get full benefits. One of my concerns was that what happens when the contract dries up. Of course they try to sell it to you as “we’ll plug you in somewhere else” But they couldn’t give me more details or any feeling of how the contract was going, etc.

One last thing on the timing of the offer. Found out about the job on a Monday, had 2 phone interviews on Tuesday, offered the job on Wednesday and had until Thursday to decide.

Lastly, I don’t think the pay offered was what I wanted and the benefits were not that great. I felt like I was just given a boiler plate offer.

It sucks because it is a field I want to get into. I could have probably dealt with one or two of these issues depending on the context. Like if I didn’t feel like I had to twist arms on start date or the pay was fair. Instead, it felt like I took a trip down to the used car lot.

By Dave
July 24, 2014 at 11:54 am


One other comment I had about my manifesto…

Most other opportunities took at least a week or two to decide whether I would get an offer or not. So, even if I got the “please sleep on this tonight,” I felt like I at least had a week or so beforehand to think about it. It also felt like these places had a better hiring process set up, so it felt like you at least had some idea of what you were getting into.

For example, one job opportunity I had, I knew the pay range up front and even had the current employee benefits manual, had a detailed job description, met with bosses and employees both in the department I would be working in and both upstream and downstream. So, I felt like I had enough data to make a decision.

By marybeth
July 27, 2014 at 8:43 pm

@Dave: that sounds absolutely awful. So all the risk was on you, and the risks were just too great for you to take them. There’s nothing inherently wrong with risk, provided that you have enough intel to make a thoughtful decision about it.

Yes, I understand the hurry up and decide because the guy you will be replacing is leaving and once he’s gone, we don’t even have a written SOP anywhere, so you’d be starting from scratch. But that doesn’t always work out well either….in my last job at a large state university, my first day on the job was the last day for the guy I was replacing. He was leaving early, it was just before the Labor Day weekend, so all he could do was show me how to login to the computer and where some of his files were. There was no SOP, and when I got back to the office after the holiday, then I was starting from scratch, with no guidance and no one to ask. My boss (who had no training herself) was okay with it and didn’t hold it against me, but the office could have functioned more smoothly had I had more time with Ramesh, or if there had been an SOP (there was one but it was inaccurate). I ended up having to teach myself the job and learn as I went along.

Sometimes brain dumps work, sometimes they don’t, and there’s no guarantee that it would have worked for you. What if the guy giving you his brain had decided NOT to finish out his notice or got hit by a bus?

That management didn’t have a plan B in your case is another red flag; so if they went to the next candidate, would they only give him an hour to decide? And if they couldn’t reach him immediately? They would be in the same predicament as if no brain dump had occurred, and whoever would come into the job would be at a loss. Some employers (like my old boss) would be understanding and give you time and not write you up negatively for not being able to do the job perfectly, while others…not so much.

For what it is worth, I think you made the right decision, based on the interview process. You are right–there were too many red flags, too much missing information about the job that was too important for you NOT to have. And if the recruiter was blowing you off and didn’t have the information, with the company not providing it, yes, I’d say run as fast as you can, not walk, away.

And who knows? Maybe if no one takes their offer under those conditions (exploding offer, lack of critical information), then they’ll have time to re-consider and you may see that job posted again (or they’ll just divide up the duties among the remaining employees), hopefully with more information and a reasonable amount of time to consider the offer.

Oy. Just when I think I’ve heard and seen all of the weird things companies do during the hiring process, something new comes up.

Thanks–I learned something new. Sometimes, too, Dave, the jobs that we don’t take because things seem “off” are for the best. If they’re this way during the interview, when there is supposed to be some mutual courting, what happens if you work there? Will they not provide you with all of the relevant information that you need to do the job well and to succeed? Probably…..

By Dave
July 28, 2014 at 8:26 am


“And who knows? Maybe if no one takes their offer under those conditions (exploding offer, lack of critical information), then they’ll have time to re-consider and you may see that job posted again (or they’ll just divide up the duties among the remaining employees), hopefully with more information and a reasonable amount of time to consider the offer.”

The job wasn’t posted anywhere that I could tell, hence the lack of job description :-)

My guess is that they where probably able to get some newly minted grad to do it – happened to luck out that they just graduated and they had no decent work lined up.

(The reason I say this is that this was a slight career change for me, I have taken a slight detour so far. This was probably a more junior role. This was part of my issue with their salary offer – my work experience is still applicable to what I want to get into, so is that worth a few thousand more than your typical newly minted grad? I have nothing against college grads and think companies should do more to hire them on, but that’s another issue)

By Ask The Headhunter® | Nick Corcodilos – WTF! Inflatable Interviewer Dolls?
July 28, 2014 at 10:05 pm

[…] is up with venture capitalists (VCs), anyway? Didn’t we just cover a bunch of venture embarrassments in the recruiting space? The Stupid Recruiting Apps just keep coming, and you need to watch out for […]

By D Marie
July 29, 2014 at 4:40 pm

@marybeth, fyi I replied to your email, if you didn’t get it be sure to check your spam folder…

By Nicholas Meyler
August 24, 2014 at 5:03 pm

I’ve been a recruiter for 25 years, and I don’t know any recruiters who suck. I see instead a trend of people who are discontent and unemployable or unrecruitable saying so, as though they have the expertise required to do the job themselves. Most of the critics happen to be in the software industry (which is an industry where mental illness is 3 to 5 times more common than it is in the general population).

Recruiters who suck end up finding other jobs in other industries very quickly, since they can’t bill or make a living as recruiters. I’ve seen 300+ people walk into my company over the years and try to become a recruiter, with our best training and help. Only about 5 actually succeeded to any extent.

Recruiting is a very difficult job and much harder than most ‘candidates’ are aware. It is also much more intricate and involved than outsiders know, and a top recruiter can provide an extremely valuable service to companies and candidates, both.

I see a disappointing trend of marginalizing recruiters going on, and I think a lot of that had to do with the slow economy in the last several years. Now that job prospects are improving, I predict a shift back to the days when people were less likely to be critical towards the industry.

The bottom line is, if my client companies are happy with my work, and I’m enjoying myself doing my work, then the tiny minority of odd-balls who say negative things about me or my profession doesn’t matter to me. Nonetheless, I am always professional and courteous to candidates, and I return every phone call or email that comes in. I would never take advantage of a candidate or ignore them… but I do draw a line with crazies that say obnoxious things for no reason. In most cases, there are other underlying causes for negative remarks than something I or another recruiter has done.

By the way, I have yet to find any recruiting software that works better than my own network of people that I have known for 25 years.

By Nicholas Meyler
August 24, 2014 at 9:00 pm

As an afterthought on this topic, which is one I have spent a lot of time thinking about this year, a year which has been my highest-earning year so far in 25 years, I would say that perhaps the best answer to “Why do recruiters suck so bad?” is “They don’t. You’re just dealing with the wrong recruiters.”

By Nick Corcodilos
August 25, 2014 at 10:43 am

@Nicholas Meyler: You’re right – those who aren’t good at recruiting leave the biz quickly. The problem is, there are still too many of those people “working” at any given time. Which is why most people get “recruited” by recruiters who suck.

But I get your point: A good headhunter is a wonderful thing. I wish more people were exposed to the good ones so they could see what that’s like. Sadly, the interlopers have virtually destroyed the business for most employers and job seekers. The trouble is really on the employer side – lousy recruiters would not exist if employers demonstrated higher standards. But most employers have no idea how to hire (or contract with) recruiters. Thus the problem.

Thanks for posting – nice to see the positive side of the biz.

By Nicholas Meyler
August 25, 2014 at 9:59 pm

Two out of the last three dentists I went to lied to me about having cavities and wanted to drill on my perfectly clean and healthy teeth. The second one I went to was so brash that he told me I actually had seven cavities, and when I asked him to point them out, he glibly lied that they were “the white spots on the x-rays”.

The third dentist was a referral from a friend, who turned out to be very good, and not super-expensive and also told me I definitely had no cavities and that I took great care of my teeth, and also have great gums. I will add, also, that I brush my teeth at least three or four times a day and always floss.

Based on the logic of being critical towards recruiters based on shady characters, I think it would be equivalently appropriate to say that “dentists suck”. However, it is the good dentist who actually redeems the whole bunch… not that I would ever go back to either of the two others.

Still, I never say “dentists suck”. It’s simply not true. We need dentists, and companies need recruiters. Candidates don’t need recruiters as much, but when the recruiter offers them a great job at the right time, then the recruiter is golden.

So, I’m probably preaching to the choir, but ‘bad apples’ don’t really ruin the whole bunch, unless of course they really are bad apples and not a metaphor for something else.

By Nicholas Meyler
August 28, 2014 at 8:56 pm

Scientific Experiment: Using Google Chrome, I did a search for “Recruiters are great”, vs. “Recruiters suck”. The first won out with 47,500 results, while the second (also entered in quotes) had only 2,580 results. I am pretty encouraged by that! http://www.recruitingblogs.com/profiles/blogs/who-really-sucks-scientific-study?xg_source=activity

By Rachel M
September 20, 2014 at 4:00 am

I’m coming at this from the flip side — I have in-demand skills (it took under 2 hours from the time I posted my resume on a major board to the first phone call) and was able to land multiple interviews and offers within a week of starting my search.

Still, I am appalled at the average quality of the recruiters who contacted me. Less than half the positions I was solicited for matched my skills. People who didn’t understand US time zones called me at 6 in the morning. Someone called me from someplace so noisy it might have been a train station. Someone who sent me a job posting for a chemical engineer (I’m in IT) had the gall to suggest that I’d gotten the post because I had three common keywords in my resume (process, control, and engineer, not all in the same paragraph) and offering to sell me a resume rewrite service. People with no knowledge of local geography told me that a city 7 hours away was in my neighborhood, or that I was being a prima donna for not wanting a 90 minute commute. I got spammed repeatedly with solicitations (7 before I lost count) for the same position that didn’t fit my locality, skill set, or desired terms (contract vs. full time). I’m still trying to get myself removed from the databases of two recruiting firms that are spamming me with unsuitable positions.

When I was on the other side of the fence, I nearly asked management to stop using recruiters because the candidates they referred were not worth the time it took to interview them, and often not even worth the time it took to review and reject their resumes.

I’m sure that there are good recruiters out there, ones who actually read resumes and match candidates based on job duties and skills, rather than just pattern-matching keywords. Unfortunately, the field has such low barriers to entry that I can’t imagine they will ever be more than a tiny fraction of who you encounter.

By Joe
September 22, 2014 at 10:47 am

I’d love to meet a fantastic recruiter able to match best fit candidates with companies searching for them; because I’m open for a new opportunity in Northern VA, DC, MD, or OCONUS. And I have a current TS/SCI security clearance and Full Scope Polygraph.

Since I was downsized, I get contacted weekly by recruiters. Most are brand new, fresh out of college, with zero experience or knowledge in my industry.

Its actually quite easy to improve the quality of recruiting:

Learn more about the industries you recruit for. No one is perfect; or all-knowing; but it sure is easier to recruit when you know and understand what the heck you’re talking about.

State upfront what a position’s salary range is. Either a candidate will accept this amount; or not.

Follow-up with individuals. You sought them out; so now finish the job, and tell them when they’ve been hired or not.

Here’s to everyone in recruiting successfully matching best fit candidates with companies searching for them.

By Rachel M
September 30, 2014 at 12:12 am


One firm I contacted told me that not one but *two* recruiters had already submitted my resume to them without my knowledge or consent.

I was tempted to say something about it on my blog but was told it might damage my future employability.

The next time I am looking for work if I post my resume anywhere public I’ll categorically state up front “no recruiters”.

By Richard F.
November 9, 2014 at 9:35 pm

How about
Recruiters suck because employers’ recruitment practice sucks.

The business is driven much more by the demand side than the supply side – but the flood of cheap but average services in supply is leading the demand side to drop standards.

If the demand side was nickel-and-dime-ing service providers they would get a good service.

If enterprises did not hire external (failed) recruiters into internal recruitment teams – thereby insourcing mediocrity – just to reduce costs then maybe people would recognise the skill and value of a good recruiter

Good recruiters are valuable and worth 20-30% commission.

btw – i am not a recruiter – i am an employer and I strongly believe that it is our corporate acceptance of average that is driving the quality of recruitment into the gutter

By Nick Corcodilos
November 10, 2014 at 12:36 pm

@Richard F: You’ve nailed it:
“If enterprises did not hire external (failed) recruiters into internal recruitment teams – thereby insourcing mediocrity – just to reduce costs then maybe people would recognise the skill and value of a good recruiter”

Saving money does not translate into raising profits when you’re hiring people. I think this is the biggest problem employers create for themselves.

By Ask The Headhunter® | Nick Corcodilos – LinkedIn Users Sucker-Punched by Wrong References
November 11, 2014 at 12:51 am

[…] But they do, and if the New York Times is going to skate over this key fact, then it’s drawing the wrong conclusions, because most HR recruiters are fenceposts. Just ask any job seeker that deals with them. (See Why do recruiters suck so bad?) […]

By Jayden
November 26, 2014 at 2:22 pm

I had been through all you comments.
I respect all your views, however I just wana ask if you ever got chance to speak with some one who got employed due to a recruiter (to whom you say SUCKS).
Its just the matter of time and luck.
Nothing personal but would like to state that recruiters are not fake, its just that if they get some bad feed back about the consultants they don’t want consultants to know that directly.
Trust me it will kill your moral and confidence.
I think every coin has its two faces, recruiters are for helping us. They work to get us placed.
We can help them by let them know the mistakes they are making so that they can be aware of that.

By RW Stoufus
December 13, 2014 at 6:01 pm

@Nicholas Meyler: i’m going to call massive Bullshit on your comment “I don’t know any recruiters that suck” and your observation that all the trash washes magically out leaving the cream to rise to the top. I have consulted two decades on Recruitment process improvement and training with some of the biggest players in the industry as well as F100-500 client corporations. The average recruiter in this business is clueless, saddled by useless methodologies,utilizing problematic systems and driven by ridiculous metrics that were established by oblivious management that doesn’t understand the shallowest waters of this business.

But I’ll like to have some of whatever you have been smoking mate!


By RW Stoufus
December 13, 2014 at 6:05 pm

@Nicholas Meyler: And that is not counting that useless Indian offshore lot. That would open a whole other can-o-worms.


By Ben
December 22, 2014 at 2:21 pm

Questions from a candidate. How are you supposed to apply for a job when you
1. neither know the name of the company nor the industry?
2. can’t get anyone on the phone to learn the context of the role beyond a job posting with a list of vague “skill requirements”?

The above seems to fit most jobs I come across via recruiters.

All my previous jobs I got after graduate school or university, but with those roles, I used alumni networks to cold call people at the companies and actually engage the personnel (not HR or recruiters) in Q&A about the roles. Those networks don’t seem available for an experienced hire in the same way.

I’m simply looking to engage in a conversation about job opportunities – hell, some of them, I probably don’t fit and its a waste of mine and the company’s time for me to actually submit an application.

By Guillaume
January 9, 2015 at 11:08 pm

That reminds me of this recruiter who called me about a month ago. The guy did not know the location of the job and the rate per hour. He told me he only had a zip code. I suggested that he should google the zip code and find the location before calling candidates, dah!. This guy was a genius I am sure, lol. Another recruiter told me I was the perfect fit for a position and that the company was using AutoCAD. I was so excited! He got me an interview. I did really well at the interview but the company owner told me they were not using AutoCAD but a different software. Right on! The recruiter was apparently not able to figure out what software their client was using. This recruiter was also a genius. What a waste of time for the client and me! See, apparently I could do well as a recruiter because these are mistakes that I would not make.

Anyway, I wonder how genius HR recruiting science works, can someone explain me why when I go to the bank I have to help my banker count the money. When I deal with administration workers they take forever to get things done and always make mistakes so you must go see them 10 times until they get it right! When I go see a medical specialist for something, they never find what’s wrong with you but charge you hundreds of dollars for a bunch of useless tests, then you must do your own research and tell your doctor what you got.

I am unemployed these days, I have a Bachelor in Engineering, and it is very frustrating to have to do the job of those who have a job.

By tjoet
January 10, 2015 at 9:23 am

Ok, here goes, back to the basic point, which is why do recruiters suck so bad? I think it gets back to one main point: companies, whether they search using internal mechanisms or external have a view that since there are so many people out of work they should be able to find someone that matches each of the 10, 12, or 25 criterion they are seeking. “Someone out there has to have these skills!” Maybe, just maybe the companies are going to begin to get more motivated in helping us to alleviate our hypersuckedness.
The first pressure point to that end is about to take place. As the economy begins righting the ship so to speak, companies are going to have to respond. Here is a case in point, there is a company down the road from me that will not let me offer a single candidate whatsoever. They use their internal staffing team which is approximately 12 people. I estimate including benefits and tools per seat that the team actually cost the company about $60k per head and so the gross cost for the team is roughly $720k per year. (it actually could be much higher depending on what the Managers, Dir, Senior VP of Recruiting are knocking down) However, and this is the point, they have over 30 openings not filled at one location. I attribute this to the fact that they are seeking the perfect fit on all criteria. The pressure point comes when the demands of their customers dictates they come off of the less important criteria and focus again on the important skills in order to keep up with business.
In this day and age there is a concentration of being really-really good at something but not everything. I was emailed a job order the other day that contained 44 specific criterion to which an individual developer had to have varying degrees of knowledge. Having been a developer I can tell you it is nearly impossible to find someone that fits that specific matrix of experience unless they used to work there. Oh, I might add, they would be very senior with lots of experience and drag down a serious 6 figure income which was not in the mix as well.
Sorry for the length here but it boils down to this: we are ambassadors of the client and unfortunately the client can be extremely demanding. Their expectations should be high. After all, they can post a job on Monster and get 200 applications in the first hour, according to recent statistics. But all in all I believe in keeping in touch with my candidates even after an examination has resulted in not meeting the clients’ requirements. I always tell people this, I am in the business of finding candidates for positions and not in the business of finding positions for candidates.

By Don
January 10, 2015 at 11:58 am

@Guillaume. I’m an inside Corporate Recruiter these days…the bottom line the quality of service you are experiencing…and the people who underwhelm you doing it…are not hired by HR, but by the hiring manager. No matter how good, or bad the HR filter is in front of a role..ultimately it’s the hiring manager’s call as to who is hired, and how well they are trained.

I’m in the Houston area, working for a small engineering company, who is hiring. Where are you unemployed at? don dot hark@gmail

By Georges Lapins
January 16, 2015 at 2:19 pm

I have been an IT consultant for 15 years.What I see now in the consulting game is a deluge of Indian recruiters whose English is incomprehensible and, when it is, they usually don’t know anything about the skills for which they are recruiting. Many is the time that I’ve told them what they should be looking for. I think they’re trawling for keywords, for example, z/OS, but they don’t the difference between a z/OS applications programmer, systems programmer, and operations analyst. They also do ‘bait and switch’ vis–à–vis the rate. One that I recently worked with kept lowering it until I finally said, “Listen! Whenever I talk to you, my rate goes down. So, why am I talking to you now?”. He also kept intoducing more middle-men into the process until finally I concluded that his grandmother in Mumbai was getting a cut. It was known that the top agency in this game was awarded an exclusive contract to work this project in return for Air India buying aircraft from the client. The client didn’t retain the agency; New Delhi did.

By Some One
February 24, 2015 at 2:47 am

Ok…heres my comment…..you are all missing the point. The problem is the arrogance and sense of entitlement of employers. Somewhere along the line employers forgot they are extending the invitation to apply and the onus is on them to do the hard yards to read boring resumes (which they invited) and listen to silly interview answers. And recruiters pander to this. And thats how they make their money. And yes, you are unemployable OP because at 46 you are no longer a sure thing to make money off. Because the money is in the average, not the different. And no-one, and I mean no-one will hear you scream or care.

By Dodging a Nightmare Recruiter - Dice News
March 4, 2015 at 12:35 pm

[…] of the problem, as headhunting expert Nick Corcodilos wrote on his blog last year, is that a significant portion of the recruiting process is now automated. “Both the HR profession and independent recruiters don’t really recruit,” he wrote. “To […]

By Me
March 10, 2015 at 1:18 pm

Glad to see my opinions are the same as others so I as to know I wasn’t being too critical. I too have experienced the off-shore poor speaking Indians with poor English who ask brilliant questions like “Am I looking for a job” and “Do they have the most current version of my resume on file” when I just sent it to them two hours before my phone call. I also have seen HR, presumably for their own job security, drag out the hiring process to no end and was turned down to interview for a job because I had 4.5 years experience in something and not 5…that was 4 months ago and the job is still posted. I am also amazed by all the contract positions–is it really cheaper to find and train a new person every six months rather than just a hire an employee? The whole process has become a joke.

By crazyness
April 23, 2015 at 8:58 pm

It has become a total nightmare with indian recruiters and H1B visas. I have been in the IT industry for 17 years… it started to get bad 15 years ago, now it is a disaster. I live in the Washington DC metropolitan area and the entire area has been overrun with these indian recruiters AND H1B visas workers from india. I have no respect for them. I believe many of these companies hold disadvantaged minority vehicles like 8a etc…. They use someone here as a shell while the company is actually based out of india. What on earth gives these people (over 1 billion) the right to operate in the United States this way? It is disgusting. On top of this they have decimated the American workforce through the H1B visa program AND continue to do so. Rubio recently cosponsored a bill to bring in MORE H1B visas because according to them we don’t have enough high tech workers. I am beyond disgusted and upset at what they have done. Until we somehow figure out how to put a stop to this it will continue.

By Jayden
April 24, 2015 at 10:44 am


Mr. Bill Gates said “If we don’t hire engineers from India there would be another Microsoft in India”.
Its called globalization.
I have been in IT field for last 7 years. I am in SFO, CA and trust me the guys from India are really working hard.
Lets open the world to humanity and accept people those are working hard for our country.
There’s nothing in recruiters hand as they are doing what has been asked by the IT companies.
If they share the proper feedback after interview and provide the appropriate details what the project is all about then they could explain us the same.

At the end I would like to say that let us work together and let us open our hearts for humanity…

By Terry
June 12, 2015 at 9:51 am

I have been in IT for 25 years. I have not been able to crack the door in getting hired using recruiters. Mondo, Robert Half are hack job companies. It’s about numbers, their commissions are based on the number of resumes they pull in, Snake Oil salesmen. Be weary of the I saw your resume and thought you’d be a good fit…..Please send me an updated resume. If you are like me, I keep my resume updates so you have the most recent. Next question where is the job? Between the two organizations, I have been contacted approximately 15 times, not 1 interview! Not one. So I pose this question, where is a firm that operates differently? I can’t find one that I want to represent me with honesty and integrity.

By Nick Corcodilos
June 12, 2015 at 11:59 am

@Terry: These guys are wasting your time because you misunderstand one key point: no headhunter “represents” you. They represent the employer, always. The good ones treat candidates very well, because that’s how they get more good candidates – via referrals. But most headhunters, agencies, recruiters are dialing for dollars. It’s up to you to judge them up front. It’s so hairy that I wrote a whole book about it.

By J.K.
June 19, 2015 at 12:22 am


We were conned by Recruit Alliance into thinking we had a six month ownership window both ways with Wells Fargo and everyone on their site during our initial orientation call. After submitting 85 candidates last year to Wells Fargo we come to find out we had a six month window and they have an unlimited window, meaning if anyone has ever applied to Wells Fargo we lose ownership. I had to uncover their contract by clicking a link at the very bottom of one of their job descriptions, after I had already paid multiple $75 monthly fees of course. I wonder what Wells Fargo’s retainer amount is with Recruit Alliance? Are you starting to see the picture? Wait it gets worse. After pretty much being left in the dark most of the year receiving little to no feedback and only one onsite since they don’t sponsor and everyone and their mother had already applied. We finally uncovered a placement! A candidate whom we received ownership of was hired two months after we submitted her. I notified Recruit Alliance and we were told sorry, it wasn’t for the position you submitted her to. A few months prior I had a conversation with the owner, ironically enough, his last name means Fox in Italian. At the time I told him how unbelievably unethical it was that Wells Fargo had an unlimited ownership window and asked why he would sign such a contract? He of course gave me the runaround. I then mentioned the other part of the contract where it seemed to say they had to hire the candidate for that specific role within six months. Lou assured me no don’t worry about that Wells Fargo is good about letting you know when they are interested in your candidate for another role don’t worry. Yeah right! Recruit Alliance is a complete scam and Wells Fargo’s contract is the most unethical contract I have ever seen in the recruiting industry.

Online Recruiting Agreement
This Online Recruiting Agreement (this “Agreement”) governs your submission of an individual through the RecruitAlliance Site for the Posted Position. You must agree to this Agreement each time you submit an individual for the Posted Position. Please read this Agreement carefully. By clicking “I Agree” below or by submitting an individual, you are agreeing to the terms of this Agreement. This Agreement is effective as of the date you agree through such time as the Posted Position is filled or closed, or your Candidate is rejected by Wells Fargo. This Agreement includes, among other things: our obligations to you; your obligations as a recruiter; the ways in which we may send you notices; your agreement with us to use binding arbitration for most Disputes arising under this Agreement and to waive the right to a trial by jury; your waiver of class-action rights; limitations on our liability to you; and your mutual agreement with us that South Dakota Laws will control this Agreement, without regard to conflict-of-laws rules.
1. Definitions.
“Affiliates” means the parent company of Wells Fargo Bank, N.A., Wells Fargo & Company, and any present or future company that controls, is controlled by, or is under common control with Wells Fargo, including any subsidiary of Wells Fargo & Company as defined under 12 U.S.C. §1841(d).
“Applicable Jurisdiction” means the country(ies) where you perform obligations related to this Agreement.
“Base Salary” means the fixed amount to be paid to the employee and does not include benefits, bonuses or any other potential compensation.
“Candidate” means the individual that you submitted via the RecruitAlliance Website for the Posted Position.
“Laws” means any and all applicable national, federal, state, provincial and local laws, regulations, ordinances, and judicial decisions in courts and tribunals of competent jurisdiction, including within the United States or the Applicable Jurisdictions, and includes any subsequent amendments, modifications and revisions to such Laws.
“Placement Fee” means twenty percent (20%) of the Candidate’s first year Base Salary unless a different Placement Fee or Placement Fee percentage is identified in the posting for the Posted Position located on the RecruitAlliance Website, in which case the Placement Fee or Placement Fee percentage identified on such site shall control.
“Posted Position” means the employment opportunity identified by a specific job code or job requisition number offered by Wells Fargo through the RecruitAlliance Website.
“Purchase Order” or “PO” means the issuance of a document by Wells Fargo that will enable Vendor to use Wells Fargo’s automated process to submit invoices for the Placement Fee.
“RecruitAlliance Website” refers to the third-party website and web pages located at the following URL: http://www.recruitalliance.com, that are operated, owned, controlled, maintained and hosted by RecruitAlliance, Inc.
“We,” “us,” “our” and “Wells Fargo” means Wells Fargo Bank, N.A. and any of its Affiliates or direct or indirect subsidiaries.
“You” or “your” means the individual recruiter authorized to utilize the RecruitAlliance Website, your employer (if any), and any of your delegates, employees, agents, or subcontractors.

2. Candidate Submissions and your use of the RecruitAlliance Site.
2.1 Candidate Submissions.
(i) You guarantee to us that if we hire the Candidate for the Posted Position, he or she will remain in our employ for a continuous period of at least ninety calendar (90) days, from the Candidate’s first day of employment. In the event we terminate the employment of the hired Candidate within ninety calendar (90) days of that Candidate’s first day of employment for any reason or no reason at all, or in the event that the hired Candidate resigns his/her employment within ninety calendar (90) days of the Candidate’s first day of employment, you will refund to us all of the Placement Fee we paid to you with respect to the hired Candidate or at Wells Fargo’s request, replace the Candidate at no cost to Wells Fargo. You will pay the refund to us within thirty (30) days after delivery of our written notice to you that a refund is due. You shall not be required to refund the Placement Fee in the event the Candidate is terminated as a result of downsizing, layoff or position elimination due to a business decision by us.
(ii) You agree to provide true, accurate, current and complete information about the Candidate.

(iii) You represent and warrant that in no event will you submit any Candidate who has acknowledged to have been convicted of any criminal offense involving dishonesty, a breach of trust or money laundering, who has participated in pre-trial diversion with regard to such crimes or has been convicted of a felony within the past ten (10) years.
(iv) You represent and warrant that you have the authority to agree to the terms of this Agreement on behalf of yourself and your employer (if any) and that you have the permission to submit the designated Candidates for this position. “IT IS FUTHER UNDERSTOOD THAT IF YOU ARE NOT AUTHORIZED BY THE CANDIDATE TO SUBMIT HIM OR HER FOR THIS POSITION, YOU WILL NOT BE ENTITLED TO ANY RECRUITMENT FEE EVEN IF THE CANDIDATE IS HIRED FOR THIS POSITION”.    
(v) You confirm that you have or your employer has complied with all requirements of Applicable Laws in submitting the Candidate for the Posted Position and in otherwise performing your obligations hereunder, including without limitation, obtained all necessary consents from each Candidate you put forward or submit for a Posted Position to enable use of the Candidate’s information as contemplated in this Agreement.
(vi) You agree not to recruit employees out of Wells Fargo or its Affiliates so long as this Agreement is in effect. For the avoidance of doubt, you are not prohibited from recruiting an employee who approaches you about employment opportunities or in response to a posting, employment advertisement or other general solicitation of employment, or whose résumé is posted by the employee to an employment web site that is searchable by Wells Fargo.
Use of RecruitAlliance Site.
To access the RecruitAlliance Site, you must have a username, a password and use the required hardware and software and any other security and authentication techniques described on the RecruitAlliance Site. If you violate any terms of this Agreement or applicable Laws related to your use of the RecruitAlliance Site, you agree that we may immediately block your ability to submit Candidates for any Posted Positions. We will not be required to provide you with prior notice or to reinstate or re-activate your access to the RecruitAlliance Site.
You are responsible for: (a) all telephone and other equipment, software necessary to access the RecruitAlliance Site, (b) all actions that may be taken by anyone using the RecruitAlliance Site after signing in with your username and password, and (c) keeping your username and password confidential.
You agree that you will be the only user of your username and password, that you will not transfer or disclose any of this information to any other person, and that you will be responsible for all usage of the RecruitAlliance Site. You agree to immediately notify Wells Fargo or RecruitAlliance, Inc. and report any actual or suspected unauthorized use of your username or password.
You acknowledge that you are eighteen (18) years or older and you agree to provide true, accurate, current and complete information about yourself as requested and you agree to not misrepresent your identity.

3. Placement Fee. Subject to Sections 2.1(i) above and 5 below, we will pay you a Placement Fee in the event the Candidate is offered employment and begins work at Wells Fargo for the Posted Position within six (6) months of your submission of the Candidate. This Placement Fee will be the only compensation paid to you by us.
4. Invoicing. You must invoice us for the Placement Fee on the Candidate’s first day of employment, as reflected in our records or the applicable PO. Unless otherwise specified in the PO, Invoices must be sent to Wells Fargo according to the instructions provided in the Wells Fargo ePro Invoice Requirements for RecruitAlliance Vendors attached hereto as Exhibit 1. All undisputed invoices are payable within the later of forty-five (45) days after our receipt of the invoice or forty-five (45) days after the Candidate’s employment start date, whichever is later.  We will pay the Placement Fee on the invoice that we approve or the applicable PO, and will notify you of any amounts on the invoice that we dispute. You and we agree that we will work in good faith to resolve any such disputes.

5. No Placement Fee Due. You will not be entitled to a Placement Fee for the Candidate if: (i) we became aware of the Candidate from any other source prior to the date you submitted the Candidate via the RecruitAlliance Site for the Posted Position; (ii) the Candidate was submitted to us more than six (6) months prior to being hired; or (iii) the Candidate was in our internal resume database prior to your submission.

6.  Disclaimer of warranties; limits on our liability and obligations to you; your agreement to indemnify us against certain losses.

6.1 Disclaimer of warranties. To the fullest extent permitted by Law, we make no warranties of any kind for the RecruitAlliance Site, either express or implied, including but not limited to, implied warranties of merchantability or fitness for a particular purpose. We do not warrant that the RecruitAlliance Site will be uninterrupted or error free, that defects will be corrected, or that our website that makes the RecruitAlliance Site available is free of viruses or other harmful components. Wells Fargo does not make any representation that any content or use of the RecruitAlliance Site is appropriate or available for use in locations outside of the continental United States, Alaska or Hawaii. We are not responsible or liable for the provision of the RecruitAlliance Site, any non-Wells Fargo RecruitAlliance Site content, or the provision or non-provision of non-Wells Fargo services or products offered by or through the RecruitAlliance Site. You acknowledge and agree that the RecruitAlliance Site is a third-party website not operated, owned, controlled or hosted by Wells Fargo and that Wells Fargo has no responsibility or liability for any interruption in the use of the RecruitAlliance Site.
6.2 Limits on our liability and obligations to you. In no event will Wells Fargo or any of its officers, directors, shareholders, parents, subsidiaries, Affiliates, agents, licensors, or third-party service providers be liable for any consequential (including without limitation, loss of data, files, profit or goodwill or the costs of procurement of substitute goods or service) indirect, incidental, special or punitive damages, whether in an action under contract, negligence or any other theory, arising out of or in connection with this Agreement, the RecruitAlliance Site, or the inability to use the RecruitAlliance Site, even if advised of the possibility of such damages. Some Authorized Jurisdictions may prohibit the limitation of liability for consequential or incidental damages. In those jurisdictions the limitation of liability with respect to consequential or incidental damages (or other damages specified by Law in such jurisdiction) may not apply. Except as specifically provided in this Agreement or otherwise required by applicable Law, we (and our service providers or other agents) will not be liable for: (i) any loss or liability you may incur resulting in whole or part from any failure or misuse of: (a) your equipment, or (b) software provided by an external company such as an Internet browser provider, an Internet access provider, an online service provider or an agent or subcontractor of any of them; or (ii) any direct, indirect, special or consequential, economic or other damages arising in any way out of your access to or use of, or failure to obtain access to the RecruitAlliance Site; or (iii) the unauthorized use of your username or password. In no event will Wells Fargo be liable for any failure of availability or performance due to scheduled system maintenance or circumstances beyond our control (such as power outage, computer virus, system failure, fire, flood, earthquake, or extreme weather).
6.3 Your agreement to indemnify us. Except to the extent that we are liable under the terms of this Agreement, you agree to indemnify, defend, and hold us and our Affiliates, and each of our officers, directors, employees, consultants, agents, service providers, and licensors harmless from any and all third-party claims, liability, damages, and/or costs (including but not limited to reasonable attorney’s fees) arising from: (i) a third-party claim, action, or allegation of infringement, misuse, or misappropriation based on information, data, files, or other materials submitted by you to us; (ii) any fraud, manipulation, or other breach of this Agreement or the RecruitAlliance Site; (iii) your violation of any Law or rights of a third party; or (iv) the provision of the RecruitAlliance Site or use of the RecruitAlliance Site by you or any third party. We reserve the right, at our own expense, to assume the exclusive defense and control of any matter otherwise subject to indemnification by you, in which event you will cooperate with us in asserting any available defenses. You will not settle any action or claims on our behalf without our prior written consent. This indemnification is provided without regard to whether our claim for indemnification is due to the use of the RecruitAlliance Site by you or your authorized representative.

7.  Dispute resolution program: Arbitration agreement; waiver of class action rights. This Section 7 constitutes the arbitration agreement between you and us and includes a mutual waiver of class action rights regarding Disputes (as defined below).

7.1 Definition of Disputes. A “Dispute” is any unresolved disagreement between or among you and us. It includes claims based on broken promises or contracts, torts (injuries caused by negligent or intentional conduct) or other wrongful actions. It also includes statutory and common Laws, and equitable claims. A Dispute also includes: (i) any disagreement about the meaning of this Section 7, and whether a disagreement is a “Dispute” subject to binding arbitration as provided for in this Section 7; and (ii) the RecruitAlliance Site.

7.2 Non-judicial resolution of Disputes. You and we agree that any Disputes between or among you and us, regardless of when it arose, will, upon demand by either you or us, be resolved by the following arbitration process. You understand and agree that you and we are each waiving the right to a jury trial or a trial before a judge in a public court. As an exception to this Section 7, both you and we retain the right to pursue in small claims court in the jurisdiction where you reside any Dispute that is within that court’s jurisdiction.

7.3 Binding arbitration; waiver of class action rights; severability. Binding arbitration is a means of having an independent third party resolve a Dispute without using the court system, judges or juries. Either you or we may require the submission of a Dispute to binding arbitration at any reasonable time notwithstanding that a lawsuit or other proceeding has been commenced. If either you or we fail to submit to binding arbitration following a lawful demand, the one who fails to so submit bears all costs and expenses (including attorney’s fees and expenses) incurred by the other compelling arbitration.

7.4 Neither you nor we will be entitled to join or consolidate Disputes by or against others in any arbitration, or to include in any arbitration any Dispute as a representative or member of a class, or to act in any arbitration in the interest of the general public or in a private attorney general capacity.
7.5 AAA Rules. Each arbitration, including the selection of the arbitrator will be administered by the American Arbitration Association (“AAA”), according to the Commercial Arbitration Rules and the Supplemental Procedures for Consumer Related Disputes (“AAA Rules”). To the extent that there is any variance between the AAA Rules and this Section 7, this Section 7 will control. Arbitrator(s) must be a member of the state bar where the arbitration is held, with expertise in the substantive Laws applicable to the subject matter of the Dispute.
7.6 You and we each agree that in this relationship: (i) You and we are participating in transactions involving interstate commerce; and (ii) each arbitration is governed by the provisions of the Federal Arbitration Act (Title 9 of the United States Code), and, to the extent any provision of that Act is inapplicable, unenforceable or invalid, the Laws governing the relationship between you and us about which the Dispute arose. To find out how to initiate an arbitration, please call any office of the AAA or visit the AAA website at http://www.adr.org.
7.7 Rights preserved. This Section 7 and the exercise of any of the rights you and we have under this Section 7 do not stop you or us from exercising any lawful rights to use other remedies available to preserve, foreclose, or obtain possession of real or personal property; exercise self-help remedies, including setoff and repossession rights; or obtain provisional or ancillary remedies such as injunctive relief, attachment, garnishment, or court appointment of a receiver by a court having jurisdiction.
7.8 Miscellaneous. You and we each agree to take all steps and execute all documents necessary for the implementation of arbitration proceedings. The arbitrator may hear and rule on appropriate dispositive motions as part of the arbitration proceeding, such as motions for judgments on the pleadings, summary judgment, or partial summary judgment. The AAA, the arbitrators, you and we, must, to the extent feasible, take any necessary action to ensure that an arbitration proceeding, as described in this Section 7, is completed within 180 days of filing the Dispute with the AAA. These parties must not disclose the existence, content, or results of the arbitration, except for disclosures of information required in the ordinary course of business or permitted by applicable Law or regulation. This provision will be liberally construed in order to ensure the enforcement of this Section 7. Arbitration proceedings are conducted in the state where you reside or at a location determined by the AAA. All statutes of limitations applicable to any Dispute apply to any arbitration between you and us. The provisions of this Section 7 will survive termination, amendment, or expiration this Agreement or any other relationship between you and us. This Section 7 constitutes the entire agreement between you and us and supersedes all prior arrangements and other communications concerning the resolution of Disputes.
7.9 Fees and expenses of arbitration. You must pay the applicable AAA filing fee when you submit a written request for arbitration to the AAA. The AAA’s filing fee and administrative expenses for an arbitration on documents alone without oral hearing, will be allocated according to the AAA’s Rules, except that for claims of less than US$1,000.00, you will only be obligated to pay a filing fee of US$15.00 and we will pay all of the AAA’s other costs and fees. At your written request, we will temporarily advance up to US$500.00 towards the filing, administrative, and/or hearing fees for any Dispute in excess of US$1,000.00 which you may have filed against us, after you have paid an amount equivalent to the fee, if any, for filing a claim for such a Dispute in state or federal court (whichever is less) in the judicial district in which you reside. However, if you elect an in-person arbitration process, you must pay your share of the higher administrative fee and the additional costs for this process. At the conclusion of the arbitration, the arbitrator will decide who will ultimately be responsible for paying the filing, administrative, and/or hearing fees in connection with the arbitration including, but not limited to, those costs and fees paid by us on your behalf. Unless inconsistent with applicable Law, you and we will each bear the expense of our own attorneys’, experts’, and witness fees, regardless of who prevails in the arbitration.
7.10 California residents. In the event that you are a California resident, this Section 7 applies only to Disputes in which you seek for himself or herself individually amounts in excess of the jurisdictional limit of Small Claims Court, excluding attorneys’ fees and costs.
If any of the provisions of this Section 7 dealing with class action, class arbitration, private attorney general action, other representative action, joinder, or consolidation is found to be unlawful or unenforceable, that invalid provision shall not be severable and this entire Section 7 shall be unenforceable.

8. Privacy All information provided by you in connection with submitting the Candidate for the Posted Position will be governed by the provisions of the following Wells Fargo policies:
Wells Fargo Privacy Policy: https://www.wellsfargo.com/privacy_security/privacy/individuals
Online Privacy Policy: https://www.wellsfargo.com/privacy_security/privacy/online
You agree to comply with all additional privacy and data and other security requirements of Wells Fargo as communicated by us to you from time to time.
9. Notices and communication.
9.1 Generally. Except as expressly provided otherwise in this Agreement, we will provide you notices through mail, electronically, or by other means available. This information will be sent to your postal or electronic address (“E-Address”) as reflected in our records, unless a different postal or electronic address has been specified in accordance with procedures we may establish from time to time. The E-Address may be an e-mail address, other Internet address, text messaging number, or other electronic access address provided to us in accordance with this Agreement. Any notices will be deemed to have been sent on the first business day following the date on it. We reserve the right at all times to communicate all notices to you through the U.S. Postal Service or overnight courier, at our sole option.
9.2 Electronic delivery and communication. Unless otherwise required by applicable Law, if we are required to provide you with information in writing, we may, at our option, send it electronically either: (i) to your E-Address, or (ii) to the extent permitted by Law, by posting the information to our own website located the following URL: http://www.wellsfargo.com. You agree that we may satisfy any obligation we may have to provide you with an annual copy of our Privacy Policy by keeping it available for review on our website.
9.3 Address changes. You agree that you will notify us immediately in the event of a change to your address or E-Address.
9.4 Implementation of notices. Any notice you send us will not be effective until we actually receive it and have a reasonable opportunity to act on it.
10.  Export control; international use. The United States controls the export (including the download) of products and information containing encryption (“Controlled Technology”) under the Export Administration Regulations (“EAR”). Use of the RecruitAlliance Site may contain Controlled Technology subject to the EAR. You agree to access and/or download Controlled Technology related to your use of the RecruitAlliance Site only in the United States. You further agree in your use of the RecruitAlliance Site not to access or download Controlled Technology from any country where such access or download is prohibited (currently North Korea, Iran, Cuba, Sudan, or Syria), and agree that you are not a person or entity to whom such access or download is prohibited. Those choosing to access the RecruitAlliance Site from locations outside the United States do so at their own risk and are responsible for compliance with local Laws.
11. Recordkeeping. As a Federal Contractor in the United States, Wells Fargo is required to meet regulations (“Federal Regulations”) set forth by the U.S. Office of Federal Contract Compliance Programs relating to employment candidate tracking. In the case of a federal audit regarding hiring practices in the United States, you must produce your search strategy and complete Candidate outreach information related to each search executed on behalf of Wells Fargo. This will include the gender and race/ethnicity of every Candidate considered for a Posted Position per the Federal Regulations. For Posted Positions relating to employment outside of the United States, you agree to cooperate with Wells Fargo to satisfy any similar audit requirements under applicable Laws. Additionally, you must maintain for three (3) years from the last activity relating to the Posted Positions, and produce in case of audit, a record of the Posted Positions for which each Internet search was conducted, the substantive search criteria used for each Internet search, the date of the search, and the résumés/profiles of any individuals who met the basic qualifications for the particular Posted Position. You will retain any and all records and procedures, whether stored in electronic or hard copy, as they pertain to the provision of the Recruitment Services under this Agreement, including all information obtained or created in the course of performance hereunder (“Records”) in accordance with the longer of Wells Fargo’s records retention guidelines (as communicated by us to you and as modified from time to time), including provisions regarding the timely destruction of such Records, or as is required by Laws (including the Sarbanes-Oxley Act, the Gramm-Leach-Bliley Act or non-United States Laws equivalent), unless Wells Fargo has requested in writing that you hold any such records for a longer period of time. You and we agree that such Records will be maintained in English. Wells Fargo, as well as its examiners and representatives of Wells Fargo’s regulatory agencies in any jurisdiction, and their respective auditors (“Auditors”), will have the right to audit, examine and inspect any and all Records, and facilities and procedures as they pertain to your performance hereunder and compliance with the terms hereof. Wells Fargo’s regulators, or designated representatives, will have the right to ask for and to receive directly from you any Records.

12.  General.
12.1 Amendments to this Agreement. Except as otherwise required by Law, we may in our sole discretion change the terms of this Agreement from time to time and at any time. This may include adding new or different terms to, or removing terms from, this Agreement. When changes are made we will update this Agreement on the RecruitAlliance Site. The RecruitAlliance Site will be updated on or before the effective date, unless a Law, rule or regulation requires that it be updated an earlier time. By continuing to use the RecruitAlliance Site after we have updated this Agreement on the RecruitAlliance Site, you agree to the change.
12.2 Termination of this Agreement. Unless otherwise required by applicable Law, either you or we may terminate this Agreement and/or your access to the RecruitAlliance Site, in whole or in part, at any time without notice. The termination of this Agreement will not terminate your obligations or our rights arising under this Agreement before such termination. Should this Agreement be terminated for any reason prior to you submitting a Candidate for a Posted Position, Wells Fargo will not be obligated to pay the Placement Fee or any other fee.
12.3 Surviving Obligations. All applicable provisions of this Agreement will survive termination by either you or us, including, without limitation, provisions related to intellectual property, warranty disclaimers, limitations of liability, indemnification, and the miscellaneous provisions.
12.4 Governing Law. This Agreement, on the other hand, will be read and interpreted according to the Laws of the State of South Dakota, without regard to conflict-of-law rules. In any legal action or claim regarding this Agreement, the prevailing party will be entitled to recover costs and reasonable attorney fees.
12.5 Assignment. We may assign our interest in this Agreement to Wells Fargo & Company, its successors, or to any now-existing or future direct or indirect subsidiary of Wells Fargo & Company; however, you may not assign or transfer this Agreement. We may also assign or delegate certain of our rights and responsibilities under this Agreement to independent contractors or other third parties.
12.6 Equal Employment Opportunity and Affirmative Action. Vendor, for itself and all Vendor Personnel, represents and warrants to Wells Fargo that (i) it abides by all non-discrimination, anti-harassment and other equal employment opportunity Law with respect to its business activities, and (ii) with respect to business activities in the United States, it is an equal opportunity employer and agrees, as applicable, it will abide by the terms of: (a) the Civil Rights (Equal Employment Opportunity) Act of 1964, (b) Section 503 of the Rehabilitation Act and its associated legislation, Public Law 93-112, (c) the regulations at 41 C.F.R. Part 60-741 (including 41 CRF 60-741.5(a), which prohibits discrimination against qualified individuals on the basis of disability, and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified individuals with disabilities), (d) Executive Order 11246, and (e) the regulations at 41 C.F.R. Parts 60-1 through 60-60, (f) Public Law 93-508, and (g) the regulations at 41 C.F.R. Part 60-300.5 (this regulation prohibits discrimination against qualified protected veterans, and requiring affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified protected veterans).  Vendor acknowledges that Wells Fargo is an affirmative action employer pursuant to Executive Order 11246, and agrees to cooperate with Wells Fargo in its affirmative action efforts.
12.7 Proprietary rights. All content included or available on the RecruitAlliance Site, such as advertisements, text graphics, logos, button icons, images, audio clips, and software, is the property of RecruitAlliance, Inc. or Wells Fargo, and/or other third parties and is protected by copyrights, trademarks, or other intellectual and proprietary rights. The compilation (meaning the collection, arrangement, and assembly) of all content on the RecruitAlliance Site is the exclusive property of RecruitAlliance, Inc. or Wells Fargo and/or its licensors and is protected by copyright or other intellectual property rights. The trademarks, logos, and service marks displayed on the RecruitAlliance Site (collectively the “Trademarks”) are the registered and unregistered trademarks of RecruitAlliance, Inc., or Wells Fargo, or other third parties. Under no circumstances may you use copy, alter, modify, or change these Trademarks. Nothing contained on the RecruitAlliance Site should be construed as granting by implication or otherwise any license or right to use any Trademark without the express written permission of Wells Fargo, or the third party which has rights to such Trademarks, as appropriate.
12.8 Entire agreement. This Agreement represents the agreement between you and Wells Fargo regarding the RecruitAlliance Site and the Candidate you submitted, and merges and supersedes all previous and contemporaneous written or oral agreements and understandings. This Agreement shall not be modified or amended by any terms or conditions of the applicable PO except to the extent provided in Section 4 above. This Agreement shall govern in the event of any conflicting terms or conditions in the applicable PO. Each of the rules, terms, and conditions set forth in this Agreement stand alone. Any term or condition contained in this Agreement which is inconsistent with the Laws governing the RecruitAlliance Site or your submission of the Candidate will be deemed to have been modified by us and applied in a manner consistent with such Laws. Except as otherwise expressly provided in this Agreement, if any provision of this Agreement is held to be invalid or otherwise unenforceable, the remainder of the provisions will remain in full force and effect and will in no way be invalidated or otherwise affected.
12.9 Waiver. We may agree in writing (or otherwise) to waive a provision of this Agreement, including a fee (a “waiver”). We may revoke any waiver. Our failure to act with respect to a breach by you or others does not waive our right to act with respect to subsequent or similar breaches.
12.10 Headings. Headings are for reference only and in no way define, limit, construe, or describe the scope or extent of such section.
12.11 Language. You and we each hereby confirm our express wish that this Agreement and all documents, agreements or notices directly or indirectly related thereto be written in the English language. In the event this Agreement is also executed, or has been translated to, a local-language version, you and we each agree that the English-language version maintained by Wells Fargo shall control in the event of any discrepancies.

By insider
July 18, 2015 at 4:36 am

Holy cow do recruiters stink.
I’ll give you a few examples. I live about 2 hours from Detroit and looking for new position in Agriculture.
Recruiter 1.(that’s what we’ll refer to as) lined up 3 interviews(3 different firms) in Nebraska option 1. I drove 1.5 day never welcomed me and the dept manager was very rude to me. I declined on top of that the amount of money was the same as I was making locally. Lastly the office I’d work out of was HORRIBLE. it was from the 1800’s.
option 2. I arrive there. No more than I arrive there the lady states to complete this test. I told her my recruiter had me complete this test approx. 1-2 weeks before leaving for these interviews. She said “DO IT ANYWAY.” That kind of ticked me off. The test had nothing to do with Agriculture. so I did it. The person I was suppose to interview with “forgot about it. and had a meeting” his assistant Interviewed me. No offer was made. I will say nice office and facility.
Last and final interview of that trip was at a co-op. Nice guy. GREAT PAY. everything I felt went great. He asked why I’m looking to leave Northwest Ohio? I said “due to the downturn in the economy Detroit has suffered heavily in this recession. I believe to further my options I will have to move out of state.” He said I was “too negative” no job offer made.
Fast forward a year.
I drive out to western Iowa for a interview.
This is with recruiter #2.
The interview went okay until we started talking about fiscal stability of the company. I asked for a fiscal report of the company(it was a co-op so any member or possible member can look at it) THEY LOST 10 MILLION LAST YEAR. I asked him about competition in the area. He stated yeah all 5 competitors are looking to buy us out. His reasoning for not hiring me. He didn’t know Ohio was so far to Iowa. wasted probably 1000 bucks and 3 days of my time for that bull stuff.
Last recruiter. we’ll call her recruiter #3.
I apply view interview with my resume. My resume tells my Education, experience and basically all my certifications and work related details. I was checking my Iphone e-mail it said “please call me I want to talk about your resume and setting up an interview.” I call her set up the interview. I take a full day off work to interview with the recruiter. I go in fill out the paperwork. keep in mind it’s 1.5 hour and 80 miles to this recruiter. 10 bucks to park. We talk for 10-15 mins. Talking about my “background”, education and experience. So I drive home (1.5 hour). I give her a week to call people and send my resume to people. I send her an e-mail asking if she had heard anything. She sends me an e-mail saying “I’m sorry I won’t be able to help you due to lack of experience.” I sent her an e-mail back saying “Why did you have me drive 1.5 hour there, take a day off from work, fill out 5 pages of paperwork, pay 10 bucks to park. talk with you for 15 minutes, drive 1.5 hour home. COULDN’T YOU LOOKED AT MY DARN RESUME!” She never e-mailed me back.

By Rich Flynn
July 19, 2015 at 2:11 pm

The majority of recruiters are simply matchmakers. They hear what a company needs and try to match it. If people think that recruitera are calling.companies.and trying to sell your skills and get a job than think again. There are only two effective ways to get a job. One is looking for it and the 2nd is networking.

By Joe Piccio
August 3, 2015 at 10:58 pm

Being a job searcher, in 2004 – 2009 the internet made job recruiters glamerous, glorious. They set facebook pages and did public speaking, got 1000’s of interviews, never called back. Why? becuase they wanted to be popular. The only problem is people spent money to be in College, preying on College students is unmoral, the worst of the worst people. They are all going to jail.

By imgur
September 15, 2015 at 10:02 am

It means that you get total discounts at the time of subscription. Dream – Host is an online hosting company that
offers products like domain registration, shared website hosting, Virtual Private Server (VPS), and public cloud services.

These connections and resource sharing can even be made across different operating systems such as Unix, Linux and Microsoft Windows.

By Lori
October 5, 2015 at 2:47 am

Found this site by accident. Typed in, “Why do Recruiters Suck” after having a conversation with my partner. He wanted to know if there was a website online where job seekers can actually rate recruiters and recruiting agencies based off their experiences so everyone can see how job candidates feel about the so called recruiters and the agencies they have tried to utilize in their job search. Kind of like an Angie’s List.

I still don’t know if there is an actual website. If anyone knows of one, let me know as I have a few select recruiters and agencies that I would like to rate and let the world know how poorly I think these people and companies are. He is suggesting I start a website if one does not already exist.

I relate to many of the bloggers frustrations in their job searches, with recruiters, employers, the lack of communication from both to the job seeker, etc. I have experienced many of the same issues mentioned.

As I search for a new job position, I do not look forward to todays job searching process. I also do not look forward to utilizing recruiters. I have had many bad experience the past 4-5 years with recruiters. I now do my best on job searches, not to use them at all. These days my motto has become, ‘save the hiring company some money and leave the middleman out’.

I came to the conclusion it is very difficult to find a good recruiter, just like it is very difficult to find a good masseuse . Just like finding a needle in a haystack, extremely difficult. Where do you search, and whom do you trust?

I wish employers would wake up! They may actually find qualified candidates for positions if they actually had qualified humans looking at resumes, and not a computer program that tries to match up key words of a job description and a resume, where if there are not enough matches, you are ruled out. Or if recruiters would actually send qualified candidates out to the companies for interviews vs. sending the candidate out who has less experience/skills but they can make the most profit off. Go back to the days before the internet, where resumes were actually mailed in, with a human looking at them, and you might actually find a qualified candidate to fill the position.

And somewhere in the 2000’s with the internet, everyone got the idea that they could be a recruiter, regardless if they were qualified to do the job well or not. Now over the past year, I find myself bombarded once a week with emails and phone calls from Indian recruiters 3 or 4 times in the same day for the same contract job. Who are these Indian recruiters? Supposedly they are calling me from Chicago or New Jersey (and from a recruiting agency in those locations that I have never heard of and of course can never reach. Are they even legit?). I feel Chicago and New Jersey are routing location and all the calls and emails are really coming from offshore in India. Seriously has recruiting been offshored to India or are these people just trying to scam you out of personal identifiable information?

Not counting the Indian recruiters that I never respond too, I actually have a list of local bad recruiters and recruiting agencies in my area that I would never use due to issues I have had with them in the past. I think it would be beneficial for job seekers as well as the recruiters for recruiter rating information to be posted out in the public domain for anyone whom wants to look to see how another job seeker feels about a particular recruiter, the recruiters actual placement abilities for them, if the recruiter was honest with the job seeker about the job position, if the recruiter was responsive, etc., etc. Maybe then we would see a change in the bad recruiter behaviors that we are seeing and experiencing these days.

By tjoet
November 20, 2015 at 9:30 am

To: Lori,
First and foremost, recruiters are not in the business of finding positions for job seekers. In nearly every case they have no advantage over the person seeking to find a position that matches their skills and salary goals. My suggestion would be to make sure your credentials are stated clearly and are in demand.

By Mike S.
December 23, 2015 at 11:03 am

I hadn’t realized just how easy I had it in my previous two job searches – I was primarily limiting myself to jobs requiring a security clearance, a space which is rather difficult for fly-by-night types to break into. Now that I’m considering leaving that world and have been looking more at non-cleared work, I’m running into more of the types Nick talked about here.

Terry – thanks for confirming my suspicions about Mondo. Didn’t know Robert Half fit into that category too, but I’d been ignoring them anyway because of low salary ranges.

Lori – I find it interesting that most of the emails I get from Indian recruiters at firms I didn’t know existed, seem to originate from the same handful of IP addresses – IPs that are also the source of some of my other SPAM (found that out when I ran an analysis of my email database files to help me set up an IP blocklist).

By Nick Corcodilos
December 23, 2015 at 12:55 pm

@Mike S.: I’m working with someone to research those IPs that seem to serve enormous numbers of overseas “recruiters.” We’re peeling back the IPs and additional data, and what we’re finding is scary. If you’ve done much work on this, please drop me an e-mail.

By Age
December 24, 2015 at 12:33 am

I had a recruiter from Randstad get all excited when I told him I was looking for an embedded software development job. He showed me the job description. It was a software development job, but it had nothing to do with embedded programming. Because it had the word embedded in the job description, this knucklehead thought I would be a good fit.

I had a recruiter today contact me regarding get this – a customer service position. So, I guess my technical degrees in physics and computer science are no longer good enough for programming, but for customer service.

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