雇员制是传统型猎头公司是什么意思

What does an employee system mean for a traditional headhunting company

和普通公司一样，在某写字楼，招募一群精力充沛的猎手，四处出击，寻找猎物，此种模式，比较平稳，稳扎稳打，不会有什么突然的爆炸性的增长。

Just like a regular company, recruiting a group of energetic hunters in an office building, going out to search for prey, this model is relatively stable and steady, without any sudden explosive growth.

合伙人制猎头公司是什么意思

What does a partnership based headhunting company mean

即是每个加入的员工，都在符合一定条件后，成为公司的合伙人，初级合伙人到中级合伙人，再到、合伙人，这些级别所对应的权限是一样的，每个人都视自己为老板，所不同的就是每年的利润分配不一样，越高等级的合伙人，所得越多。此种模式在国外运用的很多，很多世界前10强的猎头都是此制度。

Each employee who joins becomes a partner of the company after meeting certain conditions. The permissions corresponding to these levels are the same, from junior partner to intermediate partner, and then to senior and top partner. Everyone considers themselves as the boss, but the difference is that the profit distribution varies every year. The higher the level of partner, the more they earn. This model is widely used abroad, and many of the top 10 headhunters in the world use this system.

soho制猎头公司

Soho headhunting company

是近的一种模式，此种模式特点是：员工可以在家办公，公司设有写字间、会议室，有需要即到公司办公。员工自由度很高，主要以提成制来约束员工，没有社保、低薪高提成、管理轻松、不怕金融危机，随时扩大，随时缩小，自成一派。大部分两三人的小猎头公司均是此类型。

It is the latest model that features employees being able to work from home, and the company has offices and meeting rooms, allowing them to work at the company as needed. Employees have a high degree of freedom, mainly constrained by a commission system, without social security, low salaries and high commissions, easy management, and are not afraid of financial crises. They can expand or shrink at any time, forming their own faction. Most small headhunting companies with two or three people are of this type.

任何行业都有行业平均利润，按照人选年薪的30%收费是行业共识，即便国内行业竞争和成本的原因收费比例有所调整，也决不应该低于20%这个经营底线。否则猎头公司无法取得合理利润，就无法维持正常经营。能够低于20%进行收费的，一定是不规范的低端猎头所为，他们不必考虑搭建、持续经营和团队建设，能做一票算一票。

Any industry has an industry average profit, and it is industry consensus to charge 30% of a candidate's annual salary. Even if the charging ratio is adjusted due to domestic industry competition and cost reasons, it should never be lower than the operating bottom line of 20%. Otherwise, headhunting companies cannot achieve reasonable profits and cannot maintain normal operations. Those who can charge less than 20% must be non-standard low-end headhunters who do not need to consider brand building, continuous operation, and team building. They can do one vote, one vote.

人才库的积累规模一定不是评判猎头公司服务能力的主要指标，猎头公司的核心竞争能力在主动寻访和挖掘的“猎”的能力。很多不理解猎头本意的客户会要求猎头公司在确定正式合作意向之前向客户提供简历信息，以此来判断猎头公司的能力。有一些同样不理解猎头本意的小猎头或者面临经营压力的猎头公司就会迎合客户不合理的期望，提前提供简历，甚根据客户职位需求虚构简历，与一些不良候选人配合，一起来蒙蔽客户。确定正式合作意向之前向客户提供简历信息的猎头不是好猎头。

The scale of talent pool accumulation is definitely not the main indicator for evaluating the service ability of headhunting companies. The core competitive ability of headhunting companies lies in their ability to actively search and explore. Many clients who do not understand the original intention of a headhunter may request that the headhunting company provide resume information to the client before confirming the formal cooperation intention, in order to assess the headhunting company's ability. Some small headhunters who do not understand the original intention of headhunters or headhunting companies facing business pressure will cater to customers' unreasonable expectations, provide resumes in advance, and even fabricate resumes based on customer job requirements, cooperate with some bad candidates, and deceive customers together. A headhunter who provides resume information to clients before confirming their formal cooperation intention is not a good headhunter.

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