Date: Fri, 22 Oct 1999 14:20:07 -0700
Reply-To: "William W. Viergever" <wwvierg@IBM.NET>
Sender: "SAS(r) Discussion" <SAS-L@LISTSERV.UGA.EDU>
From: "William W. Viergever" <wwvierg@IBM.NET>
Subject: Re: recruiter overhead/hrly rates
Content-Type: text/plain; charset="us-ascii"
Quit whinning and take the most you can get - unless you wanna try it out on your own and are able to secure the contract directly, then you'll obviously make even more.
The recruiter has no obligation other than to max his/her revenues; you decide if you wanna provide your services based on the rate offered to you.
No one points a gun at another person.
Afterall, "who is John Galt"
At 11:17 AM 10/22/1999 +0000, Paul Gill wrote:
>I read with interest how many people were disturbed by a recruiter's
>Perhaps I am playing devil's advocate here, but do you really care what
>the recruiter's cut is? Would you rather:
>(a) Make $75 an hour NOT knowing that the recruiter is billing you at
>$125 an hour, or
>(b) Make $40 an hour KNOWING that the recruiter is billing you out at
>$50 an hour.
>I for one, would go for the former. Yes, what some recruiters make is
>probably obscene for what they do, but no one is forcing you to use
>them. If you are going to use these agencies and expect to make a
>decent living, then you have to know how to "play the game." The key is
>know what you are worth, know what the market commands, and establish
>your rate. If you do so, then their margins won't be so hefty (assuming
>that is what really bothers you.)
>It is important that YOU set the hourly rate, because that will
>determine whether or not you will be happy. If the recruiter tries to
>negotiate you down, walk away. If you ask for what you are really worth,
>the recruiter will (not happily) drop their margin. (Heck, they'd rather
>make 15 bucks an hour off you than none at all.)
>All of business pricing and salaries is one big game. Perhaps it's a
>little more obvious with the recruiting agencies because word gets out
>what these margins are. But how about working in a large corporation?
>The President makes 1.5 million with stock options and bonuses etc.
>etc. Is the president worth 50 times more than you? Hmmm. makes your
>skin itch doesn't it? But remember, the owners of a corporation want to
>maximize their profits too. Their game is to pay you as little as
>possible and still keep you on board. Is that unethical???!!! It's a
>tricky balance for a company and too often they lose good people with
>that philosophy, but it happens and they move on. Could you imagine
>telling the Vice President at an interview: "I would consider nothing
>less than 50% of your salary, because anything less is obscene."
>In summary, I guess I am going against the grain. I could care less
>what the recruiter marks up as long as I get what I ask for. If the
>recruiter is making a big margin, shame on ME for not asking for a
>higher hourly rate!!!
>over and out..
>Author of "The Next Step: Integrating the Software Lifecycle with SAS
>Director of Bioclinical Data Services Inc.
>Louis S Pogoda Jr wrote:
> > In the Philadelphia area these days the agency "cut" seems to be about 30%,
> > give or take a little.
> > That assumes that the agency found you the job and that you're being paid on
> > a W-2 basis.
> > I'd consider anything much more than this to be exploitative and would give
> > the agency about 2 seconds to remedy the situation before explaining to the
> > client EXACTLY why I could no longer provide my services. At least one
> > company in this area SETS an agency limit of 25%.
> > email@example.com wrote in message <firstname.lastname@example.org>...
> > >Could someone give me an idea of what a "fair" overhead rate (expressed,
> > >say, as a percentage of my billing rate to a company) is for a recruiter
> > >/broker these days. In other words, suppose I am employed by
> > >"SuperTechTemporaries" to work at "Acme Pharmaceuticals."
> > >SuperTechTemps charges Acme $100/hr (purely hypothetical) for my
> > >services--of that amount, what is my "fair" share--as "fair" is defined
> > >by usual business practices. Thanks in advance.
> > >
> > >--
> > >John Uebersax
> > >reply to: email@example.com
> > >
> > >
> > >Sent via Deja.com http://www.deja.com/
> > >Before you buy.
William W. Viergever Voice : (916) 483-8398
Viergever & Associates Fax : (916) 486-1488
A SAS Institute Quality Partner (USA) E-mail : firstname.lastname@example.org
Sacramento, CA 95825
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