Compensation

In this week’s blog post, I’ll cover an external compensation mechanism as a headhunter. In fact, many people are not clear about how headhunters receive their fees and commissions. In fact, the headhunter’s main salary commission is occupied a large part! If your performance in a month or months is very ordinary, then your salary is not enough for you to live or you can say you are not suitable for the headhunter position. Generally speaking, the headhunter’s commission is in two ways, one is based on the percentage of the candidate’s annual salary commission; the other way is that different candidates will have a uniform amount of commission for the position. Usually, we will recommend the candidate to the client company a process called “selling people”. The commission we charge is based on the quality of the person we are selling, i.e. the position and the annual salary. If the candidate is the CEO of a company or an executive, then we will charge 8%-15% of the candidate’s annual salary as our commission, and if the candidate is a regular employee, it is usually around $5000-$9000. In my few months as an executive search consultant intern, I contributed more than 4 candidates to my leadership. Since I was not able to get the full commission as an intern, a portion of it was to be shared with the leader. I still got a portion of the commission after I successfully sold four candidates. I think this is the biggest reward and compensation for me. The reason why I may still choose headhunting as a profession in my future career plan is that I have also seen some achievements of my leaders and mentors during my internship months. The number of their transactions sometimes overwhelmed me. My leader had successfully recommended the president of a head Chinese state-owned bank to a head Chinese joint-stock bank next to me today. The commission amount of this single reached more than 100,000 US dollars, which is let me just too very incredible. This also made me interested in this industry!