Candidate Ownership
What is the split for candidate ownership?
50%
What type of activity needs to be confirmed to secure a job or lead pass split?
Meeting
How are organizations allocated to each office?
Based on headquarters
What are the hour thresholds for owned candidates? (minimum and maximum)
What is the #1 activity best practice that needs to happen for all rules / opportunities / passes / splits etc. to be done correctly?
NOTES IN PHOENIX!!!
How often do you need to market out a contract & perm candidate to leads (contract) & jobs (both) to maintain ownership if they aren't placed yet?
Every week - contracts
Perm - every 14 days
Name the 3 type of leads you can keep in brand / out of territory
Candidate lead, reference, client referral
When an org is passed to another consultant, what is the percentage the passee gets and for how many roles?
25% + All roles pulled off the initial spec from the passer’s initial spec OR the first three roles will warrant the split percentage
If a client is headquartered in New York but requires onsite 3+ days a week in Tampa, what should the NY consultant do next and what are the splits?
Role or client management stays with NY but role must be opened to Tampa (onsite office) for delivery. Budget is split 50% New York / 50% Tampa assuming either original puller or tampa office delivers.
Exception would be if delivery fills the role instead of Tampa**
A perm consultant gets a meeting on that seems contract with an org they are able to chase, what are the best practice next steps that need to happen in order to own the process?
1) Notes in phoenix
2) Loop in VP+ contracts leader in your respective office or where the HQ is to join the meeting to ensure all aspects are being covered on contract
3) Once job is pulled, loop in contract counterpart / team for delivery
How long do you own a candidate on contracts if you do not place them?
1 month
There are three things (2x types of leads, 1 type of activity restriction) that prevents you from adding a lead out of territory, in brand, what are they?
Job board, mailshot, org with activity/live lead / meeting booked within the last month
What are the inherited runner org / runner rules and splits?
Can own a runner if you secure a 20 hour, 6 month DPA
Inherited runner stays with office that currently owns the inherited runner for the longevity of the contract
Inherited runner owner can backfill if their specific contractor needs it
If inherited runner client is outside of territory, new roles and BD lies with the respective office who owns that territory
However****** See lead / job pass if applicable – if inherited runner owner generates information about a potential lead and lead activity rules (no activity on client for last 3 months) they can chase it.
What are 5 types of leads that would qualify for a candidate generated lead?
•Current or future project happening within the next 3-months
•Active or upcoming backfill lead within the next 3-month
•Interview lead
•Current pain points, skill set gaps, system issues
•Partner / Provider issues
•Active hiring needs or future hiring needs within the next 3-months
Reference
A true contract-to-hire role has been pulled by Contract consultant. What is the best practice next step they need to do and what are the splits?
1) Job Confirmation with perm counterpart CC'd
2) 50% to contract / 50% to perm if both people deliver. If the person who is looped into the C2H position does NOT deliver, 100% to original puller
After you qualify a candidate for ownership, what are the 4x main admin best practices you need to complete to kick-start your ownership?
1) Update qualification notes w/ all core info needed
2) Update candidate data and ownership
3) Update references
4) Put into your perm or contract candidate chat
How long do you have to chase a lead out of territory, in brand before it returns to HQ office?
1-month to book a meeting
When it comes to perm consultants who can do contracts / counterparts, What happens if a client calls in off no specific activity or a marketing lead comes in?
Perm lies with perm, contract lies with contract, both parties should be looped in off the bat
There are two main mailshot restrictions - what are they?
•Mailshots:
•You cannot mailshot outside of your current territory or product
•You cannot mailshot ACTIVE CLIENTS – here is what qualifies as active
•Contract: active runner or job
Perm: active Job or placement within 3 months
What are three best practices we need to follow for candidates we are placing (and thus owning)?
1) Rates must be the same unless approved by VP+
2) Weekly PPFU and full process followed
3) AE on the client with your placed candidate to join bi-weekly
Name 5 of the 9 things you need to do on the candidate page / update in phoenix every time you own a candidate
1.Change yourself to Owner
2.Update Job Title, City, State, Zip, Phone and Email
3.Add Detailed Qualification Notes in “Other Information” section and as a Gold Note
4.Why they are looking for a new job or open to new contracts
5.Expected Rate or Salary
6.LinkedIn Handle. If No LinkedIn, input “nolinkedin.com”
7.Current or Most Recent Relevant Company / Current or Most Recent Relevant Manager
8.Reference updated in the system and call booked
9.All “data” requirements need to be completed (hiring manager, 5 skills, location, current org)
What are the two admin steps needed once you generate a lead in order to secure either the 25% pass (out of brand) or 100% to keep (in brand,out of territory)?
Notes in phoenix
Loop in Manager to email local & passed office VP+ to confirm validity of lead and ability to keep and chase
What are the two different avenues perm consultants who do contracts can BD customers?
Selected perm consultants can pull contract jobs with customers they have done perm deals with
They can pull new contract roles/leads with new customers if there is no activity in 1 month from a contract focused person (this includes active customers as Contracts should be doing weekly/bi-weekly comms with their customers)
What are the 360 splits for these scenerios with TRG sales:
Project split
Big Opp (non-project) that was raised to TRG
Big Opp (non-project) that is not raised to TRG
•Project Splits – 25% in name up to $150K in personal billings
•Big opportunities (non-project) raised to TRG – 25% split on all jobs for 6 months from 1st job registered
•Big opportunities (non-project) not raised to TRG – 25% split on 1st three jobs registered
What are 10 things that need to be included on a job confirmation email?
1.Job title:
2.Job Type: (Contract Only, Permanent or Contract, Permanent candidates only)
3.Job Description:
4.Nice to have’s
5.Weekly minimum hours:
6.Length of contract:
7.Location/Remote:
8.Expenses:
9.Start date:
10.Interview times:
11.Interview Process
12.Sign-off on paperwork:
13.Budget signed off?:
14. Benefits Offered (Healthcare, 401k, Equity, Bonus, etc.):
15. Citizenship