Paul S. Gumbinner's Blog (8)

What Offer Letters Are And Are Not

I posted this this week on my regular blog (www.viewfrommadisonave.blogspot.com) but thought it worth sharing with Recruiting Blog readers.

There are many misconceptions about offer letters.  However, before you read this post, please be aware that this is not intended to be legal advice. However, I want my readers and candidates to know what an offer letter is and is…

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Added by Paul S. Gumbinner on August 14, 2012 at 4:01pm — 7 Comments

Here's A New One - A Candidate Who Will Not Supply References

As we are nearing the end of the interview process, a client asked me to get references from a candidate.  I was blown away when the candidate emailed me and refused to supply references telling me that she did not want her references bothered until she had accepted the job.  First time this has happened in 27 years.

Now I have had a candidate who had a key reference at an existing company, but other references at previous employers and I made an offer pending the last…

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Added by Paul S. Gumbinner on February 24, 2012 at 8:59am — 15 Comments

A New One On Me

What I love about recruiting is that every day I learn something new.  Both good and bad.  Would love your opinion about this.

 

About ten months ago, I got two fee paid assignments from a foreign company with offices in the US.  One was a general manager, the other a director of digital.  I placed both candidates.

 

Last week I got a call from one of the GM candidates.  He had been approached by another recruiter to interview for a digital…

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Added by Paul S. Gumbinner on January 3, 2012 at 1:46pm — 5 Comments

Need some advice. A problem we all should have.

I have been recruiting for 25 years and have just come across a situation I have never faced.  Perhaps some of you have been here and can offer advice.

 

I have a retained client looking for a CEO in the US.  The fee they are paying me is very significant and six figures, but specifically for this position. The client is headquartered abroad.  The client is very wonderful and upfront.  My initial panel included three people who he is interested in.  They were all flown to the…

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Added by Paul S. Gumbinner on December 1, 2011 at 12:02pm — 3 Comments

Standing Up A Recruiter

We are single industry recruiters in New York City.  We insist on meeting all our candidates in person.  If someone is not within commuting distance of New York, we do Skype calls.  I am shocked at the number of people who don't show up.

 

People missing appointments is part of business.  It is annoying and costly. That is why your doctor calls to confirm appointments.  Restaurants do the same so that their tables don’t go…

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Added by Paul S. Gumbinner on May 18, 2011 at 9:30am — 6 Comments

The Case of the Over-Zealous Recruiter

Judi Wunderlich posted a good blog this week entitled, "Why Recruiters Get A Bad Rap (a cautionary tale)".  There were a bunch of responses including one from me saying that recruiters should be held to a higher standard.  I thought I would share a story which I originally posted on my blog, www.viewfrommadisonave.blogspot.com.  I thought it would amuse all professional and above board recruiters so I am repeating it in its entirety…

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Added by Paul S. Gumbinner on May 4, 2011 at 11:15am — 9 Comments

How does one work with a client who insists on a "trial period"?

I have been recruiting for 25+ years and just came across a new issue.  If anyone has suggestions, I would really appreciate the help.

 

I am dealing with the American subsidiary of an Asian company.  They are looking to hire a COO.  The compensation is about $300k, so it is pretty senior.  Now that they have started interviewing candidates, they are telling the candidates that they have a policy of a 90 day trial period.  This is, of course, a turn-off to all the people I have…

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Added by Paul S. Gumbinner on April 5, 2011 at 2:30pm — 21 Comments

The Case for Working Directly with Hiring Managers

 

I believe in Human Resources and corporate recruiters.  They fill a necessary function at most companies.  They insure that there are no duplicate submissions of résumés, they coordinate meetings, they screen to insure that candidates meet the standards of the job and the company.  However, with respect, they should allow outside recruiters to deal directly with hiring managers when it comes to job specifications and follow up on interviews.  It would speed up the…

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Added by Paul S. Gumbinner on March 7, 2011 at 12:56pm — 4 Comments

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