One Company, 3 different but similar jobs.

We had 3 EXEC jobs.

We were given a salary range. We submitted candidates who were qualified, and within the range. We told all candidates to expect the mid range.

The professionals that we submitted for interviews are all working as EXECs for competitors. The jobs are in a remote part of the country, so we recruited people who either grew up there, or had a reason to move to the area.

Our dear client interviewed each one of them. Of course, HR is in control. She didn't want us to contact anyone in the hiring process, and we were at her mercy. Everything we were told about the position came from her. We asked her to please not call the candidates direct, we would do that for her. We asked her to not give any offers, please let us prepare the candidates first. She was not happy, and did her own thing.

Candidates were flown in, up and around, they interviewed at the location, and then they were flown into corporate. We were not included in any of the plans, she did it all. If we try, she gets 'offended'. The only way we knew what was happening during this process was to ask the candidate.

Here is what happened:

EXEC  1:   

    He is currently working, took the time off for all the interviews. He was very interested in the job. The location was important, he grew up there. They loved him. So, HR calls him and gives him an offer that was 70K less than he is currently making, and 30K less than we prepared him for. He told her that he was insulted. We knew nothing about the offer, and called to ask her if the money was negotiable, of couse it was not.

EXEC 2: 

    EXEC2  also wanted a certain location. Gew up in Podunk, and loved the thought of going back. He is currently working, The interview process started. First, of course, the HR 'screen'. How insulting is that? He was recruited, is currently working, yet, HR screen. Then, a couple of phone calls with execs. Then, a site interview. Then, HR tells us that they filled the job EXEC2 was interviewing for, but she wanted to bring him to corporate anyway. WHY?  Couldn't tell us. The candidate, a seasoned exec and busy, wanted to know why he was continuing to interview for a job that no longer existed. We couldn't tell him. An embarrassment when working with an executive. He didn't want to take off time from work for nothing, and is a busy person. His number one priority is his current employer, so he didn't go to corporate. Our little HR friend was very unhappy about that. But of course, no communication. She dealt directly with him, and it just didn't go well.

EXEC3:

      Again, someone originally from the area. He has gone through all interviews. We prepared him for the money, (we took the info from the offer she tossed at EXEC1, and assumed. I hate assuming, but it's all we have when working with this particular HR professional.)   He told us, NO WAY. So, we told HR what he would take, and not to waste time if they can't give him that. She came back, and told us sure, we'll give him that. With her assurances of a fair offer, they flew him to the location. All day interviews, and a meeting with the CEO. Dinner with CEO.  CEO said that HR professional would get back to EXEC3 on Monday with an offer. We again, closed him for the money, and he agreed to take the job when HR called.

Guess what happened on Monday?  He gets a call from ANOTHER HR person. Again, a screen. The same thing he did at the beginning. It is now Wednesday. 

Between EXEC2 and EXEC3, I get a kiss off letter from our little friend at HR. She actually attached a letter from the candidate to show us it's our fault. The letter clearly stated that our recruiters did a wonderful job, that the problem was with the company, not the recruiter.

EXEC3 is waiting for the call from HR with an offer. He instead got another HR screen.

We've been kissed off, (they will pay the fee if they hire our candidate,but she will not see any more resumes). We are waiting for something from corporate. The candidate was confused on Monday, and at this point, probably won't take the job. We had talked him into a pay cut, just to get back to his family, and home town. 

I didn't make this story up, it's what happens when there are too many middlemen. It happens when an executive candidate isn't given enough information to make a decision. Also, these candidates are working. Why is it a good idea to keep interviewing them, and flying them around without a plan? We knew how much every one of these people made, and their information about the range came from HR, HR scheduled the interviews, we were told after the fact about all the arrangements by the candidates.  

Wednesday, no offer yet. We are waiting patiently. If I rattle her cage by asking if they want to hire the candidate, she will probably kill the offer if there is going to be one. So, since this is our last go 'round with this company, we are doing nothing, asking nothing. I know that before an offer is given there is work to do, why not tell us what to expect? When will the due diligence on your end be complete? What should we tell him? What candidate wants to be treated this way?

I have one thing to say to our HR talent acquisition guru:  The war for talent is not in Afghanistan. 

Just another day in the trenches.

UPDATE:

EXEC3 just got off the phone with HR, she gave him 10K less then she said she would. He said that he needed a couple of days to think about it. She told him that he either takes it today or no offer.

Honestly, all you HR PROS, what do I do?