Does a temp company or a recruiter stand to profit from finding someone to fill a position for less salary?
443047
The agency probably quoted less with an expectation that you might come back demanding more. If you say you are not happy with even 50, they can say they will talk to the company and make themselves look good. Also possible they looked at your resume, salary history and figured you will be happy with 50. Making their clients happy is more important than making more money on one placement. Also they may have flat fee contract with the company.
516532
Talk to a recruiter they will know.
894017
temps don't typically get raises, but if you would, it should be based on your performance or company % rates. The company I work for is usually 15% of your pay.
308191
you have to be hired by some firm.
452231
The difference is which party pays the  fees.  Recruitment firms are generally hired and paid by the potential employer.   Prospective employees are vetted  (sought out) by the recruitment firms and do not usually pay these firms any fees for services.\n\nPrivate employment agencies MAY charge fees of both the prospective employer and the prospective employee (they do not all charge fees of the prospective employee).  The fee paid by the prospective employee is usually less and some firms may offer the employee an opportunity to pay the fee AFTER they receive a first paycheck.  \n\nBest of luck!
1085295
No easy answer.  Try reading the suggestions at:\n\nhttp://www.csun.edu/career/job_search_skills/salary_info.htm\n\n"Most experts advise that when an employer asks you for your salary requirements in an ad or on a job application, you should indicate that salary is “negotiable.” Or, if you're asked to provide current salary, to respond with, "Will discuss during interview." In the highly competitive employment market of today, this can be a risky strategy. By failing to provide information requested by the employer to aid in their screening process, you may be automatically disqualified from further consideration at the beginning of the hiring process. On the other hand, if you do provide a salary range, you may be too high or too low to satisfy the employer, and you will be rejected. There really is no good answer to this dilemma. \n\nSince most companies have a salary structure for their organization with a range in mind for a specific job, you should consider communicating a well-researched salary range that would be the basis of salary and benefit negotiation. This strategy may enhance your chances of obtaining the interview and moving forward in the hiring process."
636035
I don't really know what a freelance recruiter does, so it's hard to answer your question. I would say though, that if it's a temporary job you should more than likely get at least what the person who you are temping for made previously! How much you commute to or at work may be a consideration too.
352474
I worked in the staffing industry.  You should list the agency you worked with and treat it as employer.  I would suggest using a phrase such as "short term contract" versus using the word "temp"  Working through and with an agency these days in so popular most employers would expect to see temp work on your resume.  Do not add in any work under 3 months!!
230
At the point you have a job offer, you are in the best position to negotiate.  This is because they have already spent the money to get all the way through the recruiting process, and if they were to start again from scratch it might cost them an additional 20-50k to bring a different candidate into the position.  Add to this the cost to the project of having an unfilled position for a longer period than expected, and you'll find there is a pretty large margin for you to negotiate where their net costs will be lower if they acquiese to your requests.\n\nThe other factor is the overall job market.  In today's market, where employment is picking up in many sectors you're in a good spot to negotiate.\n\nNow the right place to phrase things is to describe competitive offers (hopefully you'll have some) in terms of their relative advantage.  If one of your alternative offers pays more, you can allude to this vaguely.  Even if they do not, you can allude to the relative advantages (the types of challenge, the convience of the commute etc).  This will create a more competitive landscape where your potential employer feels like they need to overcome other offers (and not that you are simply greedy and would like more cash).\n\nUnless the potential employer has really lowballed you (i.e. you are well below industry averages for your area), you should shoot for a modest counter-proposal of 5-15%.  Put this out there with clear timelines for when they need to respond, and other forms you might accept (signing bonus, trading-up level/rank, etc).\n\nYou should stay professional throughout the process, even if your offer is rejected.  Employers know that this is the right time to bring these things up, so don't worry about burning bridges by putting a request out there at this stage.\n\nOk.  Hope that helps!
492377
Some of the companies that advertise this as a paying job are exploiters or scammers. Becareful if they ask for money upfront to send you the package info to get this type of work. Some are just low paying in that it's per envelop and it works out to less than minimum wage.
758807
professional recruiters get payed by the companies that hire the candidate they recommended... They bill your place of business. It's a win/win situation, whereby they find the best man for the job (you) and the company you now work for thanks them by paying their recruitment fee.  The recruitment company does all the "leg work".. they check out all your references, etc. It saves the company you are working for now a consider amount of money. Their fee is well worth it.\n\nTypically, in a contractual agreement, you will need to remain in their employ for a set amount of time. The company I worked for set the time at 90 days.
229082
This is a job placement agency and they are all over my state.  They find you a job as a temp and take out a percentage of your wage (i am not certain how much) but when I was managing a factory, we started our workers out at 8.00/hr, and through manpower they were only making 6.5/hr.  You work with manpower until the company you are with hires you as a full timer.
723053
By asking for a lower salary.
692829
Most companies use headhunters, they use them as an extension of their HR dept to pre-screen applicants so they don't waste a lot of time on in-appropriate resume's. There is a cost of course associated with this service, and many employeer's prefer to pay it by agreeing to rent you from the headhunters for from 3-6 months. Of course the headhunters would prefer the longer term. Let's say for example only that you make $20 an hour. The headhunters will rent you for $30 and hour, put you on W2 (as their employee ... but with no paid benefits) and pocket the difference. For the employeer the benefits are no lump sum out of pocket expense, and they get a nice test drive of your services, if they don't like you or your attitude, they can drop you at any time and get a fresh replacement without incurring any additional cost. This process is not always manditory, if you are in a highly sought after job skill, you can demand regular, full time employment only. There is no difference in your employment status if you start directly or are contract to hire. Both are "at will" and they can terminate you and you can quit at any time without any prior notice. On the direct hires, the employeer pays a finding fee to the headhunters, usually with a 90 day restriction ... that is if you leave before the 90 day period is up, they (the employeers) get their fee back. This is negotiable of course but strictly between the employeer and the headhunter agency. I prefer to work directly with the employeer, but have worked with headunters for many years. Check out Carrerbuilder, they seem to have more direct employeer listings!!! Also, a lot of headhunters scan for the direct listings and try to recruit you for those positions as well. Keep track of who you apply to, that way you can avoid problems of duplicate applications and representatives (headhunters). And of course I will give you the same advice that all Boxers get ... protect yourself at all times !!! Good Luck !!!
741501
yes .. .please .. it is for the year ...mostly all the companies in USA quote salary on per annum basis untill stated otherwise ...\n\nmark me the best is i helped ... \n\nits nice to beg sometimes ...\n\nHEE HEE ...
642
There are definitely many, many technical temp agencies that hire employees with the skills you describe, especially in areas where technical jobs are plentiful. I would suggest conducting a search in your area for "technical temp agencies" or contacting a local employment recruiter to ask about technical temp agencies in your locale.
525787
I believe it's like cold calling where you contact people and see if they're interesting in the products and then someone calls them later to do the actual selling.  I was offered a job where they had soft leads which meant a letter had been sent out to prospects and if they sent it back that they were interested then I would have called them to do the final sale.