For Candidates
Many candidates think that hard-line salary negotiations are necessary and advantageous in moving their starting salary up as high as possible. We take an approach with candidates that sounds more like this:

"What value are you bringing to the company; how does the company measure that value; how are your skills, abilities, and knowledge currently priced in the marketplace; what talents do you bring that puts you in a high-value position?" This approach keeps us from creeping into the not-so-objective quicksand of "I need, and I want . . . . "

While an aggressive negotiator can get a higher starting salary, unless they prove themselves to be worth the pay, they will eventually even out or worse yet, be found to be of less value than paid and be replaced.

For Companies
Companies sometimes believe that hiring someone below their real value in the marketplace in order to come in line with company pay ranges or to give the employee somewhere to move up over time is a good idea. Even in a down economy in which employee salaries have deflated, we take an approach that sounds more like this:

"If you really want the employee and are convinced they are the best person for the position and the company, pay them their market worth. Unless there are some unusual growth opportunities, a high level of security that the employee wants, or other long-term compelling factors, underpaying an employee means that the call of the marketplace and a better deal are out there for them, and they know it. Bringing an employee on with the parameters in place that make them feel that your company is a fantastic deal for them is not bad negotiating, it is good strategic planning for a settled, loyal, and committed employee."

For the Staffing Firm
Our pricing philosophy reflects our asking the following question:

"How can we be the best deal possible for each of our clients, be sensitive and responsive to their situation; pay our recruiters at a rate that attracts top-quality experienced people; and make a small profit?"

We know that just like candidates, we will be realistically assessed on all value parameters and if we are not a short-term and long-term good deal on pricing, relationship, and service, we may be seen as "overpaid" and become obsolete.

The market goes up and the market goes down. Our current economic downturn means that we have adjusted our prices accordingly. Talk to one of our recruiters about how we can be of the greatest value to you.