Quote:
Originally Posted by OUTATIME
Anyway, thanks for everyone's advice. I've seen a lot of it before, but there are things that are new as well - like finding a headhunter. I was trying not to do that, only for the sake of not venturing into the unknown, but I'll give it a try now. On that topic, I have a question - since you end up giving a cut of your cash in one way or another to the headhunter, how do you know you are not being ripped off? How do you know a headhunter is legitimate and isn't going to try and get you into a consulting position that has a contract attached to it?
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As for the Headhunter taking a cut of your pay, think of it as a trade-off. A smaller paycheck while getting established is better than NO paycheck right? It's what us old-timers call "paying the dues".
Finding a good headhunter in some cases isn't much unlike finding a good employer. (just what you wanted to hear eh?
) Do the research to find what suits your needs. There's a differance between a Job Broker, and a Headhunter. Mostly the point made earlier about Networking will serve well in this area.
For example, if there's a local Engineering users group in your area, join in and establish contacts. 1) Those contacts have or are using headhunters and know the names of good and bad. Best case, a member will let you use their name as an intro for a good headhunter. The HH won't want to lose favor of an existing client with advanced skills bringing in $$, so HH will be more apt to talk to you. 2) The contacts are an excellent source of "we have someone leaving our team", which gives you advance notice of a possible job (before the competition hears about it) and you know someone on the inside (who you know, not what you know and all that). 3) The group will be a great way to stay up to date with whats new and going on in your profession, and how your technology is actually being used in real life. Membership could also be just one of those little tid-bits you could mention in an interview if needed.
Rethink your opinion on consulting contracts, they aren't entirely a bad thing. It will give your resume some variety (display ability to learn new and transfer skills between work environments) , give paid job experience, and consultants often pull in a higher rate (off sets the lack of benefits and 1099 taxes). Although, with some Headhunters you could be on a W-2 (minimal benefits, but no quarterly tax to mess with). The biggest gain is many-many of those contracts turn full-time Employee if that is your goal. Employers use consultants like a risk-free test drive, and sometimes keep the ones they like. From a business point of view, the hiring process is expensive and firing someone is loaded with land-mines. Where as getting rid of a contracter is as easy for them as calling the headhunter and telling them "times-up, contract terminated".
This is getting far too long. Hazzard of asking a woman a question I suppose.
