Recruiter-Client relationships often run deep.
Unfortunately bad things can happen in recruitment, like backdoor hires (when your clients hire your candidates without your knowledge).
Here are three best practices you can use to make your fee agreement airtight:
1) Ensure you get paid no matter how your candidate is hired. Include wording that specifies that if your candidate is hired full-time, as a consultant, or as a contractor, you are still owed a fee.
2) Extend the length of candidate ownership time as long as possible. Clearly state that if your candidate is hired within 12 months of your LAST presentation a fee is owed according to the specified pay structure.
3) Protect yourself from out of control legal expenses. Ensure the debtor agrees to pay attorney and collections fees if the account is placed in collections or litigated.
Want a free audit of your contract? Email firstname.lastname@example.org and we'll schedule a time to audit your contract, as well as send our Fee Collection Toolkit.
Do you have any tips of your own to share?