Welcome future students!

Learn how to be a headhunter ( executive recruiter ) in the health care field. Google: headhunter and fees. Place pharmacists, nurses, physical therapists, occupational therapists and earn top fees of $15,000, $20,000 or more. Classes start in January. ** Free question and answer given every Saturday-see below. If you would like a new career, can't find the right trade school, college prices to high, need to learn to recruit for your own business, would like your own home based business, couples looking for a business, single mom, single dad looking to earn extra money, or just personal growth-this could be a good opportunity for you. Our goal is to teach you this business. Again, free question and answer session every Saturday morning at 10:00 am. We are located at: 5777 W. Century Blvd. 16th Floor Los Angeles, CA. 90045.
We meet in the Executive Board room. A meet up sign will be posted on the wall after you get off the elevator.

** Dave Knight has been interviewed by The Los Angeles Business Journal and is a Renowned Public Speaker.

** For more information on your instructor, please visit: medical choice staffing-click the " Career " field for instructor bio. The website address is:

*** www.medicalchoice.net
*** More info. search: hiretechs.com and dave knight

Hunting down a headhunter-Article from Bankrate.com

by Jay MacDonald-Bankrate.com

We've all heard rumors of these shadowy figures in the corporate jungle, how they cut the best and brightest from the working herd and haul them off to better jobs.
To good to be true? Urban myth, you say?

On the contrary, executive recruiters or " headhunter's " are quite real and vital part of the career ecosystem. As independent contractors to corporate clients, they work on either a retainer or per-head fee basis to identify and recruit job candidates for hard-to-fill positions. The hiring company, not the candidate always pays the headhunter fee.

Headhunter's fall into five main categories, ranging from top-executive recruiters to temporary agencies:

* Retained executive search: Hiring companies retain these firms to fill a particular opening or openings at the executive level. The client typically pays a portion of the fee upfront and the remainder when the candidate is hired. A typical fee would be one-third of the position's first year total compensation; for example, placing an exec at $210,000 would fetch the headhunter a handsome $70,000. The focus of this service is top-level executives ( six figures and up ).

* Contingency search firms: These firms differ from retained firms in that they only get paid if they successfully fill a position and may be in competition with other search firms to do so. As a result, they typically spend more time developing a buffed up and ready pool of candidates. The fee is usually 20 percent to 25 percent of the first-year total comp. Middle managment placement is the focus of these companies.

* Employment agencies: These firms typically collect a fixed fee for successful placement. The focus is on lower, non-managerial levels of the organizational chart.

* Outplacement firms: In a twist on the headhunter model, companies faced with downsizing will retain a recruitment firm to find new positions on a fixed-fee basis for their outbound senior management.

* Temp services: These agencies fill the temporary staffing needs of their clients. The fee is typically based on a percent of the hourly rate and varies widely. Some temp services offer temp-to-perm placement that enables the company and the candidate to try each other out before committing. Temp services lend to concentrate on clerical, hospitality and blue-collar placements.