Last post, we were singing ...

and now, we definitely need to add to the choir. More jobs! Seriously, please take a look and pass it on to people in your network: http://www.landajobnow.com/static/jobListings.html

Now, there's a need for:

*traffic manager for agency
*senior art director for in-house agency
*account manager(s) -- in-house and agency
*admin/recruiting intern for LandaJob
*production artist for corporation
*on-going temporary designer -- avg. 20 hr/wk
*online marketing manager for corporation
*CRM director
*PR manager for agency

We got embroiled in a Linked In discussion last month about search firms/headhunters/recruiters that took on a (bleak and angry) life of its own; a creative talent had some very nasty things to say about our profession. Although we're sorry to hear it, long ago we realized every profession has some bad apples. And we continue to try to illuminate the process and rules of the road to manage expectations, but some people aren't interested. We've got a track record that says we mean it when we say we put the employers' and employees' needs before our own. And, as we say to our clients: track record is everything.

Why you need to use a recruiter

A major employer in our industry (but not in our city, so don't try to figure it out) made an offer to a candidate with sterling web/interactive/social media experience for a VP position. From the start, the employer said "No problem, we'll pay your relocation costs." Then, oops ... we meant we'll pay $3,500. After a lot of negotiation , the employee and employer agreed on a more equitable, but not full, relocation package. And then the official offer letter arrived. The position was listed as "Manager". You won't be surprised to hear that the jobseeker said no thanks. But you might be surprised that the employer kept trying for an acceptance from the candidate for another few weeks.

All in all, the employer spent more than 4 months wooing, then screwing, this candidate. The short-term costs (all the company's effort and time and trips for visits, etc.) are one thing ... the long-term cost to their reputation is incalculable. A good recruiter can either manage the process more effectively or stop it, when either party is unreasonable.