Tuesday, September 23, 2014


Job is in Frisco

Parkwood International has been a leading search firm for 16 years. We are
consistently ranked among the top 25 offices in a network of over 800
companies. We have out performed the industry year after year. Read the
attached article from one of the industry's top consulting firms.

by Mike Hardon

Business reporters need a new angle when they write about the economy. As
they search for any bright spots in the market, they revisit the same
stories and the same sectors over and over again: the housing sector might
be heating up again (or maybe it's down), Obamacare is helping (or killing)
jobs in healthcare, the unemployment numbers are out and the consensus is...
blah, blah, blah.

Here's a new angle: how abut writing about the third party recruiting
industry? This story has three plot lines any writer would kill for: an
industry that's growing like crazy, nimble small businesses taking share
from the dinosaurs, and best of all, a sector that wins after nearly
everyone counted them out.


Let's talk first about how "in demand" independent recruiters are right
now. Practically every company in the US depends on search firms in some
way. Agencies were responsible for 3.1% of all hires according to a study
by the recruiting consultancy CareerXroads in 2012. American companies will
spend $8B a year on search firm fees in 2014 according to Staffing Industry
Analysts. After a shakeout in 2009, the revenues earned by the contingent
recruiting industry have skyrocketed from $4.8B in 2010. Unlike the bubble
days of 2007 and 2008, those revenues haven't drawn a flood of new search

The sense we get at BountyJobs is that the number of search firms is
growing, and the quality of the firms is better than it's ever been.
Although overall revenues are still about 25% down from their peak in
2007, recruiters are riding a rising tide.

Taking Share

Compare the growth in the contingent space with what's happening in
retained search. According to the same SIA report, fees earned by retained
firms have been stuck in neutral for five years, barely budging from $4.7B
in 2010 to an estimated $5.2B in 2014. You can interpret this a dozen ways,
but, and I'm sure I'll hear about it, our opinion is that employers have
made a dramatic shift by taking low- to middle- executive jobs (VP of
marketing, director of clinical trials, etc.) away from the large,
centralized executive search firms and sending them to the smaller, more
specialized, more regionalized independent recruiters.

Sure, if you need a CEO for your Fortune 500 firm, give Spencer Stuart an
upfront exclusive.

But if you're looking for a VP or director of sales at that same Fortune
500 firm, you'll get better success finding niche recruiters willing to
work for a contingent fee as long as you're willing to give them your time
and a market fee on success.

If you are ready to invest your time and effort to build a career please
submit your credential to