There is a very important difference between the two: mainly the mentality behind the role. While both serve a similar function (talent acquisition) they go after that shared goal with a different style and motivation. While most internal recruiting can most easily be defined as customer service, agency recruiting is far more aligned to sales.

There is a significant difference between HR and Recruiting. Recruiting is focused on the engagement and acquisition of talent-based upon a specific need. HR is more aligned with employee relations, payroll, benefits, and training.

We are strong advocates for promoting our employees internally, especially due to the unique nature of our work and the clients we work with. We have several teams that are run by individuals who started in our entry-level Talent Qualification Specialist role.

This is easy, you need grit (courage, conscientiousness, perseverance, resilience, and passion) and a willingness to learn and succeed. We hire for behavior and train for success.

Most who are successful in recruiting come from a product sales background and want something more complex! More engaging! That’s the biggest difference between recruiting and product sales: product sales you’re selling a thing and that’s as deep as it goes, whereas in the recruitment industry your product walks, talks, and has thoughts of their own. There are far more variables, which make recruitment a lot more fun and challenging when closing a candidate vs selling a software product. The ROI of amazing people (human capital) far exceeds the value of any B2B product sold. Furthermore, our Consulting Staffing organization compensates with a recurring variable commission structure. Imagine being paid month after month, year after year, for the hard work you put forth.

Your day consists of training, sourcing, outreach, and scheduled interviews. Did we mention lots of learning? As a Talent Qualification Specialist, you’re getting paid to learn all about the tech industry and the in’s and out’s of a fast-growing $428+ billion-dollar industry. Basically, you’re getting paid while building a six-figure career.

No previous experience is required. Our company is mostly comprised of individuals who’ve joined with little to no experience in sales, recruiting, and the technology industry. We strongly believe the lack of experience works to their advantage as we provide all the in-depth training and mentoring backed-up by 20 years of proven industry experience and success.

We offer one of the most competitive compensation packages in our industry. While we have two compensation programs to choose from (standard and high-comp), you’ll begin with a generous base salary beginning at $50,000, which increases with each promotion. Additional compensation includes bonuses, uncapped commission that rivals any competitor in our industry, 100% paid health and wellness benefits, and finally four-weeks of paid time off.

Everywhere, every way, in every medium – be that LinkedIn, Phones, Text, Email, GitHub, etc. Our role revolves around our ability to creatively engage talent, and then build a relationship that no one else can.

FLC means that you are with your candidate for the entire process from prospecting to interview, introduction, and finally placing your candidate. You are very involved in one of the most significant decisions people make in their lives.

Full Desk recruiting is essentially two jobs rolled into one: Recruiting and Business Development/Account Management. Recruiting is simply the process of identifying, engaging, and then placing talent. Business Development/Account Management is the process of finding and engaging new partners for us to send our candidates to as well as managing that relationship with that client. Many clients we have worked with for several years and know their culture, hiring managers, and internal processes extremely well.