Recruiting.com

I am looking for sample comp plans for sales and recruiters who will be placing a combination of direct hires and contractors. I would also like to know what an average comp plan would be like for a branch manager of a temporary staffing firm who would also be responsible for selling.

i have a year and a half of IT recruiting experience and i am the sole recruiter at a small company (30 employees). i get 30K base plus about 2% of weekly spread on consultants i place. am i getting screwed?

As far as compensation for technical recruiting goes for staffing companies, what seems to be the most efficient way to compensate recruiters working for a staffing agency? My company is considering alternatives for compensatng recruiters placing engineering contractors from 5-10% of the company's spread and 5-10% of the company's cut (usually 20-25% of base) spread across a six month period. Does this seem appropriate if the recruiters base salary is relatively in line the local norm?

Any suggestions?

I make $43K base. No bonus. No comish. Small company with 130 employees. I hired 31 people last year. 4 fell off.

I recruit in a very small niche within the cargo supply chain and live in metro Philadelphia PA.

Jim, as an in-house recruiter, my comp is a base salary plus year end bonus of 10-20% of salary based on company and individual performance. There is no commission, I don't get comped for referrals or for job ad respondents - that's all part of my job.

Personally, having been on both sides, although having a "sky's the limit" commission potential but little or no base salary is sometimes enticing, I prefer to have a nice salary and know how much money i am going to be bringing in every two weeks with additional income on the upside in a bonus structure. But that's just me.