Hiring Manager? How Much Time Costs You the Recruitment Process?

For our convenience we will name the players on the recruitment market as follows:

  • Hiring Managers (or else end client/the buyer) – this is the person who has requested a human resource for a specific position with a given profile
  • Recruitment Agency (or else the agency/the seller) – this is the third party company who is hired or committed to deploy a human resource on the client side
  • The Consultant (or else the precious commodity 🙂 ) – is the traded human capital by the seller for the purposes of the buyer.

As hiring manager here it is how the other players on recruitment market would eat your time:

Agency calls you as prospect

Every recruitment agency has a large data base with all the “buyers” of the recruitment market.  And thus if you are in a managerial position responsible for building up a team around you, then you will get hunted by all the recruiters who would die to become your sellers.  And so you will be constantly called and asked if there is any openings in your team or eventually around your department.

Agency calls for proposing you a candidate

Lets say you already bought a consultant from a specific agency and you made the first connection with that recruitment company.  You will receive several other calls on regular basis when a new candidate will be introduced to you.   It can be that you don’t really need to buy someone but because a “good catch” is out there available might make you change your minds and find something suitable to them or not.  However any agency which already sold you a consultant will keep sticking around for selling more

Agency calls you as reference for a candidate you hired

Because the recruitment agencies tries very hard to prove their added value in this process some of them would not proceed with the candidates unless a set of references are provided.  And of course the references are again their past hiring managers.  And now after you were bombed with calls for selling now you have to give reports on the past consultants performances.


The above system could work for small teams although still inefficient.  But how scalable is this way of working?  Or maybe there is no need to scale the hiring part of the recruitment process as every hiring manager would not be involved in recruiting directly(in their personal teams) more than 30 consultants at one given time.  However even at that small scale imagine the amount of calls they have to deal with only for the recruitment purposes?


Wouldn’t you go for a more digitised solution?  Meaning buying the consultant from an online platform where you already know the margin applied on them and having a full visibility on their 5 starts track record.  Lets do an imagination exercise and try to extrapolate the Airbnb model to the recruitment process.  Lets assume the consultants are the rented houses of Airbnb and the hiring managers are the travellers searching for an accommodation on Airbnb.  The Airbnb takes 5% commission from owners and 5% commission from the travellers while the payment is done directly on their platform.  Both parties have their 5 starts track record in terms of behaviour on this market and so full visibility and transparency in that process.

I truly believe that any recruitment agency shall move out of the physical world into the purely online world and keep their trading core business but stay exclusively into online market.


We invite all the hiring managers to share their past experiences with us below by leaving a comment.

4 Things You Might Consider Before Changing Your Employee Status into Freelancing


Time is the most precious commodity on Earth. To be spent efficiently here it is how I see my ROI of time:

  • the invested time shall bring me joy OR
  • the invested time shall bring me money OR
  • Ideally the invested time shall bring me both joy and money in the same time but this is not that frequent to achieve OR
  • Else the time is lost

Now when we optimize our investment of time we try to reduce the last category of investment (the time lost) and we try to increase the investments of time which brings us joy. And joy can be achieved each time by different things like: looking at the sky, having a walk, not being stressed or frustrated, calling a friend, watching a movie, working on a personal project or doing any other things which are in sync with my inner self in that particular moment when I have that experience.

As a freelancer for over 10 years sometimes I need to jump in the waters of the market and search for a new contract. Here it is what I have learned during this process:

  1. You need to do your own marketing

You need in average 1 month to setup and close a new deal. Why is that so? You need about 10 calendar days to send out thousands and thousands(24/7) of CVs everywhere on the planet and regardless if the job you apply for is suitable for you or not. You need to do your own marketing campaign and let the recruiters of the World know that you are on the market. In which category you would include the investment of this amount of time? Well you either include it in the invoiced price of your next project or you add it to the lost category(as joy it can’t be considered).

2. You need to meet the recruiters

A recruiter is a third party agency which is hired by the client to search for someone for a specific job description. I love the international recruiters because those never ask me to have a face to face meeting with them. They would call you and ask few basic questions related to what you know to do, what are you searching for and the expected price. However the local recruiters will all need to see you first before introducing you to any client. And here we go: you can’t have more than one meeting per day with a recruiter as I usually plan those meetings after the business hours so I could still invoice that day while I am still preparing my future contract. And so if I stay on the market for one month and I need to see daily a recruiter that will cost me 3 hours of my time at least: one hour driving and searching for the place where I have the meeting, one hour talking to the recruiter, one hour driving back. 3 hours*20 days = 60 hours spent with my local recruiters. And again I either include those 60 hours in the price of my next project or I can painfully accept them in my time lost category.

3. You need to meet the client

If your price is high the recruiters will filter you out most of the times. They will introduce you to the client only in the last minute when they have the feeling that they might lose that opportunity and then you will be thrown in the shark tank for that client. The reason is mainly their own margin which cant be that high if they buy you at high price. But lets say you passed the gate and the client received your CV. Whats next? Hopefully the client spotted out all the keywords s/he is searching for in your CV. If yes, then you are invited to introduce yourself. And then again: one hour drive in average to the client, 1 hour of discussions and one hour driving back. In one month I manage to see between 1–3 clients as usually if I met the client they will buy me so I don’t need to see others. Here the investment of time is between 3 and 9 hours. Do you charge them in your next project or do you add them to the lost line?

4. You need to negotiate the contract

Once the client gave you the agreement for starting working for them you start negotiating the contract with your recruiter. And here again I love the international recruiters as they will not even call me or ask me to meet them in order to sign the contract. They will send it by email, I will send back the updates I need to have in certain conditions, they will update it for me and send it back for my electronically signature or just to sign&scan and sent it back. An international recruiter will cost me maximum 15 minutes call prior to meet the client, will send me an email with the address and date and time of my interview with the client and in 30 minutes I would have the contract updated and signed. In total less than a hour cross the entire process. However the local recruiters will call you several times to explain you part of the contract which they would consider I did not understand it and so trying to convince me that I should let it written as per their proposal. There will be several iterations back and forward before having a final version of the contract. And even then you would need to meet them in order to sign the contract in front of them. So again at least 2,5 hours to be able to meet them plus several other hours to negotiate over the contract. In which basket to include this investment of time? If the price I requested is accepted could be that those hours are included in the future project or else I have few more hours for my lost time category.

Imagine you need to repeat the whole process 3–4 times in a year? You might keep you pretty busy for a good while, without necessarly increasing your joy percentages …

Dear recruiter next time when you think the price a consultant is charging is to expensive please take into account the above calculations too.

Obviously the recruitment process needs more digitization in order to scale and save everyones time.  It will be in everyones best interests.  By operating in the described way the recruitment agencies can’t simply grow and scale globally. How many consultants they can physically meet in one day? And in order to have one good CV for one position they need a pool of at least 100 consultants on that same profile.  If they need to meet each and every person is simply impossible to sell and to sell at costs which can still be interesting for them. On the other side as consultant you need to run in circles for at least one month in order to prepare you future contract. That’s again one month when you are not in holiday enjoying the beach and its a month which you most of the times don’t invoice it anywhere.  So the only category where you can include that month is in the trash bin of your life. On the other hand I managed to close so far only one contract in 10 years with an agency with whom I had face to face meetings during the process.  How sounds that in terms of efficiency?

Personally I would say the future of video CV is here. We need to move into the video presentations and we need to have online platforms from where we buy the experts.  The existing model is simply not feasible anymore.  It gets us exhausted!

The fact is that our live on Earth is limited and we cannot afford to spend it inefficiently.  And when you think this process is supported by human resources companies.  Which by themselves should take care of the human potential and not throw it into a trash bin.

Share with us your reflections below …

Gender Gap Can Be Closed if Women Work On It

There are plenty of reasons for which we are still discussing about gender gap.  However the main category of people to be hold responsible for it are the women themselves.  And here it is why I was thinking it would worth writing down those thoughts.

I was reviewing a list of IT requirements yesterday, when I came across the following sentence:

“Note: to ease the reading of the requirements, we will only use the ‘he’ and ‘his’ words instead of ‘s/he’ and ‘her/his’.”

Please note the whole document was produced by a team of over 70% women.  And the above sentence itself was included by a woman.

There are a number of things I can read in that phrase:

1. I was the first person within that very large organization who made people be sensitive to the fact that an user can be a “he” or a “she”.  Since the idea was proposed by another women (me in this case) the other female team members felt at ease to reject it and add the above sentence.
2. If the women herself consider it more easy to read a document which address requirements conjugated in a masculine fashion why a man would ever notice the sensitivity of any form of gender gap?

3. How can we make the diversity of IT sector become reality if women shoots themselves this way in their own shoes? As I mentioned those were IT requirements expressed by business team and where the main actor is an “user”. And as you can see a woman would consider it more easy to say user = “male” rather than user = “female” or user = “female/male”


On the other hand I have been proposed as candidate for a position in an IT department for a big company in the financial sector.  The recruitment agency just gave me a call to tell me that the client’s reviewer of my CV (a “she”) has claimed that “I have not worked enough in the IT sector”.   I have joined the IT world 24 years ago when I was passing the admission exam in a computer science class of my high school.  Ever since then I did nothing but IT projects, and the lady manager from this client couldn’t spot out that fact from my CV.  There are three options for which this perception came out:

  • I was very poor in doing my own marketing job while writing my CV
  • The previous employers who hired me exclusively on IT projects were totally wrong in choosing me over the past 16 years
  • The lady in question didnt see the potential of another woman in her team

Whatever the reason was it is obvious women do not sponsor nor trust women on large amount of times.

Women across the World, start learning how to represent your best interest if you want the gender gap to become just history for your daughters!