獵頭公司和簡(jiǎn)單的中介公司有很大不同，獵頭公司不對(duì)個(gè)人進(jìn)行收費(fèi)，中介公司誰(shuí)需要對(duì)誰(shuí)收費(fèi)，個(gè)人要找工作就對(duì)個(gè)人收費(fèi)，企業(yè)找人就向企業(yè)收費(fèi)。做的層次比較低，獵頭公司是向企業(yè)收費(fèi)，如果向個(gè)人收費(fèi)的話，那肯定不是獵頭，而是中介。獵頭公司需要提供人才評(píng)價(jià)、調(diào)查、協(xié)助溝通的顧問咨詢服務(wù)，中介公司往往非常簡(jiǎn)單的撮合；獵頭收費(fèi)很高，而中介服務(wù)收費(fèi)往往比較低；獵頭主要是主動(dòng)尋找人才，中介更多的是在現(xiàn)有資源中撮合。另外，中介公司更多的為找工作的人服務(wù)，獵頭公司更多的是為能力強(qiáng)、職業(yè)道德好的人才服務(wù)。作為個(gè)人來講應(yīng)該對(duì)社會(huì)有責(zé)任感，他們可能機(jī)會(huì)更多，個(gè)人發(fā)展也會(huì)更好。獵頭公司主要運(yùn)作模式有三種：雇員制、合伙人制、soho型。

There is a big difference between headhunting companies and simple intermediary companies. Headhunting companies do not charge individuals, intermediary companies charge individuals who need to find jobs, and companies charge companies when they find people. The level of expertise is relatively low. Headhunting companies charge companies, but if they charge individuals, it is definitely not headhunting, but intermediaries. Headhunting companies need to provide consulting services for talent evaluation, investigation, and communication assistance, while intermediary companies often make very simple matchmaking; The headhunting fee is very high, while the intermediary service fee is often relatively low; Headhunters mainly actively seek talents, while intermediaries are more focused on matching existing resources. In addition, intermediary companies serve more job seekers, while headhunting companies serve more talented individuals with strong abilities and good professional ethics. As individuals, we should have a sense of responsibility towards society. They may have more opportunities and better personal development. There are three main operating models of headhunting companies: employee system, partnership system, and SOHO type.

1傳統(tǒng)雇員

1. Traditional employees

和普通公司一樣，在某寫字樓，招募一群精力充沛的獵手，四處出擊，尋找獵物，此種模式，比較平穩(wěn)，穩(wěn)扎穩(wěn)打，不會(huì)有什么突然的爆炸性的增長(zhǎng)。

Just like a regular company, recruiting a group of energetic hunters in an office building, going out to search for prey, this model is relatively stable and steady, without any sudden explosive growth.

2合伙人制

2 Partnership system

即是每個(gè)加入的員工，都在符合一定條件后，成為公司的合伙人，初級(jí)合伙人到中級(jí)合伙人，再到、合伙人，這些級(jí)別所對(duì)應(yīng)的權(quán)限是一樣的，每個(gè)人都視自己為老板，所不同的就是每年的利潤(rùn)分配不一樣，越高等級(jí)的合伙人，所得越多。此種模式在國(guó)外運(yùn)用的很多，很多世界前10強(qiáng)的獵頭都是此制度。

Each employee who joins becomes a partner of the company after meeting certain conditions. The permissions corresponding to these levels are the same, from junior partner to intermediate partner, and then to senior and top partner. Everyone considers themselves as the boss, but the difference is that the profit distribution varies every year. The higher the level of partner, the more they earn. This model is widely used abroad, and many of the top 10 headhunters in the world use this system.

soho制度

Soho system

是現(xiàn)下較為新穎的一種模式，此種模式特點(diǎn)是：?jiǎn)T工可以在家辦公，公司設(shè)有寫字間、會(huì)議室，有需要即到公司辦公。員工自由度很高，主要以提成制來約束員工，沒有社保、低薪高提成、管理輕松、不怕金融危機(jī)，時(shí)擴(kuò)大，隨時(shí)縮小，自成一派。大部分兩三人的小獵頭公司均是此類型。

It is a relatively novel model currently available, characterized by employees being able to work from home, and the company having offices and meeting rooms where they can come to work as needed. Employees have a high degree of freedom, mainly constrained by a commission system, without social security, low salaries and high commissions, easy management, and are not afraid of financial crises. They can expand and shrink at any time, forming their own faction. Most small headhunting companies with two or three people are of this type.

感謝您的閱讀，此文的文章來源：濟(jì)南獵頭公司更多的內(nèi)容和問題請(qǐng)點(diǎn)擊：http://www.ewr521.cn我們會(huì)繼續(xù)努力的為您提供服務(wù)，感謝您的支持！

Thank you for reading. The source of this article is Jinan Headhunting Company. For more information and questions, please click: http://www.ewr521.cn We will continue to work hard to provide you with services. Thank you for your support!