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。

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 a job, and companies charge companies when they find someone. The level of work is relatively low. Headhunting companies charge companies, but if they charge individuals, it is definitely not headhunting, but intermediaries.

濟(jì)南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(wèn)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。

Jinan headhunting companies need to provide consulting services for talent evaluation, investigation, and communication assistance, and intermediary companies often have very simple matchmaking; Headhunting fees are high, while intermediary service fees are often relatively low; Headhunting is mainly to actively seek talents, and intermediaries are more likely to match existing resources.

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)。作為一個(gè)人來(lái)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。

In addition, intermediary companies are more focused on serving job seekers, while headhunting companies are more focused on serving talented individuals with strong abilities and good professional ethics. As an individual, they should have a sense of responsibility towards society. They may have more opportunities and personal development will also be better. There are three main operating modes of headhunting companies: employee system, partnership system, and Soho type.

傳統(tǒng)雇員

Traditional employees

和普通公司一樣，在某寫(xiě)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 an ordinary company, recruiting a group of energetic hunters in an office building to attack and search for prey is a relatively stable and steady mode, without any sudden explosive growth.

合伙人制

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, from junior partner to intermediate partner, and then to senior and top partner. The corresponding permissions for these levels are the same, and each person sees themselves as the boss. The difference is that the profit distribution is different each year, and 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.

獵頭公司的相關(guān)運(yùn)作模式在此就簡(jiǎn)單的講解了這幾個(gè)模式，希望對(duì)您有幫助，您對(duì)此還有什么疑惑或者會(huì)需求，就來(lái)我們網(wǎng)站http://www.merkfinz.com咨詢吧！

The relevant operational models of headhunting companies have been briefly explained here. We hope they can be helpful to you. If you have any doubts or needs regarding this, please come to our website http://www.merkfinz.com Consult!