獵頭公司和簡單的中介公司有很大不同，獵頭公司不對個人進行收費，中介公司誰需要對誰收費，個人要找工作就對個人收費，企業(yè)找人就向企業(yè)收費。做的層次比較低，獵頭公司是向企業(yè)收費，如果向個人收費的話，那肯定不是獵頭，而是中介。獵頭公司需要提供人才評價、調(diào)查、協(xié)助溝通的顧問咨詢服務，中介公司往往非常簡單的撮合；獵頭收費很高，而中介服務收費往往比較低；獵頭主要是主動尋找人才，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，獵頭公司更多的是為能力強、職業(yè)道德好的人才服務。作為個人來講應該對社會有責任感，他們可能機會更多，個人發(fā)展也會更好。獵頭公司主要運作模式有三種：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，不會有什么突然的爆炸性的增長。

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

即是每個加入的員工，都在符合一定條件后，成為公司的合伙人，初級合伙人到中級合伙人，再到、合伙人，這些級別所對應的權限是一樣的，每個人都視自己為老板，所不同的就是每年的利潤分配不一樣，越高等級的合伙人，所得越多。此種模式在國外運用的很多，很多世界前10強的獵頭都是此制度。

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，此種模式特點是：員工可以在家辦公，公司設有寫字間、會議室，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，時擴大，隨時縮小，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.

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