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Bounty Jobs

(January 26, 2007)
 We're Steve Levy fans. The Houdini of Recruiting (his firm is called "out of the box consulting"), Steve is always there with a sharp take on conventional wisdom. When he decides to take on a new project, it is worth understanding what he's up to.

Steve has moved into the front room at BountyJobs, a well financed service designed to appeal to contingency recruiters.

A marketplace is formed when groups of people come together to
conduct commerce; and a great marketplace is formed when life
becomes much better and more profitable for all parties involved.

BountyJobs is a great marketplace because it improves the quality of life
dramatically for employers and recruiters. Employers can find talent cost
effectively, faster, and more efficiently while recruiters can make more
placements, earn more money, and become more respected.

Our company is built by proven entrepreneurs with experience at some of
the most successful companies from the Internet, Technology, Recruiting,
and Financial industries. As a team, we are really good at listening to
our customers and using the information to develop great technology.

In other words, BountyJobs is a modest update to the old splits network idea. For those who don't know, contingency firms often split commissions as a way of marrying those with candidates to those with jobs to fill. There have been a slew of automated splits operations over the years.

What separates BountyJobs from its predecessors is the Reputation management function. Although it is not executed very well in the current release, reputation management could well be a key to harnessing this elusive functionality.

On BountyJobs, employers (or someone with a job requirement) post job openings. Recruiters who have been certified (we're using the term very loosely) can submit candidates against those jobs. The winning recruiter earns the bounty being offered.

If you take a moment to refer back to our article on RPOs from earlier in the week, you'll be reminded that what makes RPOs possible is the dramatic inefficiencies of contingency recruiters. That is also the underlying foundation of this operation.

When it matters that a cowboy should fill a job for a bounty, this is probably a great tool. We wonder if it doesn't address a problem that is already being solved elsewhere. We're open to being wrong but this one seems like automating a dinosaur.

John Sumser © TwoColorHat. All Rights Reserved.
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