猎头公司和简单的中介公司有很大不同，猎头公司不对个人进行收费，中介公司谁需要对谁收费，个人要找工作就对个人收费，企业找人就向企业收费。做的层次比较低，猎头公司是向企业收费，如果向个人收费的话，那肯定不是猎头，而是中介。猎头公司需要提供人才评价、调查、协助沟通的顾问咨询服务，中介公司往往非常简单的撮合；猎头收费很高，而中介服务收费往往比较低；猎头主要是主动寻找人才，中介更多的是在现有资源中撮合。另外，中介公司更多的为找工作的人服务，猎头公司更多的是为能力强、职业道德好的人才服务。作为个人来讲应该对社会有责任感，他们可能机会更多，个人发展也会更好。猎头公司主要运作模式有三种：雇员制、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传统雇员

1. Traditional employees

和普通公司一样，在某写字楼，招募一群精力充沛的猎手，四处出击，寻找猎物，此种模式，比较平稳，稳扎稳打，不会有什么突然的爆炸性的增长。

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

即是每个加入的员工，都在符合一定条件后，成为公司的合伙人，初级合伙人到中级合伙人，再到高级、顶级合伙人，这些级别所对应的权限是一样的，每个人都视自己为老板，所不同的就是每年的利润分配不一样，越高等级的合伙人，所得越多。此种模式在国外运用的很多，很多世界前10强的猎头都是此制度。

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

是现下较为新颖的一种模式，此种模式特点是：员工可以在家办公，公司设有写字间、会议室，有需要即到公司办公。员工自由度很高，主要以提成制来约束员工，没有社保、低薪高提成、管理轻松、不怕金融危机，时扩大，随时缩小，自成一派。大部分两三人的小猎头公司均是此类型。

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.

感谢您的阅读，此文的文章来源：济南猎头公司更多的内容和问题请点击：http://www.shandonglietou.com我们会继续努力的为您提供服务，感谢您的支持！

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