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Discussion on: 10 Questions I'm Asking All Companies Before Scheduling Any Interviews

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Mike Bybee • Edited

For those of you who have to deal with staffing agencies, I can add these questions which should be answered via 2-3 minute email chain before you ever agree to the typical staffing agency recruiter's sales pitch call. Said recruiters often get furious on LinkedIn when I point these things out. Oh, well. They'll live.

If at all possible, they want to make a pitch over the phone and not be held to anything in writing. Keep that in mind as I go down this list, it's why I'm telling you to get this stuff via email. If the agency breaks from anything they've agreed to, you can withdraw consent of their right to represent (which, of course, they'll insist on getting back from you in writing via email). On the rare occasion you need to do that and they threaten you, you've got it in writing and you're free to respond with "sue me."

  1. "Do you have a job description?"
    • It's ridiculous that you have to ask this, but it is often the case with American staffing agencies. Indian agencies, for the many other strikes against them, are much better about sending this in the very first email (whether that makes it worth dealing with them is highly debatable).
  2. "What is the rate/salary range?"
    • Yes, you can ask them this. They know what the client is willing to pay. You don't have to play their "How much are you looking for?" game. If the client's range isn't in your range (including the minimum you're willing to negotiate down to), don't waste any more of your time.
  3. If it's a contract role, "What is the pay schedule?"
    • Pay schedule = pay period + payroll processing delay
    • American staffing firms (whose "employee" you will be during the contract) typically pay weekly or biweekly on W2, with usually less than a week after timesheet submittal/approval (typically due the following Monday or Tuesday) delay in payroll processing.
    • If you're on 1099/C2C (corp-to-corp, if you have your own LLC) both the pay period and the time from timesheet approval to paycheck can run much longer, on schedules such as "net 30" (a full month after you submitted your last timesheet or invoice for the pay period, which itself may run up to 30 days). This model is, unfortunately, also what happens to a lot of freelancers working for design agencies.
    • Keep in mind that taxes won't be taken out of your paycheck and you'll pay a higher self-employed tax rate at the end of the year if you're 1099 or C2C.
    • I hate to single out one country, especially when so many of my favorite devs are from there, but always ask insist that any Indian staffing agency specifically answer the pay schedule portion of the question, because they like to attach biweekly or even monthly payroll processing delays even if you're brought on as a W2 "employee" on weekly or biweekly pay period. They're usually recognizable by the "Infotech" and/or "PVT LTD" in the company name. They will try to avoid answering this question precisely because they know the delay is unacceptable.
    • One more thing to look out for from Indian agencies, especially when it's the big players like Cognizant, Infosys, Capgemini, etc. (even if one of the smaller third party "Infotech"/"PVT LTD" companies is referring you to them): They will try to claim that the position is full-time permanent and salaried. That is a lie. You're just an hourly contractor, quoted an annual rate, for the big company - who is turn is a contractor to an American client (typically government).

And then there may be some things they'll ask you or of you, on which you need to stand firm:

  1. "What [are/were] you making in your [current/previous] role?"
    • The only appropriate answer is "That's irrelevant, but what I'm willing to work for is not." You are not their unpaid market research subject.
  2. "Okay, I just need to get _ references from you and I'll get you submitted over to the client!"
    • DO NOT DO THIS!!! References have had the expectation (completely reasonable, as it has been standard industry etiquette for decades until recent years) to only be called once per job search (maybe twice max, if things fall through last minute with the first company), not several times per job search, in some cases for roles you haven't even been submitted to yet (let alone interviewed for).
    • Often, these preemptive reference checks are conducted by account managers resorting to shady lead gen tactics, more interested in drumming up new business than checking your bona fides.
    • Even if that's not the case, your references are being unduly exposed to exponentially more calls. You need to protect them from this, as I can attest personally - I lost two great references as a result, tired of fielding calls for me.

Keep in mind that I'm only speaking from the perspective of an American whose formal career began at the start of the Great Recession, and who has seen numerous examples through the years of the insidious practices I detailed above (and plenty more which aren't coming to mind, I'm sure) by staffing agencies.