Anatomy of overlay network of HR+Recruiters

Friends , In this post I am going to reveal how HR and Recruiters work together to harm companies, engineers and of course country.

  It is not true for every HR but for most of them its true.
So lets call the good HR people as Type A HR, and bad HR people as Type X HR.
I will elaborate characteristics of Type X HR in this blog.

There are two major categories of HR :

a. Those who work for mass companies. These companies are basically service provider companies and usually have very very large work force. Because of the size and large engineer pool these companies are deeply infected. Lets call these HRs as Type_X_M .  M for mass.

b. Those who work for product based companies. These companies give much more salaries to engineers. Because of higher salaries of engineers, HR in these companies are more DANGEROUS.
Lets call these HRs as Type_X_P. (P for product based companies + startups )

Continue reading to find out how these HR work in collaboration with Recruiters.


okkk friends so here is the sequence

1. Recruitment firms are being formed at an exponential rate. Do you know why? Because there is extreme profit in this. These firms get outsourced recruitment work from startups and product based companies. And who is the client for them. obviously Type_X_P HRs.

2. For every successful recruitment, company pays 1 to 3 salaries of the candidate to the recruitment firms.

3. Startup companies need very good engineers at any cost. So they pay a lot to the recruiters. There only demand is :: give us 2-3-5 extremely good engineers from any where. So indirectly these startups acts as a fuel for the indirect Sin they are about to do. What sin??? Keep on reading and you will know.

4. Bigger product based companies also pay a lot to these recruiters how ever they are not as deperate as startups. So Type_X_P HR recruit more number of people then actually required.  Believe me some times Project managers in various teams are also part of creating false requirements.

Why??? because they also get some commission.
What commission ??? Which recruiter gives to Type_X_P HR.  
From where recruiter get money ??? are you not reading properly... same money company gives per candidate.


5. okk friends. Now recruiters..
   how recruiters get candidates.

A. from job portal sites
B. from Type_X_M HRs
C. from Type_X_P HRs of different companies.

6. So an HR play two roles.

  first role:   recruiting for his/her own company.
  second role:  providing offline information about good candidates to recruiters from his/her own companies pool.  Do you understand the dual game now?

7.  Type_X_M HR (some times Type_X_P HR also) places or makes friendship to some idiot engineer.  This Idiot engineers job is to get information about best candidate on a given technology from various teams in current company.
for what??? little fucking favour or incentives or part of commission any thing.

8.  This information is passed to the recruiters.

9. Recruiter gives a call to most probable candidate (identified by HR or that Idiot engineer). He says I got your profile from portal or some reference bla bla. Are you looking for change , there is a job with XYZ salary etc.

10. Engineers do not think much. He finds work challenging and good salary. He leaves current company thus creates a vacancy.

11.  Leaving good engineer is bad for company and team. But some times good for infected project manager and ofcourse the sick HRs always.

12.  It also create a sudden hike of salary for an engineering level. Gradually this sudden hike in salary propagates to the service company because of pressure. They cannot retain good engineers at current salary level.

13. Guys do you now understand what sin Type_X_M HR did for his company :-) .

14. Also do you understand what sin Type_X_P HR did for his company. NO??? ohh man you are dumb. let me explain.
   product based companies open subsidiary to reduce the cost. If there is sudden hike in pay there cost increases and they are no longer in profit for which they opened the subsidiary. Sooooooo......
you know what happens :-)

15. any way I have not completed my thesis yet :-).  Here is the result :- Recruiter got easy money , HR got double money. Candidate got unstable but high salary job. Service company got 12-14% attrition rate. Product Company got more cost.

16. Network:  These recruiters and HRs are so well connected all over the IT that it covers every city, every branch of every company. There data flows and bond is in terms of resumes and referrals which is gradually eating the very foundation of IT Industry.


I hate Type_X_M Type_X_P HRs... please you also hate those people.

Thank you
Your good analyzer :-)