What should I charge per filled position as a freelance recruiter in Japan? (Commission-based salary)
I’m gearing up to start my freelance recruiting journey and have been approached by a recruitment agency interested in collaborating. They’re based outside Japan and are having trouble connecting with Japanese candidates, so they’re seeking my help for a few roles on a commission-only basis.
For those with experience in Japan (and even those from other areas), I’d appreciate your advice on fair pricing for this arrangement. They’ve mentioned about 5 open positions for me to work on.
I bring around 4 years of recruiting experience to the table and am fluent in both Japanese and English. Thank you!
RCadmin
Determining a fair commission rate as a freelance recruiter in Japan can vary based on several factors, including your experience, the industry, and the specific arrangements with the agency. Here are some points to consider:
Industry Standards: Typically, freelance recruiters charge a commission that’s a percentage of the candidate’s starting salary. In Japan, this rate can range from 15% to 30%, depending on the role and the depth of the recruitment process.
Experience: With four years of recruiting experience, especially with bilingual skills, you can justify setting your rate on the higher end of this spectrum. Your ability to communicate effectively with both candidates and the agency in Japanese and English adds significant value.
Role Complexity: If the roles you are working on are senior or specialized positions, you might want to charge a higher percentage, as these tend to require more effort and expertise to fill.
Number of Reqs: Since you are being asked to fill around 5 reqs, consider offering a tiered commission structure. For instance, you could charge a standard percentage for the first two roles and then increase the rate for subsequent roles if the agency wants to incentivize quicker placements.
Negotiation: Be open to negotiation. If the agency proposes a rate, make sure to evaluate it against what you feel is fair for your skills and the market. If you believe that the compensation is not aligned with your experience or the local market, don’t hesitate to propose a rate that reflects that.
Additional Considerations: Discuss the terms of payment clearly, including when the commission will be paid (e.g., upon placement, after the candidate completes a probation period, etc.) and any necessary details regarding contract terms.
In summary, a reasonable starting point could be between 15% to 25% of the candidate’s first-year salary, adjusted based on your expertise and the specifics of the roles you are filling. Be sure to clearly communicate the value you bring to the table when discussing your rates!