The answer to the first question might surprise you: both sides benefit equally. A good recruiter does all the follow-up for both sides splitting his/her loyalty down the middle so both sides are represented fairly and everyone feels that they got a fair shake…something that’s so important in a small start-up environment and the best way to start the relationship.
The clear value proposition for the company comes from eliminating the mountains of bad resumes a company deals with, since a good recruiter only submits appropriate qualified resumes (which incidentally, should not be many). For the candidate, it means finding appropriate fits to their background, getting their resume into the right hands, and then those hands having the relationship to follow-up and discuss the candidate. VALUE PROPOSITION-CASE IN POINT…I just placed a candidate at a company that initially did not want to look at him. In fact, they looked at the three other resumes (and interviewed the candidates) before proceeding on to him. The CEO told me he did not seem to have the right background…I disputed his thinking, as he had 80% of what the company wanted, and further had the right type of personality so necessary to be a successful AE. So I pressed him to at least talk to him, and talk to him he did. He was in for a technical interview two days later and a job offer a few days after that. Had the candidate sent his resume directly, he would have never been given the time of day…what made the difference was the belief that the company had in my knowledge of EDA (as it should be with any good recruiter), and the faith the candidate had in me to get him into the right hands. That is VALUE PROPOSITION AT ITS BEST!!!!