My name is Jeff Zinser. I own Right Recruiting. Thanks for coming to our web site. I know most web sites basically say the same thing. Many have the same stale phrases like strategic partners, talent acquisition, et al. Frankly; I don’t know what most of them mean. If you continue to invest your time on our site, I promise to be as simple and informative as I can. This is a “babble-free zone”. I’ll try to be logical. This page will go over my background and my organization. Other pages will discuss Our Markets, Our Recruiting Philosophy and Our Methods. We also have separate mini-pages for our two divisions; Contingency Professional Search and Retained Executive Search.
Everything we do is directed to one aim and one goal. Every step we take in achieving that goal will benefit both employers and professionals in the region. We want to be the lowest cost provider of high-quality recruitment services in the region and leverage both our Retained and Professional Search practices to provide value to clients in both areas. This benefits candidates because, as a low cost provider to employers, candidates can come to us for full-coverage of the market for their skills. More clients for Right Recruiting means more coverage for our candidates. This benefits employers because more candidates and contacts in Right Recuiting’s database means better coverage for their search assignments and a better selection of candidates for their openings. In other words, lower costs brings us more market share. More market share brings us more candidates. More candidates allows us to lower costs to gain more market share, etc, etc, etc.
Some history first. I’ve been recruiting locally for nearly 30 years. Prior to starting Right Recruiting, I ran one of the region’s largest operations. It was ranked by the Philadelphia Business Journal as one of the area’s “Big 2” technology/engineering recruiting firms. I’ve been both a recruiter and manager. At one point, I had 4 offices and 40 recruiters working for me. That taught me both the good and bad sides of traditional recruiting firms. It also taught me a lot about myself. When I opened Right Recruiting, I used that experience to build a company with a clear idea of it’s capabilities. In both the retained and contingency divisions, we know the type of client that we can help and the type of search that we can successfully complete. You will learn that we are straightforward. We will tell you whether we can or can’t help you. If we can’t, we will direct you to someone who can. Focus is important. You can’t be everything to everybody and still be good at what you do.
More on that later in the sections on Our Thoughts and Our Markets. This is about Our Company, so let me tell you how we are organized.
We are small. You don't need to be big if you are committed and smart. This is 2009, not 1979. There are a lot of technologies and tools available to those who will invest in a long-term future. Staff adds overhead and confusion in my business. There are no Vice Presidents or Managers at Right Recruiting. There are no self-important Project Managers. High overhead means high fees. For a frank discussion of fees, please review the Fees Section of either the Retained or Contingency Sections. I think you will be pleasantly surprised.
Large staffs can create turf battles that complicate your relationship with a recruiting firm. Honestly, half my time in my prior managerial roles was in separating recruiters who were fighting (literally sometimes!!) about “owning” a particular company or candidate. Here, both employers and candidates who are entering the market will end up talking to me instead of someone on whose desk you were randomly placed. I am personally accountable for maintaining a good relationship. If there is a question or problem, you will know who to call.
My administrative staff handles all support functions; IT, billing, etc. This allows me to focus on client assignments. My research teams for each division work off-site with one well-defined role, candidate identification. They are well-trained. They are not salespeople or recruiter-wannabees. They build and manage our candidate database, both for the long-term and for specific assignments. Once again, this allows me to focus on your assignment. Our identification and selection processes are explored in greater depth in the Our Methods page.
I began my career in 1979 in a small recruiting firm - basically a boiler room. It was a great way to learn recruiting because there was no support or infrastructure. We even had to pay for pencils. But it’s flaws soon became apparent. Sales pressure to make bad placements and a transaction-driven management philosophy got in the way of doing a good job. I eventually left to open an office for a large, locally base search firm that handled both retained and contingency work. Over 4 years that became 4 offices and, when they were sold, we parted company.
My last employer prior to starting Right Recruiting was a locally owned technology recruiting firm. Over 15 years, my group’s business grew dramatically, culminating with national recognition for our accomplishments. When that company was sold to a now defunct search firm based in Dallas, it was clearly time to start Right Recruiting.
We are based in Blue Bell, PA, where we have a small corporate office. Thanks to a large investment in technology, my admin and research staffs work out of their home and feed information into my office here. There are no layers in our firm. You end up talking to me, either immediately or after you’ve been identified by my research team. If you’ve ever been confused when working with a larger, chaotic recruiting firm, you know why that’s important.
So, there you have it - a small firm based near Philadelphia with a unique attitude. Please continue to learn more about Our Markets, Methods and Services. Also, thanks for getting this far.
RIGHT RECRUITING Water Tower Building, 6198 Butler Pike, Suite 120, Blue Bell, PA 19422 Tel: 215-641-9300 Fax: 215-641-9308 jeffzinser@rightrecruiting.com
