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You’ve heard of the age-old debate: quantity vs. quality. That debate has been applied to a great many things, not the least of which is the amount of time people spend on the planet. (“Yeah, he lived to be 90 years old, but were they 90 quality years?”) As you can imagine, it can also be applied to recruiting, as a way in which to gauge whether or not the intangibles of the profession are taking their toll.

Direct-hire recruiting is a great way to address the quantity side of the equation, specifically the fact that you can earn checks with big numbers on them. However, what you have to go through to earn those checks is sometimes enough to make you question your sanity. Contracting, on the other hand, addresses both quantity and quality. Not only can you make a sizeable amount of money (albeit not all at once), you can do it in a way that’s less stressful and requires less time and effort. A direct-hire recruiter who adds contracting to their business model can truly have the best of both worlds—quantity and quality—through the perm and contract placements they make.

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