Recruitment desk (360 vs 180 recruiter)
A recruitment desk is a consultant's patch: the market, clients and candidates they are responsible for. A 360 recruiter runs the whole cycle, winning clients and filling roles. A 180 recruiter does one half: client-side business development or candidate-side delivery.
The 360 model is the traditional agency default, particularly in smaller firms and specialist markets. One consultant owns the client relationship and the candidate relationship, so the person taking the brief is the person finding the candidates, and nothing is lost in handover. The cost is focus: a 360 consultant with a busy week of interviews stops doing business development, and a quiet month follows.
The 180 model splits the work. Account managers or business developers win and manage clients; resourcers or delivery consultants find, screen and present candidates. It suits high-volume markets and larger teams, and lets each person get good at one job. The cost is the handover. The delivery consultant was not on the briefing call, the account manager has not met the candidates, and each blames the other when a shortlist misses.
Commission follows the model. A 360 consultant usually takes the full credit for a placement. On 180 desks the fee is split, often evenly, sometimes weighted to whichever side is harder to hire for in that market. A worked example: a £15,000 fee split 50/50 credits £7,500 to each consultant's billings, and each is paid commission on their own share at their own rate.
Many agencies run a hybrid. Senior consultants work 360 on their key accounts while a resourcer supports several of them with candidate delivery, or a new starter works candidate-side for six months before taking on clients. The structure can change as a desk grows, but the rules for who owns a client, who owns a candidate and how a fee is split should be written down before the first placement that tests them.
Where it goes wrong: splits agreed verbally and argued about at month end; billing reports that credit the whole fee to whoever logged the placement; and a 180 team where client feedback never reaches the resourcer, so the same mistakes repeat on the next shortlist.
How Vayora handles it
Roles, deals and placements each have an owner, and deals can also carry collaborators alongside the owner. A placement can carry commission splits that must add up to 100 per cent; with none recorded, the owner is credited in full. The commission statement attributes each perm fee, or each contract invoice's margin, by those splits, month by month, and exports to CSV: consultants see their own lines and admins see everyone's. Reporting breaks submissions, interviews, offers, placements and fees down per recruiter. Vayora does not impose a 360 or 180 structure; it records who did what so either model can be paid fairly.
Finance