WO2007136408A2

WO2007136408A2 - Facilitating engagement and communication between a company and a recruiter

Info

Publication number: WO2007136408A2
Application number: PCT/US2006/044168
Authority: WO
Inventors: Jeremy Lappin
Original assignee: Jeremy Lappin
Priority date: 2006-05-16
Filing date: 2006-11-13
Publication date: 2007-11-29
Also published as: WO2007136407A2; WO2007136407A3; EP2021990A2; WO2007136408A3

Abstract

The present invention includes a method to facilitate engagement and communication between a company with an available position and a recruiter. The method includes the steps of posting information about the available position for the company, and receiving information about a candidate for the available position of the company from the recruiter, and submitting the information about the candidate for the available position of the company to the company. The method further includes the step of receiving payment from the company and transmitting a portion of the payment to the recruiter upon the selection by the company of a candidate for the available position.

Description

METHOD TO FACILITATE ENGAGEMENT AND COMMUNICATION

BETWEEN A COMPANY AND A RECRUITER

INCLUDING A BOUNTY

CROSS-REFERENCE TO RELATED APPLICATIONS

[0001] This application is related to PCT application filed on 13

November 2006 and entitled "Method to Facilitate Engagement and Communication between a Company and a Recruiter."

[0002] This application claims the benefit of US Provisional Application number 60/747,373 filed 16 May 2006 and entitled "System and Method to Facilitate a Marketplace on a Network", the benefit of US Provisional Application number 60/806,603 filed 05 July 2006 and entitled "Method for Finding Job Candidates with Active Recruiters", and the benefit of US Provisional Application number 60/806,606 filed 05 July 2006 and entitled "Method for Submitting Job Candidates", which are all incorporated in their entirety by this reference.

TECHNICAL FIELD

[0003] This invention relates generally to the e-commerce field, and more specifically to an improved method to facilitate engagement and communication between a company with an available position and a recruiter in the e-commerce field.

BACKGROUND

[0004] With the increasing mobility and sophistication of the modern labor force, companies often need to quickly fill an available position. Because of the depth and breadth of the expertise of most companies, it is impractical for them to engage candidates directly through a centralized human resources department. As such, many companies utilize one or more recruiters for the purpose of finding appropriate candidates for the required positions.

[0005] An unfortunate result of the use of recruiters is that companies are often inundated with information about candidates that are not qualified for one reason or another. Moreover, companies are often forced to deal with inexperienced or otherwise undesirable recruiters that do not have the appropriate skills for attracting the necessary talent. As a result, the combination of unqualified candidates and inefficient or inexperienced candidates forces companies to invest substantial time and resources in the evaluation and eventual rejection of prospective candidates. Ironically, the proliferation of inexperienced recruiters submitting the information of unqualified candidates places such a significant burden on the companies that for all practical purposes, they might be just as well served to perform their recruiting through their own firm. Thus, there is a need in the e- commerce field to create an improved, new and useful method to facilitate engagement and communication between a company with an available position and a recruiter.

SUMMARY

[0006] Accordingly, the present invention includes an improved, new and useful method to facilitate engagement and communication between a company with an available position and a recruiter. The method includes the steps of posting information about the available position for the company, and receiving information about a candidate for the available position of the company from the recruiter and submitting the information about the candidate for the available position of the company to the company. The method further includes the step of receiving payment from the company and transmitting a portion of the payment to the recruiter upon the selection by the company of a candidate for the available position.

BRIEF DESCRIPTION OF THE FIGURES

[0007] FIGURE l is a flowchart illustrating the steps of a method of a preferred embodiment of the invention;

[0008] FIGURES 2-3 is a schematic diagram illustrating the parties involved in the method of the preferred embodiment; and [0009] FIGURES 4-14 are screen shots depicting a user interface and a networked computer in accordance with alternative embodiments of the present invention.

DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS [0010] The following description of the preferred embodiments of the invention is not intended to limit the invention to these preferred embodiments, but rather to enable any person skilled in the art to make and use this invention. [0011] As shown in FIGURE 1, the method of the preferred embodiment includes a series of steps to facilitate engagement and communication between a company with an available position and a recruiter. As used herein, the term "company" refers to an entity or natural person that is engaged in a business. The term "available position" refers to any opportunity for a relationship between the company and any natural person or entity (a "candidate"). The term "relationship" includes, for example, an employment agreement, a service agreement, or any other contractual arrangement involving payment by the company to the candidate for due consideration according to the relationship. The term "recruiter" refers to any natural person or entity that engages, on a limited or exclusive basis, in the business of facilitating the entry of a candidate and a company into a relationship. The term "bounty" is a payment or reward, preferably in the form of a monetary transaction, from the company to the recruiter for the acceptance of a submitted candidate. [0012] Step S102 of the method of the preferred embodiment recites posting information about the available position for the company. The information about the available position can include any pertinent or requisite skills preferred or required for the available position as well as any background information about the company or the available position. Additionally, the information about the available position can include for example any necessary submissions by the candidate including any pertinent biographical or working history, including for example a resume, curriculum vitae, writing sample, salary requirements, salary history, employment history, employer references, background check information, professional or paraprofessional licenses, credit history, citizenship status, employment visa status, security clearances, and/or any additional information required for the available position.

[0013] Step S104 of the method of the preferred embodiment recites receiving information about a candidate for the available position of the company from the recruiter and submitting the information about the candidate for the available position to the company. The information about the candidate can include any pertinent biographical or working history, including for example a resume, curriculum vitae, writing sample, salary requirements, salary history, employment history, employer references, background check information, professional or paraprofessional licenses, credit history, citizenship status, employment visa status, security clearances, and/or any additional information required for the available position.

[0014] Step S106 of the method of the preferred embodiment recites receiving payment from the company and transmitting a portion of the payment to the recruiter upon selection by the company of a candidate for the available position. [0015] In a first variation of the preferred embodiment, steps S102 and S104 are performable over a computer network. As shown in FIGURES 2 and 3, an intermediary 10, a company 12, a plurality of recruiters (Ri, R2, R3, and RN) 18 and a plurality of candidates (Ci, C2, C3, C4, C5 and CN) are operatively connectable, either through wired or wireless means, to a computer network 14. The computer network 14 functions to permit data communications between two or more parties, such as the company 12 and one or more of the plurality of recruiters 18, such that the company 12 and the one or more of the plurality of recruiters 18 need not be in direct, personal contact regarding the available position or any attribute thereof. Moreover, the computer network 14 functions to allow the company 12 to readily post information 20 about the available position to the plurality of recruiters 18 in a simultaneous, interactive, and widely disseminated manner. The computer network 14 further functions to permit the recruiters to submit information about a candidate 22 to the company 12, and for the company 12 to access one or more submissions 24. Lastly, the computer network 14 functions to facilitate the receipt of payment 26 from the company 12 and the transmitting of a portion of the payment 28 to a recruiter 18. The computer network 14 can include any two or more computers that are connectable directly or indirectly through a local or wide-network, including for example the Internet or World Wide Web. Each of the company and the plurality of recruiters can communicate through the computer network 14, for instance through a single website consisting of multiple web pages operated by an intermediary 10. [0016] In the first variation of the method of the preferred embodiment, step

S102 can include for example posting information about the available position on or though any computer that is connected to or connectable to the computer network 14, such as for example a server, personal computer, personal digital assistant, mobile phone or any other combination of hardware and/or software that is adapted to perform machine executable instructions according to the method of the preferred embodiment. Similarly, step S104 can include receiving information about a candidate for the available position of the company from the recruiter and submitting the information about the candidate for the available position to the company on or though any computer that is connected or connectable to the network 14 as described above.

[0017] In a second variation of the method of the preferred embodiment, Step

S102 includes posting information about the available position for the company and a number of submissions for the available position. The step of posting the number of submissions for the available position functions to inform the company and one or more recruiters as to the probability of a successful selection by the company of a candidate through the laws of supply and demand. As such, the step of posting the number of submissions for the available position further functions to inform the company and one or more recruiters as to the competitiveness of: (1) the company's position with regard to potential candidates, and (2) the one or more recruiters relative prospects of having one of its candidates selected by the company. If the number of submissions is large at a point in time, the company's competitive position is relatively increased while that of each individual recruiter is decreased. Conversely, if the number of submissions is small at a point in time, the company's competitive position is relatively decreased while that of each individual recruiter is increased. [0018] In a third variation of the method of the preferred embodiment, step

S102 includes posting a bounty for the available position of the company. The step of posting a bounty for the available position of the company functions to increase the incentives for any one or more recruiters to submit the information about a candidate to the company. The step of posting a bounty for the available position of the company can be performed by the company or any agent of the company. The posting of the bounty is performable over a computer network 14 of the type described above with reference to FIGURES 2 and 3. Alternatively, the posting of the bounty is performable through any other means or mechanisms not involving a computer network of the type described above. The bounty can include for example a pecuniary award payable in exchange for a successful selection of a candidate for the available position. The bounty can be payable through any means, including cash, check, credit card payment, wire transfer and the like, and can be payable in any currency or denominations thereof.

[0019] One alternative to the third variation of the method of the preferred embodiment includes allowing the company to modify the amount of the bounty. Allowing the company to modify the bounty functions to permit the company to attract more or fewer potential recruiters, and thus more or fewer potential candidates for the available position. As expected according to general economic principles, if the company decreases the amount of the bounty, then fewer recruiters and thus fewer potential candidates will likely be interested in the available position. On the contrary, if the company increases the amount of the bounty, then more recruiters thus more potential candidates will likely be interested in the available position. Alternatively, the method can include the step of allowing the company to modify the amount of the bounty such that the company is allowed to increase, but not decrease, the amount of the bounty. This alternative functions to assure the recruiter at least a minimum value of a bounty, such that the recruiter is willing to invest the necessary time and energy in order to submit a candidate for the available position.

[0020] In other alternatives to the third variation of the method of the preferred embodiment, the bounty is related to step S106 shown in FIGURE 1. In one alternative, step S106 includes receiving payment from the company in an amount more than the bounty and transmitting an amount equal to the bounty to the recruiter. Alternatively, step S106 can include receiving payment from the company in an amount equal to the bounty and transmitting an amount less than the bounty to the recruiter. As noted above, step S 106 can be performed by any party including any natural person or entity, as well as any of the parties described herein including the intermediary 10, shown in FIGURES 2 and 3. According to the variations described above therefore, the performer of the method can receive remuneration for its services depending upon the relationship between the bounty and the amounts payable/receivable from the recruiter/company, respectively.

[0021] In another alternative to the third variation of the method of the preferred embodiment, the bounty is related to steps S102 and S104 shown in FIGURE 1. To avoid massive amounts of information overload, the postings can be restricted and/or the submissions may be restricted to certain recruiters based on the size of the bounty and based on the qualifications of the recruiter. For example, available positions with smaller bounties may be viewed by a larger portion (or all) of the recruiters, while available positions with larger bounties may be viewed by a smaller portion of the recruiters. In other word, the higher the bounty, the more restrictive (in terms of viewing an available position and/or a submitting information about a candidate). The restrictions may be based on one of the following measurements: number of submissions, number of selections of the candidates submitted to the recruiter, ratio of number of submissions to number of selections of the candidates submitted by the recruiter, an amount paid to the recruiter or any combination thereof. Alternatively, the restriction can be based on, for each recruiter, the number of designations as a blocked recruiter or a number of designations as a preferred recruiter, or any ratio or combination there of. Alternatively, the limited number can be based on various qualitative judgments or rankings from companies for which the recruiter has performed in the past, or any combination of quantitative and qualitative factors or judgments indicative of the limited number of active listings to which the recruiter should be entitled. [0022] In a fourth variation of the method of the preferred embodiment, step

S104 further includes the step of checking a database of previously submitted information about a candidate for the available position of the company and if information about the candidate for the available position of the company has not been previously submitted, then submitting the information about the candidate for the available position of the company to the company, otherwise informing the recruiter that the information about the candidate for the available position of the company has been previously submitted. The fourth variation of the method of the preferred embodiment functions to prohibit the company from receiving information about any one candidate from multiple recruiters, which would hinder the efficiency and selection process of the company. The performer of this variation of step S104 therefore provides a clearinghouse service to the company by prohibiting multiple submissions of redundant information, which accelerates the efficiency and selection process of the company. The process of checking a database may include, for example, checking for a particular identification of the candidate. The identification may include, for example, the full name, the Social Security Number, the Driver's License Number, the home address, the email address, the phone number (home, work, or mobile), or any other appropriate identification of the candidate. The process of checking a database may alternatively include checking a hash function (a small digital "fingerprint") of a portion of the submission, such as the resume of the candidate..

[0023] In a fifth variation of the method of the preferred embodiment, the method includes the step of allowing the company to designate a recruiter as a preferred recruiter for the company. The step of allowing the company to designate a recruiter as a preferred recruiter functions to further streamline the selection process and to provide the company more control in its dealings with the plurality of recruiters. This step can be performed by any party designed above, including for example an intermediary as shown in FIGURES 2 and 3. Moreover, allowing the company to designate one or more preferred recruiters may lead to cost savings in the selection process, as one or more preferred recruiters may be preferred for their relatively low costs, high rate of performance, or both. [0024] In an alternative to the fifth variation, the method of the preferred embodiment further includes the steps of receiving contact information for the company, and upon designation of the recruiter as a preferred recruiter for the company, allowing the preferred recruiter to access the contact information of the company. The performer of this step functions as another type of clearinghouse for the company to the extent that, at the company's discretion, it can authorize only a designated preferred recruiter to access its contact information. Those recruiters that are not designated as preferred recruiters will not have access to the company's contact information, and therefore will be less likely to submit candidate information to the company. Accordingly, the performer of this step aids in the streamlining and efficiency of the selection process by protecting the company from receiving unsolicited, non-preferred or otherwise undesirable submissions from a non- designated recruiter.

[0025] In a sixth variation of the method of the preferred embodiment, the method further includes the step of allowing the company to designate a recruiter as a blocked recruiter for the company. In this step, the performer of the step functions to further protect the efficiency and timeliness of the submission process by limiting, at the designation of the company, the number and quality of recruiters that are submitting candidate information for any particular position for the company. This could be employed, for example, when a company determines that a particular recruiter has ignored the requirements for a particular available position, has submitted poor candidates, or has otherwise disappointed the company. [0026] In an alternative to the sixth variation, the method further includes the steps of: upon receiving information about a candidate for the available position of the company from the recruiter, checking a database of blocked recruiters for the company and if the recruiter is not a blocked recruiter for the company, then submitting the information about the candidate for the available position of the company to the company. If the recruiter is a blocked recruiter, then the alternative step includes informing the recruiter that the information about the candidate for the available position of the company has not been submitted. Functionally, the performer of these alternative steps further functions as a clearinghouse for the company, with the added benefits of automatically informing the recruiter that its services are not available to the company.

[0027] In a seventh variation of the method of the preferred embodiment, the method further includes the step of allowing the recruiter to list as an active (or "engaged") recruiter for the available position. This step functions to allow a recruiter to signal increased interest in the company and the available position for the company, which in turn further functions to allow a recruiter to distinguish itself amongst other recruiters that may be passively interested in the submission for the available position. The step of listing as an active recruiter can be performed on or through a computer network such as that described above, thereby communicating the recruiter's listing to the company with the available position. [0028] To that end, an alternative to the seventh variation includes a variation of step SiO2 that includes posting information about the available position for the company and the number of active recruiters for the available position. This step functions to permit a company see the number and identity of those active recruiters that are showing an increased level of interest in submitting candidate information for the available position. This step further functions to allow one or more recruiters to see the aggregate interest in, and hence the prospective competition for, a submission with respect to the available position. To the extent that there are a large number of active recruiters, the company can expect a proportionally large number of submissions of information about candidates. Conversely, if there is a small number of active recruiters, then the company may opt to modify the amount of the bounty as described above in order to attract more interest from those recruiters that are not currently listed as active recruiters.

[0029] In a further alternative, the step S102 can include posting information about the placement history for the active recruiters for an available position. As in other steps noted above, performance of this step functions to distinguish one or more active recruiters from each other, thereby allowing the company to more competitively select a proper recruiter and/or block any undesirable recruiters. Moreover, posting of the placement history functions to inform other recruiters about the success rate of their respective competition, thereby increasing each party's incentive to perform well in the submission step. In one version, the placement history includes one of the following measurements: number of submissions, number of selections of the candidates submitted to the recruiter, ratio of number of submissions to number of selections of the candidates submitted by the recruiter, an amount paid to the recruiter or any combination thereof. In another version, the placement history can include various qualitative judgments or rankings from companies for which the recruiter has performed in the past, or any combination of quantitative and qualitative factors or judgments indicative of the placement history of the recruiter. In yet another version, the placement history can include specific information about the successful placements of the recruiter in the past, such as information about the available position, the company, the elapsed time from the original posting to the submission of the first candidate or to the submission of the eventually selected candidate, the elapsed time from the posting to the selection of a candidate.

[0030] In another alternative to the seventh variation of the method of the preferred variation, the method further includes the steps of upon receiving information about a candidate for the available position of the company from the recruiter, checking a database of active recruiters for the company and if the recruiter is not an active recruiter for the company, then receiving payment from the recruiter and submitting the information about the candidate for the available position of the company to the company. The monetary transaction functions as a disincentive for the non-active recruiter to submit candidates without properly considering the job position and the needs of the company. If faced with a charge to submit a candidate for a position, the non-active recruiter will likely limit or filter their submissions. Thus, the performer of this step aids in the streamlining and efficiency of the selection process by discouraging the submission of unsolicited, non-preferred or otherwise undesirable submissions from a non-active recruiter. In an alternative, the monetary transaction may be proportional, or otherwise related, to the size of the bounty of the available position.

[0031] In another alternative to the seventh variation of the method of the preferred variation, the method further includes the steps of upon receiving information about a candidate for the available position of the company from the recruiter, checking a database of active recruiters for the company and if the recruiter is not an active recruiter for the company, then informing the recruiter that the information about the candidate for the available position of the company has not been submitted. Functionally, the performer of these alternative steps further functions as a clearinghouse for the company, with the added benefits of automatically informing the recruiter that its services are not available to the company.

[0032] In another variation, the method includes the step of allowing the recruiter to de-list a recruiter as an active recruiter for an available position. This step functions to permit a company to regulate the number and/or quality of recruiters that can submit themselves as an active recruiter for a particular available position. The de-listing can be performed through a computer network, such as through an Internet-based software operable through two or more networked computers. The de-listing can be in response to a past performance of a recruiter, a performance history of the recruiter, to decrease the number of active recruiters for the available position, or any other reason.

[0033] In another variation of the seventh variation of the method of the preferred embodiment, the method includes the step of allowing the recruiter to list as an active recruiter for a limited number of available positions. This step functions to increase the efficiency of the submission process by preventing recruiters from listing as active recruiters for an unsuitable number of available positions. To the extent that each recruiter is so limited, then each recruiter will have additional incentive, time and energy to most effectively submit information for more worthy candidates for the limited number of available positions. The limited number can be universally applied to every recruiter, or it can be individualized for each recruiter, or it can be determined according to a formula or combination of factors. For example, the limited number can be based on one of the following measurements: number of submissions, number of selections of the candidates submitted to the recruiter, ratio of number of submissions to number of selections of the candidates submitted by the recruiter, an amount paid to the recruiter or any combination thereof. Alternatively, the limited number can be based on, for each recruiter, the number of designations as a blocked recruiter or a number of designations as a preferred recruiter, or any ratio or combination there of. Alternatively, the limited number can be based on various qualitative judgments or rankings from companies for which the recruiter has performed in the past, or any combination of quantitative and qualitative factors or judgments indicative of the limited number of active listings to which the recruiter should be entitled.

[0034] In an eighth variation of the method of the preferred embodiment, the method further includes the step of facilitating the mutual acceptance by both the company and the recruiter of the recruiter as an active recruiter for an available position of the company. The step of facilitating functions to streamline and accelerate the submission process by appropriately matching the company with a suitable recruiter for the active recruiter designation. The facilitation step can include for example, the aforementioned steps of establishing preferred, blocked, active, or de-listed recruiters as well as posting a performance history for each recruiter. Alternatively, the facilitation step can include providing a contract, agreement, discount, bonus or other incentive to designate the recruiter as an active recruiter. Alternatively, the facilitation step can include allowing the company to invite a recruiter from their list of preferred recruiters. As such, the facilitation step can further include the step of providing contact information for a recruiter, and providing contact information for any recruiter designated as a preferred recruiter to the company that designated the recruiter as such.

[0035] In a ninth variation of the method of preferred embodiment, the method includes the step of facilitating the mutual acceptance by both the company and the recruiter of the recruiter as an exclusive recruiter for an available position of a company. This step can include for example, causing the company to de-list substantially all active recruiters for an available position, such that a remaining recruiter becomes an exclusive recruiter for the available position. Alternatively, the step can include providing an agreement to be executed by the company and the recruiter, wherein the agreement specifies that only information about a candidate received from the exclusive recruiter can be submitted to the company. Alternatively, the agreement can authorize the third party or intermediary to block the submissions of all other recruiters to the company, the posting by the company of information regarding the available position to any other recruiters, or any combination thereof. [0036] All of the foregoing steps, variations and alternatives thereof can be performed by one or more parties through a computer network of the type described above. The computer network can include for example a website including software adapted to perform each step, variation and alternative thereof noted herein. Such a website can be operated by an intermediary. To that end, FIGURES 4-7 are illustrative of a schematic user interface through which a company may view, edit, manipulate, or otherwise interact with data and in turn interact with one or more recruiters. For example, the aforementioned FIGURES illustrate an example user interface whereby a company can view candidate information, recruiter information, active recruiters, performance histories, block recruiters, designate preferred recruiters, de-list active recruiters and designate an exclusive recruiter. FIGURES 8- 14 are illustrative of a schematic user interface through which a recruiter may view, edit, manipulate, or otherwise interact with data and in turn interact with one or more companies. For example, the aforementioned FIGURES illustrate an example user interface for allowing a recruiter to view available positions for a company, designate itself an active recruiter, view company or information about a candidate, and submit information about a candidate to a company.

[0037] Although omitted for conciseness, the preferred embodiments include every logical combination and permutation of the above variations, alternatives, and versions of the preferred embodiment.

[0038] As a person skilled in the art will recognize from the previous detailed description and from the figures and claims, modifications and changes can be made to the preferred embodiments of the invention without departing from the scope of this invention defined in the following claims.

Claims

CLAIMS I Claim:

1. A method to facilitate engagement and communication between a company with an available position and a recruiter, the method comprising the steps of: a) posting information, including a bounty, about the available position for the company; b) receiving information about a candidate for the available position of the company from the recruiter and submitting the information about the candidate for the available position of the company to the company; and c) upon the selection by the company of a candidate for the available position, receiving payment from the company and transmitting a portion of the payment to the recruiter.

2. The method of Claim l, wherein steps (a) and (b) are performable over a computer network.

3. The method of Claim 1, further comprising allowing the company to modify the amount of the bounty.

4 The method of Claim 3, wherein allowing the company to modify the amount of the bounty include, allowing the company to increase, but not decrease, the amount of the bounty.

5. The method of Claim 1, wherein step (c) includes receiving payment from the company in an amount more than the bounty and transmitting an amount equal to the bounty to the recruiter.

6. The method of Claim 1, wherein step (c) includes receiving payment from the company in an amount equal to the bounty and transmitting an amount less than the bounty to the recruiter.

7- The method of Claim l, further comprising the steps of: upon receiving information about a candidate for the available position of the company from the recruiter, receiving payment from the recruiter and submitting the information about the candidate for the available position of the company to the company.

8. The method of Claim 7, wherein the size of the payment is a function of the size' of the bounty.

9. The method of Claim 8, wherein the size of the payment is proportion to the size of the bounty.

10. The method of Claim 1, wherein step (a) includes restricting access to the information based on the size of the bounty.

11. The method of Claim 10, wherein step (a) includes restricting access to the information based on the size of the bounty and the placement history for the active recruiters for an available position.

11. The method of Claim 10, wherein step (a) includes restricting access to the information based on the size of the bounty and one of the following measurements: number of submissions, number of selections of the candidates submitted by the recruiter, ratio of number of submissions to number of selections of the candidates submitted by the recruiter, or an amount paid to the recruiter.

12. The method of Claim 1, wherein step (b) includes restricting receipt from the recruiter based on the size of the bounty.

13. The method of Claim 12, wherein step (b) includes restricting receipt from the recruiter based on the size of the bounty and the placement history for the active recruiters for an available position.

14- The method of Claim 12, wherein step (b) includes restricting receipt from the recruiter based on the size of the bounty and one of the following measurements: number of submissions, number of selections of the candidates submitted by the recruiter, ratio of number of submissions to number of selections of the candidates submitted by the recruiter, or an amount paid to the recruiter.

15. The method of Claim 1, wherein step (b) includes restricting submissions to the company based on the size of the bounty.

16. The method of Claim 15, wherein step (b) includes restricting submission to the company based on the size of the bounty and the placement history for the active recruiters for an available position.

17. The method of Claim 15, wherein step (b) includes restricting submission to the company based on the size of the bounty and one of the following measurements: number of submissions, number of selections of the candidates submitted by the recruiter, ratio of number of submissions to number of selections of the candidates submitted by the recruiter, or an amount paid to the recruiter.