In FTE positions I've found recruiters to be particularly effective in negotiating higher salaries. I believe that's because 1) in a negotiation they're better situated to play the "bad cop" role, and 2) the customer may be more willing to pay a premium for the assurance a professional firm ostensibly provides.
In contracting it's a different dynamic; the client agrees to an hourly rate and you fight the recruiter for your cut (and if you're happy with the cut then you still win). It's like "lease vs. buy" from the client's perspective.
In FTE positions I've found recruiters to be particularly effective in negotiating higher salaries. I believe that's because 1) in a negotiation they're better situated to play the "bad cop" role, and 2) the customer may be more willing to pay a premium for the assurance a professional firm ostensibly provides.
In contracting it's a different dynamic; the client agrees to an hourly rate and you fight the recruiter for your cut (and if you're happy with the cut then you still win). It's like "lease vs. buy" from the client's perspective.