招聘猎头与hr从品类上就会分为食肉类和食草类的区别； 业务性质不同导致目标不同，hr在大部分公司属于中台或者服务性部门，不直接为公司创收，但是猎头=收益，在公司地位不同；如果一名HR业绩不理想，基础收益不会受到太大影响，而对于一名猎头伙伴来讲，不创造收益，真的可能活生生饿死；猎头的业绩是道，hr事务型工作偏多；

Recruiting headhunters and HR can be divided into two categories: carnivorous and herbivorous; The different nature of business leads to different goals. In most companies, HR belongs to the middle or service department and does not directly generate revenue for the company. However, headhunting equals revenue, and their positions in the company are different; If an HR's performance is not ideal, the basic income will not be greatly affected, but for a headhunting partner, if they do not create income, they may really starve to death; The performance of headhunters is the king, and there are more HR transactional jobs;

收益不同：承担压力不同、当然收益也不同，Hr从业者职业薪酬报告中，明显有一个坎，通过一些年的努力薪酬到30k-50k ,想要再进行突破会比较难，虽然普遍Hr基础性收益比猎头要高出甚多，但是对于猎头、收益不封顶，主要考核的就是自己的产出；一名好的顾问年薪到达百万也是比较常见的；

Different benefits: different levels of pressure and, of course, different benefits. In the professional compensation report for Hr practitioners, there is clearly a hurdle. After years of hard work, the salary can reach 30k-50k. It will be difficult to break through again. Although Hr's basic income is generally much higher than that of headhunters, there is no cap on headhunting and income, and the main assessment is their own output; It is also common for a good consultant to earn an annual salary of one million;

发展方向不同： Hr 可选择的方向比猎头稍微多一些，hr可以在平台上选择不同的进修或，做称一名综合性的HRD，当然也可以选择垂直业务的深耕；而对于猎头来说，大部分只能选择甲方和咨询公司，因为猎头盘子比较小，大部分想要综合型发展都会选择甲方平台；

Different development directions: Hr has slightly more options than headhunting, while HR can choose different training options on the platform, and ultimately become a comprehensive HRD. Of course, they can also choose to deepen their vertical business; For headhunters, most can only choose the first party and consulting company, because the headhunter's plate is relatively small, and most people who want comprehensive development will choose the first party platform;

招聘方式和流程不同：甲方招聘方式和职业猎头打法完全不同（后续会在寻访技巧中详细介绍），甲方更多的选择一些招聘平台进行，而猎头很少能在招聘平台找到招聘猎头是候选人；甲方和业务部门确认发布招聘职位，邀约面试及相关招聘流程的工作，猎头会付出更多，从客户拿到职位后的项目定位，展开寻访、面试推进及后续的跟进维护、背调等比甲方的流程化更加标准。

The recruitment methods and processes are different: The recruitment methods of Party A are completely different from those of professional headhunters (which will be explained in detail in the search techniques later). Party A tends to choose more recruitment platforms, while headhunters rarely find candidates for recruitment on recruitment platforms; The first party and the business department confirm the release of recruitment positions, invitation interviews, and related recruitment processes. Headhunters will put in more effort, and after obtaining the position from the client, the project positioning, search, interview promotion, and subsequent follow-up maintenance, background checks, etc. will be more standardized than the first party's procedural approach.

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