For example, you might identify a qualified pharmacist, then locate a hospital that needs a practitioner with similar credentials, sign an agreement, introduce one to the other, and you are rewarded when the pharmacist accepts the position. If the employee's first-year income is $120,000, your fee could be in the $30,000 to $36,000 range.

In staffing you may have a nurse that you are paying $40 per hour and collecting $55 per hour from the facility. Once you pay taxes, withholdings, and expenses, you’re left with recurring hourly profits that lasts as long as the assignment. You can even use Health Career Agents for payroll funding.

We help our Owner/Operators build their own team of Sales Consultants from the ranks of salespeople and experienced recruiters to provide "front line" recruiting services. Owner/Operators can also locate Sales Consultants on their own if they are more aggressive.

Researchers can also be trained to support an Owner's team by gathering healthcare candidate contact information and coordinating marketing and canvassing efforts.

You will be qualified to "do it all," but in the interest of making more money with less effort, you may decide to have others help out, for a share of the fee. And they, too, can be located anywhere they choose to be

When a new Owner signs up, they are assigned a training coordinator who works out a training schedule and provides them with an orientation of our training and support portal. A member of our training staff shows them where everything is and how to navigate the portal with its more than 100 hours of recorded curriculum.

"Remote" training includes web-conference training sessions, web tutorials, manual study, conference calls, test exercises and more. It is done at your own pace but can span the first thirty days or more. If necessary, we customize the training to fit a new Owner's schedule. This is especially important when Owners start out part-time.

Our 90- Day Start-Up Plan includes a comprehensive blue-print of what to do every week, and every day, to get up to speed and operating quickly. If an Owner chooses to start out part-time, the training schedule is simply spread over a longer time period.

Owners can also attend additional "on-site" training for two days to jump start their business, if they like. As well, anytime after an Owner’s first 60 days of operations, he or she may also schedule advanced "hands-on" training at our Training and Support Offices, working side by side with experienced recruiters and building upon their initial training.

When you become an Owner, you receive lifetime support from the same Health Career Agents experts and staff who trained you, as well as unlimited lifetime use of our training website and Global Database to help you operate your business. We will also provide training and support to twenty Consultants for your team at no additional cost, regardless of when they start. Naturally, our training staff is always available to help with any questions that may arise.

Sales-oriented Consultants can be added to your team in a number of ways. Though you will discover Consultant candidates in the course of operating your business, we offer proven training that shows exactly how to recruit Sales Consultants from the ranks of traditional recruiters and commissioned sales people. You can also call upon Health Career Agents to provide you with Consultants and then keep up to 50% of what the Consultant generates for yourself.

The Owner/Operator actually pays Health Career Agents $5,000 for the Sales Consultant we provide. However, this is only paid as the Sales Consultant generates revenue for the Owner/Operator, in the form of 5% of the Sales Consultants first $100,000 in sales.

We recommend that Owner/Operators share placement fees 50-50 with the Consultants they recruit on their own, though there is no set, mandatory percentage. At 50%, an Owner would receive $250,000 when each of five Consultants generated just $100,000 per year in fees.

We have found that it is beneficial for you to build a solid foundation by doing the work of a Sales Consultant and Researcher initially, particularly if you are new to recruiting. A conservative model is to do the research, generate your own leads, and contact medical facilities and healthcare candidates yourself for the first two to three months following your initial training.

Then, when you're ready to bring on your first Sales Consultant, you will know from personal experience what it takes to succeed in that role. Once your first Consultant is onboard, it's a good idea to support him or her for perhaps the next two to three months while working your own accounts. Then, when you bring on a second, focus on generating leads for both while managing and assisting them. Two to three months later, you could be ready to bring on a third Consultant and may want to start using a Researcher as well.

However, this is just one way to approach the business. Some want to build large teams faster, and that's fine too. Other Owners will choose to utilize a Researcher much sooner so that they might focus on recruiting themselves, others may prefer to work solo for a year or more. There are many ways to build your business.

Our Owner/Operators don't want to start from scratch. Rather than learn the intricacies of healthcare recruiting and staffing through trial and error, they prefer to "jump start" their businesses, avoid mistakes, and maximize revenue during their first year and beyond. As an Owner, the training and support you receive allows you to reduce the learning curve.

Many feel that "going it alone" is not such a good idea in healthcare recruiting and medical staffing today. Our online network gives Owners an edge because the speed, accuracy, and efficiencies of our technology -- coupled with our unique business model -- are impossible to match. We don’t believe that there is anything that compares.

As an example, on a Shared Placement that earns a $24,000 total fee, you and the other Owner involved would each receive $10,800, while we receive $2,400 (10%). The more successful our Owner/Operators are at making Shared Placements, the more Health Career Agents profits.

When a job order is posted through our Global Database software, all Owners around the nation are able to view it and present their candidates – and all candidates can be matched with the positions posted by other Owner/Operators.

Traditional recruiters and staffing companies haven't cultivated this approach because they fear sharing job orders and candidates with others – and their fear is justified. They're usually dealing with strangers, while our Owners have reasons to trust each other because they are connected by the same training, the same software, the same Code of Ethics, the same agreements, and the same goal -- a higher level of success through cooperation and mutual support.

There will be candidates and/or job orders hidden in your database on which you could make money if another Owner only knew about them. Half a fee is always better than none.

With our software, you are able to choose which companies and which candidates you want to keep to yourself. Perhaps you have a hot candidate in the healthcare sector you specialize in, for instance. When you secure a job order or candidate outside your specialty, or when you are just too busy to do it all, you can securely place the information in our Global Database with one click and put other Owners to work for you. Most of our Owner/Operators make all their candidates and job openings available to other Owners. After all, they can always say "no" to a Shared Placement – and the shared fee.

Fees can be so substantial that an Owner may choose to focus on one side of the Shared Placement equation, or another. They can specialize in securing job orders or providing candidates. Do it all, or do either half. It's your company, your choice.

Many healthcare professionals are working extra hours, and though they are experts in their fields, they're amateurs in the job-search process. If they've been in one position for an extended period, they’re likely to be underpaid. They're seldom aware of all that's available to them and, because the ocean of opportunity is so intimidating, there's a strong need for Owner/Operators to step in, inform the job candidates, screen the opportunities, and negotiate on their behalf.

Health Career Agents Owners use powerful research tools to locate qualified healthcare professionals. Our advanced online research techniques scour healthcare databases, alumni lists, organizations, news groups, and more. After gathering candidate contact information, the Owner and/or their Consultants canvass the candidates by email and phone to determine their initial interest. This is the key -- there's no substitute for picking up the phone and asking a candidate if they are interested in considering a new position.

The best compensation and the most attractive position -- its work culture, advancement opportunities, schedule, and such -- must be researched, qualified, and negotiated. And nobody does it better than Health Career Agents Owners and their teams.

It is emphatically a candidate-driven market. There is so much need and so many open positions, healthcare professionals are in charge, and quite frankly they know it. Like movie stars and professional athletes, medical professionals can benefit from having an Agent represent them to seek out and investigate opportunities and negotiate job offers on their behalf. That's what we do.

During the IT boom of the 1990s, smart recruiters found that they made more placements with an "Agent" approach. While there are many similarities between today's healthcare industry and the IT boom, there's one very big difference: Baby-Boomers are just the first wave of an aging American population that will place increasing pressure on understaffed healthcare resources for decades to come. And the need for the services that our Owner/Operators have to offer will parallel this demand.

Our research software can scan websites and databases in seconds, extracting thousands of contacts. Our email tracking applications tell us who is interested in our services, while our web-content software publishes current healthcare articles to your website. Our recruiting management software handles all of your Consultants' follow-up with candidates and employers, while our Global Database pulls it all together, making Shared Placements almost effortless.

All of our software is provided to new Owners, loaded on a pre-configured Dell workstation, and the cost of both software and hardware is included in your fee.

The technology is so powerful and impressive, we suggest that every prospective Owner participate in a Sample Training Session with one of our trainers as part of the Evaluation Process before they get involved.

Initially, you may choose to perform candidate and employer lead research yourself. But time spent doing research is time you won't have available to build your team, close deals, and make placements. Therefore you may want to add a Researcher early in your operation.

Candidates will be able to submit their resumes through your site, and automatically be captured without requiring manual data entry. When you enter a job order into your software, it will be automatically displayed on your website so that potential candidates can view it and, if interested, contact you. In fact, you can have jobs from the Global Database display on your website and if a candidate applies and it turns into a Shared Placement, 45% of the fee is yours. You'll have complete control of your website and be able to make edits and changes easily on your own too.

Should you decide to get involved after going through the Evaluation Process, we can even help you with funding options for your down payment -- from tapping resources you may not know you already have, to raising capital externally. Some Owners opt to keep their day job to cover their ongoing
living expenses while starting their recruiting and staffing business part-time, then phase into the business full-time over a 3-6 month period.

When you become an Owner/Operator, you will have your home-office set-up costs and travel expenses -- airfare and hotel -- if you chose to attend an on-site training event. Beyond that, your day-to-day expenses will be minimal and your Sales Consultants will work from their own home offices, strictly on commission.

The equipment that Owners need is very basic: a telephone with headset, a leading-edge workstation or laptop (provided) with high-speed Internet connection, and a fax machine with a dedicated phone line. A cell phone could be considered a requirement too.

For correspondence and follow-up, you'll need letterhead, business cards, and brochures. Once you decide on a company name, we will have your logo designed and then print a starter supply of materials for you.

Bottom line: demand is so high in the healthcare field that if you and your team just execute the fundamentals, you can be successful. Our special training and materials will get you up to speed quickly and provide you with everything you need to do so.

Most of us learn best by doing, and as you refine your knowledge of healthcare recruiting and medical staffing during the first year, you'll be able to benefit from supplemental training on-site, like coming to our Training and Support Offices for a week and working side-by-side with our experienced recruiters. Over time, you will recognize how crucial our comprehensive materials, manuals, software, portal, and ongoing support will be to your success.

Health Career Agents, Inc. is the only company in the world that teaches individuals how to become proficient in healthcare recruiting and medical staffing services by building "virtual" recruiting teams. And there is no other entity on the entire healthcare recruiting and/or medical staffing landscape whose advanced use of technology is comparable to ours.

In evenings and on weekends, when individual professionals are most reachable, many new Health Career Agents Owners focus on locating healthcare candidates, while all but ignoring job orders from employers. This allows them to do Shared Placements and hopefully generate revenue before going full-time.

Once a candidate makes his or her employment objectives clear, it's time to find an employer who is in need of a practitioner with that candidate’s skills. Because most employer contacts are made during business hours, you can take a Shared Placement approach and allow other Owner/Operators to make those phone calls. But of course, if your time is flexible during weekday business hours, you may choose to make these employer contacts yourself. After an interested employer is found, agreements are signed and interviews take place; then, if your candidate is hired, you will receive an attractive placement fee. Whenever the timing seems right, you can go full-time.

Our Owner/Operators can identify these opportunities by using research tools and software that we supply. When combined with our "Agent" approach to representing candidates, the process identifies the healthcare facilities where medical and healthcare professionals prefer to work.

When it comes to staffing services, you will find that many healthcare employers either prefer or have to hire temporary employees, instead of permanent.

In fact, a "hard-sell" approach usually has a negative effect when dealing with healthcare practitioners. They tend to be thoughtful and caring individuals who are repelled by any type of selling pressure. Employment facts and career-advancement information are far more attractive to such candidates.

You and your team will concentrate on identifying the right candidates and making them aware of your services. And you must also inform employers, who have nothing at risk with your contingent-fee approach

Consider this: according to a 2005 Fordyce Letter survey, healthcare recruiters (industry wide) averaged more than $217,000 in revenue for the prior year. We firmly believe that our Owners are better trained and networked, and use far more advanced technology than the average healthcare recruiter.

Typical recruiting fees in the industry are equal to 20% to 30% of the candidate's first-year salary, the placement of one diagnostic imaging technician might prompt an $18,000 fee and a single pharmacist placement could bring in $30,000. At that rate, how long will it take you to reach your goals?

That's one of the great benefits of our business: the absence of geographic limitations or restrictions. You can operate your business anywhere, and move it anywhere else you may choose, without missing a beat or losing touch with a single candidate or employer.

We want to help the right people get involved. That's why we furnish internal financing for a significant portion of the fee. However, the more you are able to apply as a down-payment the better terms you will receive.

When you consider this opportunity's income potential, we believe the fee is small when compared to the value of our program and what it could allow you to earn year in, year out. A relatively small number of placements can more than cover the fee.

We also request that you sit in on a live web-conference Sample Training Session to learn how our software works. Finally, we require that every prospective Owner speak with, and be recommended by, at least three Owner/Operators on our Evaluation Board.