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Recruiters offer replacement guarantees on their placements to give their clients the peace of mind that, if a candidate resigns, or is terminated within a certain period of time, the recruiter will replace that same level of candidate at no charge. While good hiring managers and recruiters do their best to set correct expectations during the hiring process, concerns sometimes surface after the employee starts. But, when approached correctly, can be addressed effectively early on, usually avoiding a costly turnover experience. Offering replacement guarantees is the right thing to do for the recruiter. So the question is usually not IF the recruiter should offer a guarantee, but HOW LONG the guarantee period should be. The answer to that question depends on a few factors, like: 1) What is the industry standard most of the recruiters are going to offer for that particular functional role? 2) Is the functional role in a high turnover industry? Like mortgage sales positions, for example,
