Which is better, headhunting assistant or recruiter?

Look at your demand pressure: headhunting is a sales position, pressure comes from income pressure and performance pressure, recruitment is a functional position, pressure comes from business department and KPI assessment, headhunting pressure is greater than recruitment. Capacity accumulation: In essence, headhunting and recruitment have only two core competencies. How to find people, how to look at people and how to do these two jobs well can not be separated from continuous learning and practice. Growth path: Needless to say, headhunters have a good job and high income, and there is still a chance to become partners, or personal brands do their own business well, or switch to HR. At present, recruitment positions still like people with headhunting background, and people who switch to HR are also examples. When developing a single module, go to the module supervisor, then develop horizontally and upgrade step by step. Income: Frankly speaking, compared with headhunters, the income of recruitment positions is really average, of course, on the premise of doing a good job. Finally, in my personal opinion, if I have a strong internal drive and a strong desire to make money, it is better to choose headhunters than recruiters. If you want to be stable and develop other modules horizontally, you can also choose HR as the road.