Job Titles are relative predicated on industry and company.
Whether you are a recruiter or hiring manager, make certain you have a true understanding of the depth and breadth of an individuals responsibilities before making a knee-jerk decision on their title.
Things to consider:
1) REPORTING STRUCTURE
-Is the organization Flat, Matrix oriented, vertically integrated, etc...
I recently placed an “HR Manager” for a Director opening. This woman had North American oversight (10 plants) reporting to an EVP-HR. She worked for one of the "flatest" organizations I have come across to date.
2) NUMBER OF DIRECT/INDIRECT REPORTS
-One candidate is a Corporate Engineering Manager responsible for leading (4)
Plant Engineering Mangers, the other candidate is a Site Engineering Director responsible for 2 Mfg Engineers and 10 Process Technicians.
3) SIZE OF ORGANIZATION
-Revenue is traditionally the best "litmus test.”
Engineering Manager at GE or Vice President of Engineering at ABC Machine Shop.
4) COMPANY SPECIFIC TITLES
-A great number of the Asian suppliers and organizations we represent have titles that are VERY CONSERVATIVE in relation to ownership. This is very much cultural in nature stemming back to principals of RESPECT and TEAM.
Before you make a judgement call on a prospective candidate, give them the courtesy of a 5 minute call.
You will be surprised by how many more individuals you place and the connections/referrals that stem from these conversations.