A Recruiter's Guide to Working With Recruiters (Written by One)

I'm biased here. I run a recruitment firm. But I'm also tired of watching both sides - companies and agencies - fumble a relationship that should be straightforward.

For companies: how to get the most from your agency

1. Give a real brief, not a job description

A job description is what you post on LinkedIn. A brief is the real version: what does this person actually do on day one? Why is this role open? What salary range will actually get a yes? What does the interview process look like? Who's the hiring manager, and what's their working style?

2. Don't work with five agencies at once

Each agency deprioritises you because they know they're competing against four others for the same fee. Two agencies, maybe three. Give each a clear mandate and enough exclusivity to justify investing real effort.

3. Give feedback fast

When we share a candidate, please let us know within 48 hours whether you want to interview them, and if not, explain why. This feedback loop is how agencies calibrate. Without it, we're guessing.

4. Don't bypass the agency

If we introduce a candidate and you hire them 6 months later through a different channel, that's a problem. Agencies remember which companies play fair, and the ones that do get priority access to the best candidates.

5. Pay on time

Payment delays are the number one reason agencies deprioritise clients. An agency chasing invoices for 90 days isn't going to prioritise your next role.

For candidates: what your recruiter is actually doing

Why you should respond to recruiters

A good recruiter from a reputable agency has access to roles you'll never see on job boards — especially at startups without the brand to attract applications organically. If the message references your experience, it's worth a conversation.

What happens after you engage

The recruiter will screen you against the brief: experience level, technology stack, salary expectations, and motivation for switching. If it's a fit, they'll present your profile with a summary of why you're worth interviewing. This summary often matters more than your resume.

Why recruiters ask about your salary

Not to judge you or lowball you - to check if there's a realistic overlap. Be transparent. Inflating your current salary to get a higher offer backfires: companies verify, and the damage to trust is hard to recover from.

The economics of recruitment agencies

Companies pay agencies 8–15% of the candidate's annual CTC. For a 30L CTC hire at 10%, the agency earns 3L. From that, they pay the recruiter, cover operational costs, and keep a margin. The recruiter who found you probably earned 30–60K from your placement.

When agencies work best

Senior engineers, niche stacks (Rust, Elixir, specific ML specialisations), leadership roles, or founding team hires. They work less well for junior roles where supply is high, and the company's brand is strong enough to attract applications directly.

The distinction between treating us as a partner vs a vendor determines everything.