As a recruiter, I usually receive the same key questions from candidates: “When, Who, and How many should I call?” These are vital questions when defining one’s dream job, and it’s crucial for a headhunter to be able to answer them clearly. With over 500 professional placements and counting, I’ve had the privilege of leading and training high-performing teams, and working alongside exceptional recruiters who have supported countless placements. Plus, my unique perspective to answering those questions also comes from my previous experience as a CPA. I transitioned my career out of public accounting and navigated the recruiting process as a candidate myself. I’ve once asked those questions, and have been answering them ever since.
When should I call?
Honest answer: “When you are ready!”
Best answer: “The sooner the better!”
The most common answers are slightly more complex: When layoffs are announced, After employment reviews, Completion of a major achievement such as Masters or a Certification, or the Announcement of mergers/acquisitions causing uncertainty.
Building strong relationships with recruiters can be a game changer for your career. We not only provide access to exclusive opportunities not always available to the public, but we also serve as valuable resources throughout your career journey. Over the years, I’ve helped numerous candidates reach the offer stage, even when they weren’t initially interviewed through me or my firm.
When engaging with a recruiter, it’s crucial to be transparent about your career goals, motivations, and what would compel you to leave your current position. To truly understand these factors, you need to have a clear sense of where you stand with your current employer. This often means having direct, open conversations with your manager to gain that clarity.
If you are asking yourself the following questions, then I would recommend having conversations with a recruiter:
- What is the next step in my career?
- What type(s) of experience do hiring managers look for to consider me for advancement?
- Am I being paid at market levels for my experience and current position?
- Is the grass greener on the other side?
Who should I call?
Start with identifying the roles you are chasing or that align with your current career goals and trajectory. Then identify the recruiters that specialize in those fields.
It is most common for recruiters to be separated into the following categories:
- Contract: Includes temporary projects, term contracts and temp to hire. These recruiters generally work with the unemployed candidate markets, and their relationships with hiring managers can vary from very little to complete exclusivity.
- Direct Hire Contingent: Work on direct hire roles for a fee paid on success only. Roles can vary from entry level to C-level. Relationships with hiring managers can vary from very little to complete exclusivity.
- Direct Hire Retained: Work on direct hire roles for a fee paid up front and guaranteed. Roles are generally at upper management and/or considered key personnel. Relationships with hiring managers are generally considered exclusive.
Regardless of the category, most recruiters tend to focus on specific skill sets. There are headhunters specialized in Finance/Accounting, IT/Technical, Engineering, and many other fields. So, why does this matter? Many recruiters, myself included, have firsthand experience in these industries before transitioning into recruiting. This background allows us to easily connect with hiring managers and truly understand their needs, making it easier for us to identify the right fit.
If you’ve never worked with a recruiter before, ask your network for a referral. A good recruiter will generally be willing to dedicate 5-10 minutes of their time to any candidate referred to them, even if they don’t specialize in your field.
How many recruiters should I call?
No single recruiter or recruiting firm has access to all available opportunities, and many may offer exclusive opportunities that are only available through them. However, this doesn’t mean you should work with every recruiter or headhunter you come across. A strong recruiter will invest time in understanding your unique situation, experience, and career goals. But be mindful—working with too many recruiters can lead to excessive time spent with no return on your investment.
Remember that integrity is crucial in this industry. If you don’t trust your recruiter, find one that you do. The recruiting landscape has become increasingly challenging due to the low-cost barrier to entry, making it easier than ever to unintentionally or even intentionally mislead candidates about roles or compensation. Unfortunately, the competitive nature of the market can sometimes blur ethical lines.
Follow me and stay tuned for upcoming posts where I’ll explore the importance of integrity in recruiting, outline real-life examples, and share insights on what to watch out for — all from both the perspective of candidates and clients.
