A recruitment agency is a partner, not a vending machine. The most successful hiring relationships are built on clarity, speed and honest feedback.
Give a full brief
Share the job description, salary range, team structure, working conditions and the reason the role is open. The more context your recruiter has, the better they can sell the role and screen candidates.
Agree timelines and process up front
Decide who will interview, how many rounds, and how long decisions will take. Delays on your side are the most common reason good candidates drop out.
Give fast, specific feedback
After each shortlist, tell your recruiter what worked and what didn't. Two or three rounds of useful feedback will sharpen the search far more than any new job ad.
Understand the fee and guarantee
Know when fees are payable, what the replacement guarantee covers and for how long. Put it in writing before the search begins.
Check the agency's credentials
Use a licensed agency with a verifiable track record. Ask for references, licence copies and examples of similar placements.
