Part of the staffing & recruitment agency hub — an educational cluster covering how agencies work, the placement models and how employers and candidates work with them. For decision-style reading, see the staffing & hiring comparisons.
This guide explains how to work with recruiters as a candidate, what to share and ask, and how to stay in control of your own search. It is educational and neutral, with no provider recommendations or rankings.
Who this page is for
- Job seekers approached by or registering with recruiters
- Career changers exploring new fields
- Professionals managing several applications at once
- Anyone unsure what a recruiter does for them
Core concept
The first thing to understand is who pays. In most arrangements the employer pays the recruiter, so the recruiter’s client is the employer, not you. That does not make a recruiter unhelpful — it just means their interests align with filling roles well, and you should manage your search accordingly.
A good recruiter adds real value: access to roles that are not advertised, honest feedback, interview preparation, and advocacy with the employer. Building a clear, professional relationship helps them represent you accurately.
Stay in control of your own search. Keep track of which recruiter has submitted you where, be honest about your situation, and remember that the final decisions — which roles to pursue and which offer to accept — are yours.
How it works
- A recruiter contacts you, or you register and share your details
- You discuss what you want, your experience and your constraints
- The recruiter submits you to relevant roles with your consent
- They prepare you for interviews and pass on feedback
- You decide which roles to pursue and which offer to accept
Plan the hire before you source with the recruitment planning checklist, and keep screening consistent using the candidate screening checklist.
Key considerations
- That the employer usually pays, so the recruiter serves the employer
- Which recruiter has submitted you to which employer
- What personal information you are comfortable sharing
- Whether the roles match what you actually want
- How to keep your own record of your applications
Advantages
- Access to roles that are not publicly advertised
- Interview preparation and honest feedback
- Advocacy with the employer on your behalf
- Market insight on what employers are looking for
- A shortcut to relevant opportunities
Trade-offs
- The recruiter’s client is the employer, not you
- Not every recruiter specialises in your field
- Multiple submissions can clash without coordination
- You still do the interviews and make the decisions
- Pushy recruiters can pressure you toward a quick yes
Common mistakes
- Assuming the recruiter works for you rather than the employer
- Letting several recruiters submit you to the same employer
- Sharing more personal data than you are comfortable with
- Following only the roles a recruiter pushes
- Losing track of where you have been submitted
Practical checklist
- Clarify the recruiter’s specialism and the kind of roles they fill
- Agree consent before any submission to an employer
- Keep your own record of submissions and stages
- Be honest about your situation and what you want
- Prepare independently as well as with the recruiter
- Remember the final decisions are yours
For interviews, draw on the interview question bank and the hiring scorecard guide; to plan the wider workforce, see the workforce planning guide.
Free, printable hiring resources
Plan, interview and onboard consistently — whether you hire directly or through an agency. No signup, no gating.