Questions to Ask a Recruiter

The recommended questions are already picked. Add or remove any.

• Walk me through your search process, from our first call to an accepted offer.Listen for: Clear stages, who does what, and how long each usually takes.
• What do you need from me in the first week to get started well?Listen for: Specific asks: an intake call, a clear brief and interview times.
• How many searches are you running right now, and who will actually work on mine?Listen for: An honest workload and the name of the person doing the work.
• How will we define success for this search, and how will we measure it?Listen for: Shared measures, such as time to shortlist, quality and offer acceptance.
• What usually slows a search down, and what do you do about it?Listen for: Candor about delays on both sides, and a plan for them.
• What happens if the search isn’t working after a few weeks?Listen for: A reset point: revisit the brief, the pay range or the market.

• Where will you find candidates for this role?Listen for: More than job boards: networks, referrals and direct outreach.
• How do you reach strong people who aren’t actively looking?Listen for: A real approach to passive candidates, with examples.
• How will you describe our company and this role to candidates?Listen for: A pitch you’d be proud of, and one that’s accurate.
• Are there companies or people you can’t approach for us?Listen for: Plain answers about any restrictions, so there are no surprises.
• How do you keep the pool wide, so good people aren’t screened out for the wrong reasons?Listen for: A focus on skills and results, not just titles or pedigree.
• What will you tell me about the market for this role before we start?Listen for: Real input on pay, supply and competition for talent.

• How often will I hear from you, and in what format?Listen for: A set rhythm, such as a weekly update you can count on.
• What will a typical update include?Listen for: Activity, candidates at each stage, feedback and risks.
• Who is my day-to-day contact, and how quickly do you usually reply?Listen for: One named person and a reply time you can live with.
• How will you share what candidates say about our company or offer?Listen for: Willingness to pass on unwelcome news, early.
• How do you keep candidates informed while we decide?Listen for: Respect for candidates, because their experience reflects on you.
• If we disagree about a candidate, how do we work it out?Listen for: A partner who explains their view and listens to yours.

• How do you screen candidates before I see them?Listen for: Structured screening against the must-haves, not just résumé matching.
• What will I get with each candidate you present?Listen for: A short write-up: fit, gaps, motivation, pay expectations and timing.
• How do you test motivation and the chance they’ll accept?Listen for: Reasons to move beyond pay, and counteroffer risk raised early.
• Tell me about a recent search like this one. How did it turn out?Listen for: A specific, comparable example with a real result.
• How many candidates do you expect to present, and by when?Listen for: A realistic shortlist and date. Quality over volume.
• How do you handle references and checking what candidates tell you?Listen for: A clear method, done with the candidate’s consent.

• What happens if the person you place leaves or doesn’t work out early on?Listen for: Terms stated plainly and written into the agreement.
• How long does that protection last, and what conditions apply?Listen for: A clear time frame and any exclusions, in writing.
• If the role isn’t filled, what happens next?Listen for: An honest plan and a clear way forward.
• Will you ever approach someone you placed with us about another job?Listen for: A firm no, with the time frame written down.
• What part of your agreement do clients ask about most?Listen for: Openness about the fine print. Read it before you sign.
• How do you protect confidentiality, for us and for candidates?Listen for: Care with sensitive searches and candidate details.