If you have never worked with a recruitment consultancy, it helps to know what a good working relationship looks like.

A conversation about the role

The process usually starts with a discussion of the role, the team and your expectations. A good consultant asks questions rather than simply collecting a job title.

Searching and screening

The consultancy searches for candidates against the brief and reviews their profiles before introducing anyone. This is where a clear brief pays off.

Introductions and follow-up

You meet the candidates who seem to fit, give feedback, and the consultancy supports the process through to a decision.

How you can help

Be open about your timeline and constraints, respond to shortlists promptly, and share honest feedback. The more the consultancy learns from each round, the better the next one gets.

Questions worth asking at the start

A good first conversation goes both ways. You are entitled to ask how the consultancy searches for candidates, how it screens them, how often it will update you and what happens if the first shortlist is not right. Clear answers are a good sign.

  • How will you keep me informed during the search?
  • What do you need from me to start well?
  • How do you handle feedback on candidates?

What a consultancy cannot do

A consultancy can bring focus, reach and process, but it cannot guarantee a particular outcome or timeline. The availability of candidates and the needs of your role both shape what is possible, and an honest partner will tell you what is realistic rather than promising the impossible.

Treat the relationship as a working partnership. The more openly you share about your team and your priorities, the better the introductions will be.

Your part in a good search

The strongest searches are shared effort. Give the consultancy context about your team and priorities, respond to shortlists promptly, and be honest about which requirements are firm and which are flexible. Candidates notice when an employer is organised and responsive, and it improves how they see the role.

Signs the partnership is working

  • You receive fewer profiles, but more of them are relevant
  • The consultant can explain why each candidate was suggested
  • Your feedback is reflected in the next round of introductions
  • You are kept informed even when there is no news

If something is not working

If shortlists repeatedly miss the brief, say so early and specifically. A good consultant will ask questions and adjust the search rather than simply sending more profiles. Equally, if the brief itself is unclear, be ready to revisit it together.