Recruitment Agency Guide

Job-seekers: Quick myth-bust on “reposted roles.” When a job gets reposted on LinkedIn, it isn’t some automated cosmic event that happens when the stars align or the algorithm gets bored. It’s done manually. By a human. A recruiter, hiring manager, or TA partner clicking a button saying: “Reopen this — we need more candidates.” Why does this matter? Because one of my career-coaching clients messaged me this week confused and a bit deflated. He was mid-process, had a screening call booked, then suddenly the call was cancelled with no explanation and no option to rebook. A day or two later… 💥 The same role reappears on LinkedIn. Freshly posted. Ta-da. No automation. No accident. A deliberate signal that something changed internally — priorities, profile, budget, hiring bar, candidate pipeline, internal feedback, etc. And here’s the uncomfortable truth nobody tells job-seekers: Recruitment processes are messy. They shift. They stall. They reset. And sometimes they quietly hit the “start again” button. Seeing a repost doesn’t mean you did anything wrong… It can mean the brief changed. It can mean hiring forgot to give feedback. It can mean the preferred candidate went cold. It can mean the hiring manager had a nervous breakdown after market mapping returns came back. (Kidding… mostly.) But it’s not random. Takeaway for job-seekers: 1️⃣ Don’t take it personally. Pipelines reset all the time. 2️⃣ If you were in process, always ask for clarity (professionally). 3️⃣ If the role resurfaces, you can re-apply — or even better, message directly. 4️⃣ Treat recruitment as non-linear. Because it is. 5️⃣ Ideally you should have closure on your own application before it’s reposted but sometimes due to volumes or TA Team using legacy systems and processes that doesn’t happen. Not exusing it, just clarifying. Hiring in 2026 isn’t a straight line — it’s more like trying to parallel park in a busy London street: tight timing, limited information, and a dozen people silently judging. Stay resilient. Stay proactive. And don’t build your self-worth off someone else’s process hygiene.

The 4 Red Flags I Now Check Before Taking Any Executive Search I walked away from $175K in fees. The CEO couldn't understand why. "We're offering top dollar. PE-backed. Growth trajectory looks incredible." All true. But after 200+ executive placements, I've learned something: The wrong search will cost you more than any fee you'll ever collect. Here are my 4 red flags that make me pass: 1. They Want a "Purple Unicorn" "We need someone with 20 years of SaaS experience, but startup energy. Oh, and they should've scaled a company from $10M to $100M. Twice. In our exact vertical." If the job description reads like a wishlist to Santa, they're not ready to hire. They're looking for someone who doesn't exist. 2. The Hiring Manager Won't Commit Time If they won't invest 30 minutes in a intake call, they won't invest in onboarding. I've seen great executives fail because their new company treated hiring like ordering from Amazon. 3. They're Replacing a "Rockstar" Who Left Suddenly When I hear "We don't know why Sarah left, she just... did," I dig deeper. Every time—EVERY TIME—there's a story. Usually involving broken promises, shifted goalposts, or a culture that burns through talent. 4. The Comp Discussion Feels Like a Hostage Negotiation "What's the absolute minimum we can pay to get someone decent?" Companies that nickel-and-dime on executive comp will nickel-and-dime on everything else. Resources. Support. Growth opportunities. They don't want a leader. They want a bargain. Here's what I've learned: Great searches start with honest conversations. About what went wrong before. About what success actually looks like. About whether they're ready to support—not just hire—exceptional talent. The best clients I work with? They're not perfect. But they're transparent about their imperfections. Finding the right executive isn't about painting a perfect picture. But it needs to be an accurate one. What's your biggest red flag when evaluating a new opportunity?

8 Red Flags To Watch For In Your Next Interview (Avoid Companies That Do These): 1. Disorganized / Rushed Scheduling Great companies have a clearly defined and documented process around scheduling, communicating, and moving candidates through the process. If the company is: Rushing you to book something Spotty with scheduling Rescheduling multiple times That’s a sign of larger issues. 2. Vague On The Role & It’s Responsibilities Great companies have a clear plan for every new hire that they make. If the job description for the role is vague, and the interviewer: Can’t provide more clarity Can’t speak to clear, tangible goals Can’t clearly define who would be a good fit It means whoever is hired is going to be set up to fail. 3. There’s A Lack Of Mutual Respect Great interviewers understand the interview is a two-way street. They show each candidate a level of mutual respect in their demeanor, questions, etc. If your interviewer is lacking in those areas, especially respect, that’s a big red flag. Ex: One of our clients last year was interviewed by someone who was in the middle of biking to get lunch. 4. Too Much Emphasis On “Fit” Over Skills Cultural fit is a critical part of making a great hire. But if an interviewer is focusing the majority of the conversation on how you’d fit the culture and there’s a lack of focus on your actual skills? That’s a company that’s more prone to: - Bias - Valuing personality over performance - A lack of diversity around ideas, solutions, etc. 5. Overselling The Company & Role Every role should have a vision for how it’s going to drive success for the company, team, and individual. But be wary if the interviewer is focusing 100% of their energy on talking about how amazing the company is with no mention of challenges, weaknesses, or struggles. If you find yourself in this position, asking questions like: “What’s the biggest challenge your team is facing right now?” “You mentioned [Initiative], what’s the largest hurdle the team will have to overcome to make that a success?” 6. Vague Answers To Your Questions Great companies should be able to provide clear answers around: - Goals - Challenges - Responsibilities - Vision - Etc. If your interviewer is providing vague answers or seems unwilling to provide that information? That’s a big red flag. 7. Trick Questions Or “Brain Teasers” “How many ping pong balls fit on an 747 airplane?” “How many gas stations are in Manhattan?” These types of brain teaser questions are often used by companies that are completely out of touch. They’ve been proven to have no impact on capability and top companies have moved away from them. Be wary of companies that put stock in questions like this.

5 signs you’re dealing with problematic recruiters: 1. They consistently show little regard for your time Rescheduling interviews at the last minute. Asking you to complete a time-consuming task with barely a day’s notice. Expecting flexibility that they don’t offer in return. These seemingly small actions often speak volumes about a recruiter’s approach, and more importantly, the culture they represent (and the possible lack of respect). If they treat your time as disposable during the hiring process, they likely won’t respect your boundaries or capacity later. 2. They ghost after multiple rounds You’ve taken time off work, shown up prepared, completed a take-home assignment, and done 1-2 rounds with the company. In short, you’ve invested significant time, effort and emotional energy. And then…crickets. No feedback, no updates, no contact. Not the position you want to be in, and if the recruiter ever resurfaces for a new role again, I’d be very wary. 3. They ask for free consulting Sometimes the red flag shows up early, in the form of “exploratory conversations” that are oddly one-sided. Some examples: solving business problems, presenting strategic ideas, or walking them through your playbooks, all before there’s even a job description or a clear process in place. If it feels like they’re more interested in picking your brain than genuinely assessing your fit, trust that instinct. Your expertise isn’t free, and you’re not there (and don’t want to be as well!) to give out strategy decks for nothing. 4. They keep pushing roles that don’t match your goals You’ve clearly stated your preferences, whether it’s a leadership role in product or a position in marketing. Yet they continue to send you job listings that are wildly misaligned. That’s not a misunderstanding. It’s a signal that they’re not actually listening to you, and that they may be more focused on filling their own pipeline which may not be a right fit. 5. They are consistently vague and non-committal This happens quite frequently. You ask what to expect next and all you get are generic replies like “We’ll circle back” or “We’re still aligning internally”. The occasional response is acceptable, as recruiters may not have full visibility at that point in time. But if it’s consistently the case, it’s not just a lack of information but a lack of respect for your time and clarity. Good recruiters will always have a pulse on the recruiting process, and even if they don’t have it yet, they will provide some visibility (eg. “We don’t have all the details yet, but I’ll update you by Friday”). Most recruiters I’ve worked with have been great: thoughtful, hardworking, honest and professional in all their dealings. But like in any profession, there are also a few who fall short, whether due to inexperience, misaligned incentives and motivations, or simply a lack of care for candidate experience and how they represent companies.

I was chatting with two agency friends at our recent Melbourne Talent Meetup. And we ended up discussing what things I value in a good agency partner. Here's my list: • They are domain specialists. They have a deep understanding of the industry they recruit in, not just claim they do. They understand the roles you're hiring for and have good connections in that space. • They provide market insights. They are able to give you insights into competitors and the current landscape, and what talent is looking for. • They have a clear process. Good agencies can explain how they find and screen candidates, and how they'll represent your company when talking to people. • They are willing to challenge and don't just say "yes" to everything. The best ones will speak up when they think there's a better approach. • They have good communication. They'll give you regular updates, even when there may not be an update yet, so you can communicate internally. • They treat candidates well, knowing it will ultimately reflect on your company. Find the ones that create positive experiences for everyone they talk to. • They don't just copy your job ads word for word, but add value with targeted messaging that attracts the right people. • They can tell a candidate's story effectively and talk beyond keywords on their resume. • They respect boundaries – The best agency partners understand and respect internal communication structures. They don't bypass agreed channels to reach out directly to hiring managers or other team members without permission. • They get involved – While not essential, I really value agencies that give back to the industries they serve. Whether they're running events, creating helpful resources, or supporting professional communities. That's about it ☺️ Do you think this is too demanding? I personally think it just helps you build true partnerships where both sides see long-term success, not just filling jobs. #talentacquisition #recruitmentpartnership #agencyrecruitment

After 25+ years in recruitment, I'm sharing the manipulation tactics some recruiters use to pressure candidates into hasty decisions - and how to protect yourself.   1. Artificial Urgency: "This offer expires tomorrow" - Ask for justification of the timeline and request reasonable consideration time. 2. False Exclusivity: "You're our top choice" - Inquire about the selection process and how many candidates are being considered. 3. Negotiation Shutdown: "The salary isn't negotiable" - Everything in business is negotiable. Explore total compensation package options. 4. Competitive Pressure: "Other candidates are willing to take less" - Focus on your value proposition rather than external comparisons. 5. Scarcity Manufacturing: "This is a unique opportunity" - Research similar roles in the market to verify claims. 6. Information Control: Withholding salary ranges - Ask upfront and research market rates independently. 7. Professional Pressure: "We need someone who can start immediately" - Maintain professional notice periods regardless of pressure. 8. Good Cop/Bad Cop: "The hiring manager liked you, but..." - Request direct feedback and clear communication channels. 9. Vague Advancement Promises: "This role typically leads to quick promotion" - Ask for specific timelines and advancement criteria. 10. Competition Anxiety: "We're interviewing other candidates this week" - Focus on role fit rather than artificial competition.   Quality recruiters partner with candidates and provide transparent communication. Manipulative tactics indicate recruiters prioritizing placement speed over candidate fit.   Trust your instincts and take time for informed decision-making regardless of external pressure.   What recruiter tactics have you encountered that raised red flags?   Sign up to my newsletter for more corporate insights and truths here: https://lnkd.in/ei_uQjju   #deepalivyas #eliterecruiter #recruiter #recruitment #jobsearch #corporate #professionaladvice #candidateprotection #careerstrategist

🚨"Recruiters only care about commissions!" 💥 That’s the myth. That’s the transactional view of recruitment. And to be honest, it does exist in some corners of the industry. (Or at least, I'd like to believe is a small part of the industry) But it’s also the biggest misunderstanding people have about what recruitment really is. Or what it can be. Because when you do it right, it’s transformational, not transactional! In the last 10 days, I met 4 candidates in person to celebrate their new job. Every single one of them said: “No recruiter has ever followed up, cared, or celebrated like this.” I’ve helped clients find the right hire without pushing for the highest salary, because I knew what was fair and what would actually work for both sides. No ego. No pressure. Just what I believed was the right thing to do. I’ve had breakfast, lunch and dinners with hiring managers to deeply understand their challenges - and I’ve been asked for advice that goes beyond recruitment. It’s humbling. It’s exciting. It builds trust. We run events to connect people. We share knowledge to strengthen industries. And I’ve also made actual friends through this work. (Thanks to the advice of the greatest Patrick Murray) It started with a job conversation. It turned into a real connection. And when a client comes back and says: “We couldn’t have done this without you…” That’s my win. Recruitment is a relationship between three parties. Client. Candidate. Consultant. And when it works is a win-win-win. 🎯 The hiring manager finds the person who helps them hit their targets. 🎯 The candidate turns a tough chapter into a breakthrough moment. 🎯 The recruiter gets to be the bridge that makes it all happen. If you think recruitment is just about closing deals, you’ve missed the point. The best recruitment isn’t transactional. It’s personal. It’s life-changing. And it’s something we need to talk about more. #recruitment #talentacquisition #recruiterlife

Why Recruitment Agencies Can’t Help with Career Changes   I speak with hundreds of candidates, and many tell me they’re looking to make a significant career change into a completely different role or discipline. Unfortunately, as much as I’d love to help, recruitment agencies are rarely in a position to facilitate such transitions.   Here’s why:   ✅ Companies with flexibility usually hire through their own networks If an employer is open to candidates from non-traditional backgrounds, they often find someone themselves—through referrals, networking, or internal hiring.   ✅ Recruitment agency fees mean companies want a ‘plug and play’ hire. Hiring through an agency comes with a hefty fee. In my experience, if a company is willing to invest in agency recruitment, they expect a near-perfect match—someone who can hit the ground running and deliver immediate value.   ✅ Clients rarely accept candidates outside the job spec In my 20 years in recruitment, I’ve never had a client say, “We’re open to hiring someone with a completely different background.” If anything, they insist on candidates matching the job description as closely as possible.   So, if you're looking to make a career shift, traditional recruitment channels may not be your best bet. Exploring direct applications, networking, upskilling, and personal branding can be far more effective.   What’s been your experience with career changes? It would be great to hear your thoughts!

Today I was contacted twice by two separate tech recruiters… Both messages claimed that my experience aligned perfectly with their roles. One was for a Senior Network Engineer. The other? A Juniper Network Engineer. The problem? I’m a Technology Recruiter — and my background clearly reflects that. There’s zero technical engineering experience on my profile. Not even close. This isn’t just a small mistake. It’s a clear example of a bigger issue in our industry: - Mass messaging without intent - No due diligence - Spray-and-pray tactics - Zero understanding of candidate backgrounds - Hoping that quantity wins over quality Let’s be real — this is laziness disguised as effort. And it's one of the key reasons agency recruiting has taken such a reputation hit. Hiring managers are trusting agencies to find top-tier talent. And yet, many recruiters are doing the bare minimum, crossing fingers that their inefficiency might just accidentally lead to a placement. We can do better. We have to do better. - Know your audience. - Personalize your outreach. - Understand the role and the candidate. - Build trust — don’t burn bridges. Recruiting is more than just matching buzzwords. It’s about connecting the right people to the right opportunities. That starts with respecting the profession and the people in it. #recruiting #techrecruiter #recruitment #talentacquisition #agencyrecruiting #candidateexperience #respectthecraft

2026 planning should start now.  If I was running a $50M travel nurse staffing firm looking to grow 30% next year (i.e. add $15M in new contracts), here’s exactly what I’d do: Assumptions: - Mix of MSP/VMS plus some direct hospital relationships. - Average 13-week contract value: ~$25K. - ~80% clinician retention (extensions/repeat contracts). Recruiter team is hitting target placements in total, but unevenly distributed. 1. Stress Test Growth Targets Compare 2025 placement volume vs recruiter headcount and marketing spend. Are you adding $15M on the same recruiter base? If so, either margins need to rise, or more direct contracts are needed. 2. Stress Test Pipeline Coverage What’s the open req volume vs. candidate supply? If it takes 33 leads to get a submission, and 10 submissions to get 1 offer in nursing, is there enough pipeline to cover +15% target placements? If not, you’re behind by Q1. 3. Find Recruiter-Channel Fit Where are your top recruiters performing and why? Is it outbound? Inbound? Relying only on Vivian or Indeed is not a strategy. At some point, you’ll reach diminishing returns on a single channel. Plus, when your single channel fails to perform, your growth targets will fail. Direct sourcing, other job boards and programmatic ads all need ROI models. At higher bill rates (locums, critical access hospitals), double down on high-touch recruiter outreach. At lower bill rates, lean on automation and SMS. 4. Retention is Growth To hit 80% clinician retention will take REAL work and strategising. Extension campaigns (start 6 weeks before contract ends). Dedicated recruiters for repeat travelers. Use sub-to-offer ratios to steer clinicians toward jobs with higher placement likelihood. Show them real odds so they trust your guidance. After every assignment, capture what worked and what didn’t. Use this info to match them better next time. Retention perks (even small gestures) make clinicians more likely to stay with you. 5. Route the Best Jobs to the Best Recruiters Top recruiters are 5–7x more productive than the average. Design comp plans with real upside for over-performance. Be willing to part with the bottom 20%. Every high-value job should land with the recruiter who can close it fastest. 6. Analyze job supply and find a niche Where are submissions uncompetitive and more likely to convert? Double down there.