Should You Market the Founder, the Recruiters or the Firm’s Brand? Whose name should be out front? For a lot of recruiting firms, that question gets surprisingly complicated. The founder has the experience, relationships, and reputation. The recruiters are the people clients and candidates actually work with. Meanwhile, the firm needs a recognizable identity that can eventually stand on its own. So, which one should your recruiting firm branding strategy prioritize? Cole Windler breaks...
The firm name is a wrapper. The recruiter is the product.
Ask a hiring manager which agency they work with, and many will hesitate. Ask which recruiter they work with, and the answer is instant.
I read this SIA article on the world's largest direct-hire firms, and it got me thinking.
The global direct-hire market is worth about $75.6 billion. The 10 biggest firms in the world hold just 7% of it, and the biggest of all, Perso...
Why aren't candidates allowed to use AI during technical assessments, even when the job itself does not prohibit it? Interviewers don't let candidates use AI during technical challenges because it blurs the line between knowing and not knowing core programming concepts, and why would you want that line to be blurred during an interview? You have about 60-90 minutes to evaluate whether the true knowledge of a candidate. AI can be picked up fairly quickly, whereas picking up programming takes a...
Cold candidate outreach HAS to be multipurpose
Every cold candidate outreach has to serve multiple purposes.
Sure, the primary goal is to recruit the candidate, but that rarely happens on the first touch. Recruiters that think long-term and aren't purely transactional look to provide value and gather insights in every candidate interaction.
Here's a practical example of how a candidate and recruiter can exchange value, even when the interaction is clearly not headed towards a placement in the near foreseeable future:
Gather Candidate...
Present LESS candidates - get MORE placements
The catch is that the candidates have to be strong matches.
One of the things I was taught during training at a recruitment firm, was setting rules of engagement with clients before the search even starts.
I'm clear about this during the qualification conversation: they'll receive a tight shortlist of 3-5 candidates. They will likely want to meet all of them. If none get an offer, we need to requalify the position.
Why presenting less candidates works
- Clients move faster when they know ...
Should You Market the Founder, the Recruiters or the Firm’s Brand? Whose name should be out front? For a lot of recruiting firms, that question gets surprisingly complicated. The founder has the experience, relationships, and reputation. The recruiters are the people clients and candidates actually work with. Meanwhile, the firm needs a recognizable identity that can eventually stand on its own. So, which one should your recruiting firm branding strategy prioritize? Cole Windler breaks...
The firm name is a wrapper. The recruiter is the product.
Ask a hiring manager which agency they work with, and many will hesitate. Ask which recruiter they work with, and the answer is instant.
I read this SIA article on the world's largest direct-hire firms, and it got me thinking.
The global direct-hire market is worth about $75.6 billion. The 10 biggest firms in the world hold just 7% of it, and the biggest of all, Perso...
Why aren't candidates allowed to use AI during technical assessments, even when the job itself does not prohibit it? Interviewers don't let candidates use AI during technical challenges because it blurs the line between knowing and not knowing core programming concepts, and why would you want that line to be blurred during an interview? You have about 60-90 minutes to evaluate whether the true knowledge of a candidate. AI can be picked up fairly quickly, whereas picking up programming takes a...
Cold candidate outreach HAS to be multipurpose
Every cold candidate outreach has to serve multiple purposes.
Sure, the primary goal is to recruit the candidate, but that rarely happens on the first touch. Recruiters that think long-term and aren't purely transactional look to provide value and gather insights in every candidate interaction.
Here's a practical example of how a candidate and recruiter can exchange value, even when the interaction is clearly not headed towards a placement in the near foreseeable future:
Gather Candidate...
Present LESS candidates - get MORE placements
The catch is that the candidates have to be strong matches.
One of the things I was taught during training at a recruitment firm, was setting rules of engagement with clients before the search even starts.
I'm clear about this during the qualification conversation: they'll receive a tight shortlist of 3-5 candidates. They will likely want to meet all of them. If none get an offer, we need to requalify the position.
Why presenting less candidates works
- Clients move faster when they know ...