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 there isn't an endless queue of submissions behind the first 3
• Each candidate submission carries more weight and therefore deserves more attention from the client, simply because more effort and judgement went into each submission
• When you define the process clearly (and this is something you must do, especially if you're working on contingency), clients treat you like an advisor
• Fewer choices reduce friction
• In my experience, the vast majority of placements happen within the first 2-3 candidates anyway. Once a search drags 3 strong profiles without traction, placement odds drop significantly. At this point you just have to move on.

Presenting less candidates requires a high-quality shortlist, sure, but if you can't narrow a search down to a few strong candidates, presenting 10 profiles won't get you much more of a placement either way. As recruiters, our job is to be saving our clients time, not flood their inbox. We don't run job boards, we do targeted searches.

This mindset also protects you from getting stuck with unproductive clients. It helps you separate real opportunities from time drains. You'll learn to recognize when a search has gone from profitable to a time-waste, and be willing to walk away.