Thinking About Using a Recruiter? Here’s the Unfiltered Advice I’d Give Anyone I Care About

April 15, 2025

It can feel a little like planning a big Disney trip—you could do it all yourself, but having the right guide saves time, stress, and a whole lot of second-guessing. And just like a Disney travel agent, working with a recruiter like TES Recruiting doesn’t cost you a thing—unless we find you the right person.

Yes, there’s a cost. But the real cost? Your time, your bandwidth, and the opportunity cost of a critical role sitting open.

So how do you know if that cost is worth it? Who should you trust to fill your roles? How do you even begin vetting recruiters? And aren’t they all basically the same?

The answer: No. Not even close.

At TES Recruiting, we might not be the right fit for every company— and we’re okay with that. What we do want is to help you figure out who is. This guide is here to give you the questions, insights, and red flags to look for as you explore the world of recruiting partners.

Because making the right hire starts with choosing the right help.

So, how do you find the right recruiting partner?

Bringing in a recruiter or agency shouldn’t feel like a last-ditch effort—it should feel like a strategic decision. But knowing when to delegate and who to trust with that delegation? That’s where it gets a bit tricky.

If I were starting from scratch and trying to find the right agency, here’s exactly what I’d do:

1. Find a specialist—not a generalist.

You want someone who lives and breathes your industry. If you’re in manufacturing, don’t waste time explaining what a CNC machinist does or why shift flexibility matters. A true specialist already knows. They speak your language, they get the roles, and they’ve already built the networks.

2. Demand data—not just promises.

The right partner can give you real, actionable insight—market demand, salary trends, time-to-fill averages, even candidate feedback on why roles are getting skipped over. If all you’re getting is “we’ll find someone,” you’re not getting enough.

3. Find someone who cares more about your success than closing a deal.

You’ll know them when:

• They take your feedback seriously.
• They don’t argue every candidate they submit.
• They don’t just recycle résumés—they go out and hunt for what you really need.

If they’re constantly defending poor fits, that’s a red flag. The best partners partner—they listen, they adjust, they go again.

4. Choose someone who builds your brand.

A recruiter is your front-line spokesperson. They represent your company to every single candidate they speak to. That means:

• They should be articulate, genuine, and professional.
• They should understand your product, your process, and your values.
• And they should leave candidates thinking, “Wow, that company sounds like a place I’d want to be.”

5. Make sure they take time to understand you.

Your culture. Your people. Your shop floor. Your leadership style. A great recruiter doesn’t just want to fill a job—they want to get it right, and that takes time, questions, and listening.

Great Questions to Ask a Potential Recruiting Partner

Here’s what I’d ask before I handed over a single job order:

• What types of roles do you specialize in? (Look for specificity—“manufacturing and skilled trades,” not “everything from admin to engineers.”)
• Can you walk me through your recruiting process from intake to placement?
• What’s your average time-to-fill for roles like mine?
• How do you source your candidates? (Referrals? Job boards? Social? Their own network?)
• How do you qualify and vet candidates before submitting them?
• Can you share recent examples of similar placements you’ve made?
• How do you handle feedback when a candidate isn’t a fit?
• How do you represent my company to candidates? (They should be able to explain how they pitch your culture, mission, and values.)
• What happens if a candidate doesn’t work out? (Look for clarity on guarantees, replacement policies, and accountability.)
• What do you need from us to be successful? (Great partners will also have expectations of you— and that’s a good thing.)

So where do you find recruiters like this?

Here’s the secret: They’re not shouting the loudest. They’re not dropping their fees to “win the deal.” They’re not desperate to work every req.

They’re busy—because they have loyal clients who trust them. They have strong networks and deep roots in your industry. They’re confident, not arrogant. They’ll say “no” to a role if they’re not the best fit to fill it. They listen more than they talk. They’re more likely to ask “why” than say “here’s how.”

And above all: They show up through their actions and results—not just their words.

Bringing in a recruiter shouldn’t feel risky—it should feel like a relief.

The right partner doesn’t just fill your jobs. They give you time back. They extend your reach. They help you build the team that builds your business.

So take the time to find the right one. Vet them. Ask questions. Be picky.

And if you’re not sure where to start, this guide is a great place to begin.