How to Choose a Recruitment Partner

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

If you’ve never worked with a recruiting firm before… how do you actually decide who to trust? This is something I’ve always been curious about — especially from hiring managers and executive leaders who tell me the same thing: “Every recruiter says they have the best network, the best process, the best candidates.” So how do you really know who can deliver? How do you determine the right recruiter to partner with? Here’s what I recommend to anyone selecting a recruiting partner for the first time: How to Qualify a Recruiting Firm - You should treat this conversation as if you were interviewing a candidate for the job - Do you have specific criteria a recruiting firm must have or are you just telling the candidate/recruiter to walk through their resume? 1. Ask about their specific experience in your function + industry. Not just: “We place accounting & finance professionals.” More like: • How many Controllers have you placed? • How many were with PE-backed Portfolio companies? • What were the results? 2. Dig into their process — step by step. If they can’t explain how they source, assess, qualify, and deliver talent… that’s a problem. Clarity = competence. 3. Ask about their speed — and ask for proof. Not promises. Not: “we have a big database.” They should provide actual examples of how quickly they delivered interview-worthy candidates in similar searches. 4. Look for evidence of a real candidate network. -Years in the market. -Referrals. -Repeat clients. -Long-term relationships. -LinkedIn connections This matters more than any tech stack. 5. See if they can articulate the profile before they start. A proven and knowledgeable recruiter should be able to say: “Here’s what top talent in this type of role usually looks like… and here’s what we’ll avoid.” Red Flags When Choosing a Recruiting Partner 1. They agree to everything… immediately. If there’s no pushback, no questions, no challenge to your assumptions - they’re not thinking deeply about your search and/or they don't know the market well enough to consult if your expectations are off or on target. 2. They lead with price instead of outcomes. Cheap recruiting is expensive when the wrong hire sets you back 12 months. 3. They can’t explain why a past search was successful. Good recruiters understand the “how,” not just the results. 4. You ask about their Accounting/Finance recruiting expertise… and get a generic answer. Specialized searches require specialized knowledge. When you haven’t worked with a recruiting firm before, how do YOU decide who’s worth partnering with? What earns your trust — and what loses it immediately? Drop your thoughts below.

Yes—headhunters hire headhunters too. When people ask why we invest in external executive search partners, the answer is simple: We know the impact the right hire can have—because we see it every day in our clients' businesses. But executive search for search consultants? That’s not our niche. So we bring in specialists. When we needed to scale that part of our business, we brought in help. And here’s what I looked for when choosing a headhunter: → Market knowledge: Are they deeply embedded in the executive search industry—not just talking the talk, but knowing the players, the trends, and the moves happening across firms? → Candidate depth: Do they really know their candidates—or are they just forwarding polished CVs? I wanted someone who could tell me about a candidate's trajectory, challenges, and style—not just their LinkedIn highlights. → Strategic perspective: Can they advise us on how to structure our team based on what they’ve seen actually work in other firms? I wanted market intelligence, not just recruitment. → Transparency: I value clear communication, context on why someone is a great fit, and a straight answer if something doesn't align. I look for headhunters who don’t sugarcoat. → Partnership mindset: Are they in it for the long haul—or just the quick placement? Working with a great headhunter brings an outside-in perspective. Someone who sees patterns, spots pitfalls early, and challenges your thinking in ways internal teams often can’t. And I'll be honest: investing in headhunting services isn’t a small line item. But it is one of the smartest bets we make. It’s easy to think search firms wouldn’t need search partners. But the truth is, when done well, headhunting delivers asymmetric value. Because great hiring isn’t just about filling roles. It’s about finding leaders who change what’s possible. And yes—we’re willing to invest in that, too. → Curious what we look for when we're the client? Happy to chat Even we hire headhunters—because great people strategy starts with great partners.

You're not paying a recruiter to find candidates. You're paying them to close them. Historically, recruitment agencies were valued for their network and ability to source talent. But AI and automation are steadily democratising that. Which raises the question: if everyone will eventually have access to tools that can find most of the relevant talent pool, where does an external recruiter's value come in? The answer: tackling the next constraints in the recruitment process. The best recruiters don’t stop at sourcing. They know it's just the starting point. 𝗝𝗼𝗯 𝗽𝗼𝘀𝗶𝘁𝗶𝗼𝗻𝗶𝗻𝗴. Your ability to position your vacancy in the market is vital, especially in competitive hiring. A professional recruiter will take your job and craft compelling recruitment narratives: adverts, outreach messages, interview pitches. They'll know what makes your ideal candidate tick and position the role accordingly. 𝗔𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁. How you assess the candidate’s skills, motivations, and concerns (as early in the process as possible). Done well, an external recruiter should remove the initial screening stage from your interview process entirely. This lets you cut interview stages and get into technical assessment faster. 𝗖𝗹𝗼𝘀𝗶𝗻𝗴. Managing the negotiation and closing process to get your ideal person over the line. By this point, it's been weeks since you opened the role. You've interviewed multiple candidates. You've picked your winner. You want an expert in your corner who can navigate concerns, objections, and competing offers to get the deal done. So when you're evaluating recruitment partners for 2026, ask them to walk you through their process beyond finding candidates. Get them to show you examples of how they position jobs. What their assessment process looks like. How they manage closing in competitive markets. If they can't answer those questions clearly, they're selling you a service AI will replace.

How to Form a Successful Partnership with a Recruiting Firm: What Your Company Needs to Know Partnering with a recruiting firm can be a game-changer, streamlining the hiring process and connecting you with the best candidates. However, like any successful partnership, it requires mutual understanding, clear communication, and collaboration. Here’s how your company can maximize the value of its partnership with a recruiting firm, and what the recruiting firm needs from you to deliver exceptional results. 1. Define Clear Objectives and Expectations Before engaging with a recruiting firm, it's crucial to have a clear understanding of your hiring needs. Whether it's filling a specific role or building an entire team, clearly outline your objectives. Be transparent about your company culture, the skills and experience you're seeking, and any other key attributes you value in candidates. What the Recruiting Firm Needs The firm needs a detailed job description, a deep understanding of your company's culture, and insights into the nuances of the role. The more information you provide, the better equipped they’ll be to find the right candidates. 2. Establish Open and Ongoing Communication Communication is the backbone of any successful partnership. Regular updates and feedback are essential to ensure alignment throughout the hiring process. Set up regular check-ins to discuss progress, adjust strategies, and share feedback on candidates. What the Recruiting Firm Needs Timely and honest feedback on the candidates presented, including specific reasons why a candidate may or may not be a fit. This helps the recruiting firm refine their search and tailor their approach to better meet your needs. 3. Trust the Expertise of the Recruiting Firm Recruiting firms bring specialized knowledge and experience to the table. Trusting their expertise means being open to their suggestions, even if they sometimes differ from your initial expectations. A good recruiting firm will know the market trends, salary benchmarks, and where to find the best talent. What the Recruiting Firm Needs   The freedom to leverage their expertise in candidate sourcing, screening, and evaluation. By giving them autonomy, you allow them to use their skills to find candidates who may not be on your radar but are a perfect fit for your organization. 4. Build a Long-Term Relationship A one-time transaction rarely leads to the best outcomes. Investing in a long-term relationship with your recruiting firm can lead to better results over time. They’ll develop a deeper understanding of your company’s needs, culture, and long-term goals, which will allow them to deliver even better candidates in the future. What the Recruiting Firm Needs Commitment to ongoing collaboration and trust-building. A long-term partnership allows the recruiting firm to become an extension of your HR team, leading to a more effective and efficient hiring process.

𝗬𝗲𝘀𝘁𝗲𝗿𝗱𝗮𝘆’𝘀 𝗽𝗼𝘀𝘁 𝗵𝗶𝘁 𝗮 𝗻𝗲𝗿𝘃𝗲. I have been flooded with messages asking: “How do I know if I’m working with the right recruiter?” Here’s what you should actually be looking for 👇 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆 𝗶𝘀 𝗻𝗼𝗻-𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝗯𝗹𝗲 Before your résumé leaves their inbox, you should know: • The company name • Scope of the role • Why the position is open • Reporting structure • Compensation range Always tell the recruiter they need your verbal permission before ever submitting your resume to a client. 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘇𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝗶𝘀𝗻𝘁 𝗮 𝗻𝗶𝗰𝗲 𝘁𝗼 𝗵𝗮𝘃𝗲 , 𝗶𝘁𝘀 𝗮 𝗻𝗼𝗻-𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝗯𝗹𝗲 Do they specialize in your field of expertise? Are they a thought leader in your vertical?  Are they connected to reputable industry associations? A big firm name is not a guarantee. Some of the largest firms in this industry have recruiters working desks so wide they couldn't tell you the difference between a CFO and a Controller. The brand on the door doesn't make the recruiter behind it good at their job. Vet the individual, not just the logo. 𝗔𝘀𝗸 𝗳𝗼𝗿 𝗿𝗲𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀 Speak with candidates they’ve placed. Speak with clients they’ve partnered with. Ask what companies they actively represent in the market. The quality and reputation of the organizations they align with says a lot about them. A recruiter who’s built real relationships won’t hesitate. 𝗜𝗻𝗳𝗹𝘂𝗲𝗻𝗰𝗲 𝗶𝗻 𝘁𝗵𝗲 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 Submission is transactional. Influence is relational. Do they have a voice in the process? Do they have relationships with those doing the hiring? Ability to advocate for YOU behind closed doors? Recruiters with influence can:  • Position your story  • Address concerns proactively  • Help change interview dialogue That changes outcomes. 𝗔 𝗽𝗶𝗲𝗰𝗲 𝗼𝗳 𝗮𝗱𝘃𝗶𝗰𝗲 𝘁𝗵𝗮𝘁 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗱𝗼𝗻’𝘁 𝗹𝗼𝘃𝗲 𝗵𝗲𝗮𝗿𝗶𝗻𝗴... Stop plastering your résumé everywhere.  • Job boards.  • Mass applications.  • Seven recruiters at once. You are diluting your brand. True Executive search is relationship-driven, not volume-driven. Choose 2–3 trusted partners. Build real relationships. Your résumé is your reputation. Be selective about who carries it into the market. The right recruiting partner doesn’t just find you a job. They protect your career while they do it. #ExecutiveSearch #FinanceLeadership #AccountingCareers #CFO #FinanceJobs

How to choose the right recruiting partner? Every good recruiting partnership has two key roles: - Talent Strategist: They understand your hiring needs deeply and think long-term. - Relationship Builder: They know how to connect you with the right candidates effortlessly. You need both. A strategy without relationships doesn’t deliver. And relationships without strategy won’t scale. A recruiting partner isn’t just someone who sends resumes. 𝘛𝘩𝘦𝘺 𝘤𝘭𝘪𝘤𝘬 𝘸𝘪𝘵𝘩 𝘺𝘰𝘶. You need someone who aligns with your: - Values: Do they understand your company culture? - Vision: Are they invested in your long-term goals? - Urgency: Are they as committed to delivering results as you are? But alignment is only half the equation. Their strengths should complement yours. For example, some clients I work with are brilliant at building teams but need help refining their hiring process. Others know exactly what their company needs but struggle to find the right talent. That’s where a great recruiting partner steps in: They bring clarity to chaos. They help you see the gaps. They deliver results when it matters most. Because the best partnerships aren’t just about filling positions. They’re about building trust, one hire at a time.

Hiring the best people can mean the difference between success and mediocrity. Sometimes your internal team can do the job. But there are some circumstances where partnering with an external recruiter is WELL worth it… 𝗜 𝗿𝗲𝗰𝗼𝗺𝗺𝗲𝗻𝗱 𝗲𝗻𝗴𝗮𝗴𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗮𝗻 𝗲𝘅𝘁𝗲𝗿𝗻𝗮𝗹 𝘀𝗲𝗮𝗿𝗰𝗵 𝗳𝗶𝗿𝗺 𝘄𝗵𝗲𝗻: 1️⃣ 𝗬𝗼𝘂’𝗱 𝗯𝗲𝗻𝗲𝗳𝗶𝘁 𝗳𝗿𝗼𝗺 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗽𝗮𝘀𝘀𝗶𝘃𝗲 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀.  The best people aren't actively seeking jobs; they're being poached by recruiters. 💡It’s usually a lot ‘cleaner’ to use a 3rd party recruiter to approach employees from other companies about a potential job opportunity. 2️⃣ 𝗬𝗼𝘂’𝗿𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲𝘀 𝗼𝗿 𝘀𝗲𝗻𝗶𝗼𝗿 𝗿𝗼𝗹𝗲𝘀. Something I’ve learned in my journey of founding Alt Protein Partners is that recruiting for executive and senior roles is SUBSTANTIALLY different from all other recruiting! 💡Executives are used to interacting with polished executive search firms. I’ve heard SO MANY EXECUTIVES say they’re off-put when an internal, more junior recruiter reaches out rather than someone from the C-suite or a professional executive search firm. 3️⃣ 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆 𝗼𝗳 𝘁𝗵𝗼𝘂𝗴𝗵𝘁 𝗶𝘀 𝗴𝗲𝗻𝘂𝗶𝗻𝗲𝗹𝘆 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 𝘁𝗼 𝘆𝗼𝘂. I’ve always believed that true diversity comes from a broad range of backgrounds and experiences. 💡If you’re trying to diversify your talent pipeline and bring in fresh perspectives, you need to broaden your talent pool. External recruiters will tap into networks beyond your immediate circle. 4️⃣ 𝗬𝗼𝘂 𝗮𝗿𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 𝗳𝗼𝗿 𝗵𝗶𝗴𝗵-𝘀𝘁𝗮𝗸𝗲𝘀 𝗿𝗼𝗹𝗲𝘀. If you’re hiring for a role that can make or break your company's trajectory, you should engage the best external recruiting firm you can find, without hesitation. 💡The risk of missing the mark on critical hires is too great compared to the marginal added cost of hiring a specialized recruiting firm. 5️⃣ 𝗬𝗼𝘂’𝗱 𝗯𝗲𝗻𝗲𝗳𝗶𝘁 𝗳𝗿𝗼𝗺 𝗺𝗮𝗿𝗸𝗲𝘁 𝗶𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲. External recruiters with an industry focus (ehem, Alt Protein Partners) will provide valuable insights on market conditions, comp benchmarks, and how your employer brand is perceived. 6️⃣ 𝗬𝗼𝘂’𝗿𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 𝗳𝗼𝗿 𝗮 𝘁𝗶𝗺𝗲-𝘀𝗲𝗻𝘀𝗶𝘁𝗶𝘃𝗲 𝗿𝗼𝗹𝗲. If you’re in a situation where every day without a hire carries a high opportunity cost, you might want to hire an external recruiter. 💡Good recruiting firms know how to drive an expeditious hiring process and can keep everyone in lock-step. 🏠 𝗪𝗵𝗲𝗻 𝘀𝗵𝗼𝘂𝗹𝗱 𝘆𝗼𝘂 𝘀𝘁𝗶𝗰𝗸 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂𝗿 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝘁𝗲𝗮𝗺, 𝗶𝗻𝘀𝘁𝗲𝗮𝗱? ➡️ If you’re hiring for junior, low-stakes roles, or if there is a lack of internal alignment on the role, you’ll likely be better off saving a few $$ and utilizing your internal team. _______________🌱 If you’re not sure if hiring a recruiter is the right move, feel free to reach out to me. I'll do my best to share my honest opinion.

If you’re working with a recruiter that is just sending resumes and is not prepping candidates — run far, far away. I spoke to a candidate the other day who was interviewing with a client I know. I asked her, “What did the other recruitment agency tell you about the role and the company?” She said, “Not much — just the title and the company name.” I followed up and asked if she knew anything else about the company or the role. She said no. Her interview was the next day. This is exactly what I mean when I say that working with the right recruitment agency is incredibly important. Recruitment is not just about sending CVs. It’s about:  • Taking the time to understand the business and the role  • Preparing candidates so interviews are meaningful, not introductory  • Making sure candidates show up informed, confident, and aligned  • Protecting your brand in every conversation Choose partners, not resume senders.