Building Relationships with Recruitment Agencies

Treat your recruiting team the way you'd want them to treat your candidates. Your recruiters can only deliver what you enable them to deliver. No clarity from hiring managers means no clarity for candidates. Here's what this principle actually means: 1. Give them real ammunition, not job descriptions Recruiters can't sell what they don't understand. Yet most hiring managers hand them a JD and say "go find someone." Then wonder why candidates aren't excited. Do a real kickoff. Create an intake doc. Brief your recruiters like you'd brief your sales team. Why does this role matter? What will this person actually build? Show them the real impact. When recruiters understand the mission & the role, candidates feel it. 2. Stop making them chase you for answers Imagine if you applied somewhere and waited a week for every response. That's what recruiters face internally. They message candidates "we'll get back to you soon" while waiting days for your feedback. They look incompetent because you're not responding. Every delayed decision is a recruiter losing credibility with a candidate who has three other offers. 3. Your urgency becomes their urgency When a CEO personally joins a recruiting standup or sends a quick note about why a role matters, everything changes. Recruiters move faster. They push harder. They believe more. Send emails on their behalf. Jump into nurture sequences. When hiring is treated as "HR's problem," recruiters feel it. And so do candidates. The energy you bring to hiring is the energy candidates feel in the process. 4. Let them shape the process, not just execute it Recruiters see hundreds of interviews. They start to see which questions actually predict success. They spot patterns you miss. Too many companies treat them like admins. Include them in designing interview loops. Let them flag when your process is losing good people. They're your early warning system if you actually listen. 5. They're selling your company 100 times while you're building it Every recruiter conversation is a brand moment. Every rejection handled poorly is a Glassdoor review. Every candidate who feels respected tells ten friends. Even your rejections matter. Give real feedback. Close the loop. Your recruiters are having more conversations about your company than anyone except customers. Treat them like the frontline brand ambassadors they actually are. When recruiters feel like partners, candidates feel it too. When they feel like order-takers, your hiring shows it. The best companies don't have recruiting teams. They have talent partners.

As a recruiter, I’m fuming. My niece, a brilliant and highly skilled candidate, was contacted about a job opportunity. The recruiter scheduled her for an interview the next day at 3 PM—but provided zero details. No job title, no job description, and when my niece asked about salary, the recruiter had no answer because she hadn’t even taken the time to find out. Instead, she told my niece to "just ask for whatever she thinks would make the job worth it for her." Even worse, the recruiter never even spoke to my niece before sending her to the interview. No phone call, no screening—nothing. Yet, after the employer interview, she insisted on scheduling a video call for next week—not to prepare or assess my niece, but simply so she could have a recorded interview on file to justify presenting her for the role. And Then? The Employer Was Completely Unprepared Despite the recruiter’s negligence, my niece showed up. And immediately, it was clear—the employer was caught off guard and uncomfortable. He had no idea who he was meeting or where she was coming from. Instead of a productive discussion, my niece had to navigate his hesitation and win him over—something that should have been addressed before she even walked in the door. The Outcome? A Job Offer—But That’s Not the Point Because my niece is exceptional, she turned the conversation around and landed a job offer on the spot. But this shouldn’t have happened like this. The process was flawed from the start. This recruiter didn’t prioritize partnership—she prioritized a quick placement. She failed her candidate and her client, making the experience more difficult for both. A recruiter’s job isn’t just to throw candidates into interviews and hope for the best. It’s about: ✔ Transparency—sharing job details so candidates can make informed decisions. ✔ Preparation—ensuring both employer and candidate are set up for success. ✔ Ethical Recruiting—focusing on fit, not just filling a role. Recruiting isn’t just about making placements—it’s about responsibility. When recruiters cut corners, everyone suffers. We can and must do better.

Recruiting isn't about closing fast. It's about staying close. But here's the challenge: How do you follow up long-term without annoying the candidate? How do you stay on their radar… without feeling like a telemarketer? You ask for permission, and you earn the right to stay in the conversation. Here's a simple 3-part framework I teach leaders to use: 1. Acknowledge the timing "I totally get that now may not be the right time to make a move." When you acknowledge their current reality, you build trust. 2. Ask for alignment "Would it be okay if I stayed in touch over the next few months, just to keep the conversation open?" This shifts follow-up from "nagging" to agreed-upon access. 3. Set the tone for future value "I'll make sure anything I send your way is relevant to where you're headed, not just where you are today." Now you're not a recruiter. You're a future-focused partner. Bonus tip: Keep it human and low-pressure. Text updates. Quick voice notes. A win your team just had. A leadership thought that made you think of them. The goal isn't to sell. It's to stay worth replying to. Because the best candidates aren't always ready on the first call. But they do remember who stayed connected the right way. Play the long game, with permission, not persistence.

My work is done here… 🙄 What are the best ways to engage with recruiters and industry leaders on LinkedIn to build strong career connections? Engaging effectively with recruiters and industry leaders on LinkedIn can open doors to job opportunities, mentorships, and long-term professional relationships. Here are some of the best strategies: 1. Optimize Your Profile First Before reaching out: • Professional photo and compelling headline (beyond just your job title) • Well-written summary showcasing your strengths and goals • Highlight key skills, achievements, and experience • Get endorsements and recommendations ⸻ 2. Engage with Their Content • Like, comment, or share their posts meaningfully • Ask insightful questions or add value to discussions • This gets you noticed before you even reach out directly ⸻ 3. Send a Personalized Connection Request Keep it brief and specific: “Hi [Name], I admire your work in [industry/topic] and would love to connect to learn more about your insights in [shared interest or goal].” ⸻ 4. Follow Up with a Message Once connected, send a message like: “Thanks for connecting! I’ve been following your work on [topic]—really impressed. I’m exploring opportunities in [area], and would love any advice you might have.” Make it clear you value their expertise—not just trying to get a job. ⸻ 5. Add Value Before Asking • Share articles, insights, or reports they might find useful • Tag them (respectfully) in relevant posts if it fits organically ⸻ 6. Join and Participate in Industry Groups Engage in LinkedIn Groups where recruiters and leaders hang out. This shows your interest and gives more opportunities to connect meaningfully. ⸻ 7. Post Thoughtfully • Share your own content—insights, learnings, project highlights • It helps position you as someone active and engaged in your field ⸻ 8. Be Consistent, Not Pushy • Don’t bombard them with messages • Follow up after a week or two if appropriate • Be patient and persistent, not aggressive ⸻ Would you like help drafting a custom message for a recruiter or leader in your field?

After coaching 𝟭𝟬𝟬+ job seekers into roles at companies like 𝗚𝗼𝗼𝗴𝗹𝗲, 𝗔𝗺𝗮𝘇𝗼𝗻, 𝗧𝗗, 𝗗𝗲𝗹𝗼𝗶𝘁𝘁𝗲, 𝗠𝗮𝘀𝘁𝗲𝗿𝗰𝗮𝗿𝗱, and more… There’s one strategy I 𝘢𝘭𝘸𝘢𝘺𝘴 recommend to fast-track interviews: Build relationships with recruiters and decision-makers. Not just apply and pray. Not just “tailor your resume.” But actually build connections that 𝘰𝘱𝘦𝘯 𝘥𝘰𝘰𝘳𝘴 𝘣𝘦𝘧𝘰𝘳𝘦 𝘵𝘩𝘦𝘺’𝘳𝘦 𝘦𝘷𝘦𝘳 𝘱𝘰𝘴𝘵𝘦𝘥. Yes, it’s tough. And it can feel like you’re doing all this work with no results. You can change that by: 𝟭. 𝗕𝗲𝗶𝗻𝗴 𝗽𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗲. Don't wait for recruiters to find you. Reach out first."𝘏𝘦𝘺 [𝘕𝘢𝘮𝘦], 𝘐 𝘴𝘢𝘸 𝘵𝘩𝘦 [𝘑𝘰𝘣 𝘛𝘪𝘵𝘭𝘦] 𝘳𝘰𝘭𝘦 𝘢𝘵 [𝘊𝘰𝘮𝘱𝘢𝘯𝘺]. 𝘏𝘦𝘳𝘦’𝘴 𝘸𝘩𝘺 𝘐 𝘵𝘩𝘪𝘯𝘬 𝘐’𝘮 𝘢 𝘧𝘪𝘵: [𝘬𝘦𝘺 𝘴𝘬𝘪𝘭𝘭/𝘦𝘹𝘱𝘦𝘳𝘪𝘦𝘯𝘤𝘦]. 𝘓𝘦𝘵’𝘴 𝘤𝘰𝘯𝘯𝘦𝘤𝘵!" Simple and direct. 𝟮. 𝗙𝗼𝗹𝗹𝗼𝘄𝗶𝗻𝗴 𝘂𝗽. A short, thoughtful follow-up goes a long way. Express gratitude, ask for feedback, and remind them why you’re a great fit. 𝟯. 𝗢𝗳𝗳𝗲𝗿𝗶𝗻𝗴 𝘃𝗮𝗹𝘂𝗲. Share something useful. A relevant article, a project you’re proud of. Help before asking for anything. 𝟰. 𝗘𝗻𝗴𝗮𝗴𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲𝗶𝗿 𝗰𝗼𝗻𝘁𝗲𝗻𝘁. Like, comment, and share insights on what they post. Stay on their radar and show interest in their work. 𝟱. 𝗕𝗲𝗶𝗻𝗴 𝗽𝗮𝘁𝗶𝗲𝗻𝘁. Building relationships takes time. Keep showing up. Be genuine. Consistency is key. Relationships = trust. Show up, add value, and you’ll stand out. .......................................................... ♻️ Repost if you found this helpful.

Here's how I kept a healthy network of recruiters and hiring managers I used to struggle to keep in touch with recruiters throughout job searches. Especially after rejections. But I had a recruiter that used to reach out to me every time it was my birthday or a holiday. She was awesome. She still is. We're friends over a decade later.  I kept her contact information in a text file. That's when it hit me: what if I kept track of everyone that contacted me throughout my job search? What if I reached out to them the way that recruiter reached out to me? I made a spreadsheet with recruiters from agencies and recruiters at companies. I added hiring managers too. I had a call list I can use any time I needed work. Because of that I could always talk to a human before submitting a single application—it led to interviews too. Plus, I could get insights to prepare for each interview—like commonly asked questions. Lesson: If you're starting or continuing your job search, keep a record of all the recruiters and hiring managers you talk to. Application: Here are some details you can keep track of: name, company, title, email, phone, LinkedIn, position applied to, and so on. A tool like Careerflow lets you create a database of contacts and attach 'em to job reqs you save. Their chrome extension makes life easy. -- #techjobs #jobseekers

Here’s exactly how I’d approach a recruiter at Google, Meta, or Amazon on LinkedIn (if I were job hunting today) LinkedIn is still the best place to connect with recruiters — but most people either overshare or ghost after connecting. No, you don’t need a 500-word pitch. No, you don’t have to wait for a job to open. Here’s a 4-step roadmap I recommend to job seekers in the U.S. (especially immigrants): Step 1: Find the right recruiter Search for: Meta recruiter or Talent acquisition at Google. Then filter: → By location (target U.S. cities you're applying in) → By department (e.g. "technical recruiter" for SWE roles) Step 2: Send a short, specific connection request Keep it human. No essay. Example: “Hi [Name], I noticed you focus on [backend/data/scaled hiring] at Amazon. I’d love to connect and follow your updates as I explore roles in that space.” Avoid: - I need job. - Generic “Hi, I want to work at your company.” Step 3: Follow up after they accept (2–3 days later) This is your chance to be clear and polite. Example: “Hi [Name], thanks for connecting! I’m really interested in the [job title] role at [Company] and have attached my resume for reference. Would love any tips on applying or learning more about the role.” You’re not begging. You’re being prepared and respectful. Step 4: Build visibility, not just messages Recruiters respond better when you stay visible. → Comment on their posts → Share 1–2 updates about your job search or projects → Stay top of mind without being spammy Timeline recap: Day 1: Connection request Day 3: Follow-up message with resume Week 2+: Stay visible, share progress or comment on relevant content Not every recruiter will respond — and that’s okay. But this approach gets you 10x better results than “Hi sir, job please.” Share this with a job seeker you know. P.S. Follow me if you’re an Indian job seeker in the U.S. trying to land yiyr dream job. I share job search strategies that actually work.

"Hi, Sarah! I see you're a headhunter, so here's my resume." "Sarah, please call me at 832-***-****. I'd like to talk to you." "Hi! What jobs do you have open that fit my background?" "Can you find me a job?" "Sarah, I've been struggling to find work. Here is my resume. I am unavailable for a phone meeting, but you can DM me." "Hello - attached is my resume." "Sarah, I have an IT background. You look like someone who can help me." These are all the DMs I've received in the past week from job seekers I have NEVER spoken with before who assumed this is how you communicate with headhunters. There are right and wrong ways to engage with headhunters, and all of the above attempts at outreach are examples of what not to do. First, we are NOT magicians who pull new jobs out of a hat! So, reaching out to headhunters expecting miracles isn't how the relationship works. Second, headhunters are chewed up and spit out for not personalizing our messages to candidates, but it's a two-way street. If you want headhunters to help you navigate the market, you need to do better at introducing yourself with your initial outreach. TIPS: 1️⃣ Do your research on the headhunter 2️⃣ Make sure the headhunter specializes in your area of expertise 3️⃣ Double check whether the headhunter has a specific market or if they are global 🔴 An accounting, finance, and HR recruiter (ME) can't place IT folks. 🔴 A headhunter specializing in Houston, TX, can't find you a job in Miami, FL. 🔴 Headhunters find JOBS for people. We are "professional job seekers." 🔴 We can't help everyone... Relationships first is how we operate at Monarch Talent Solutions. Relationships have to benefit both sides, so research who you're contacting and make sure the dialogue makes sense. Stand out for the right reasons and leave a good first impression. Your obvious effort WILL go a long way in helping you get connected to the right folks. Have a great week! #humanizeit

Right now, I’m working on two searches, and the difference between them says everything. In one, the founder calls me after every interview. We debrief in real time, what worked, what didn’t, and where to pivot. That kind of partnership creates clarity, alignment, and momentum. The short list is tight. The interviews are moving quickly. And we’re expecting a hire by next week. In the other? Feedback trickles in a week later through an HR gatekeeper. No details. Just a “pass” or “fail.” No rationale, no nuance, and no chance to calibrate the search. That’s the difference between driving a search and stalling one. I get it, everyone’s busy. But if you’re serious about making the right hire, timely, thoughtful feedback isn’t optional. It keeps us aligned, helps us represent your brand accurately, and ensures we’re not wasting time chasing the wrong profile. Better feedback leads to better results. It’s that simple. One of the consistent truths in 30 years of recruiting - How a hiring manager treats a their recruiter is generally how he treats his team.

A recruiter once told me: “No one will work with me - I'm just a solo operator.” 6 months later she billed $200k from a single client. Here's what she did differently (and what I've learned helping 300+ recruiters start their businesses): 1. Stop leading with “I'm a recruiter” Lead with: “I have a candidate from [their competitor] who matches every requirement in your job post” 2. Timing > technique Companies give you generic responses in December (“reach out in January”) → This is your opportunity. Build your pipeline now. → Follow up January 1st when budgets refresh 3. Small is your superpower When clients say “Why shouldn't I use a big agency?” Response: “They have 500 reqs. I have 5. Guess which gets more attention?” 4. The “specialist flip” When they ask about years of recruiting experience: “I spent 10 years working in [their industry] before recruiting. I understand your world from the inside.” 5. The magic phrase that lands clients: “Let's start small. Give me your 2-3 most critical roles. If I deliver, we can expand.” (Ginny used this to turn 1 req into 4 placements/$200k) 6. Answer This Question Every client conversation should answer one question: “What do you have for me?” → Always lead with a candidate, never your credentials 7. Stop selling recruiting Start selling outcomes: • Shorter time-to-fill • Higher acceptance rates • Better culture fits • Lower turnover The truth? Companies don't care about: • Your fancy office • Your years in recruiting • Your company size They care if you can solve their problem. January is coming. Start implementing these now. Want to learn how? DM me and let’s chat. Follow me for more tips to build your own recruiting agency.