How to Choose the Right Recruitment Company - Or Whether to Use One at All

Choosing a recruitment company is a strategic decision in job hunting. Recruiters can provide access to non-public roles and market intelligence, but they can also introduce misaligned incentives and reduced control. This article explains how recruitment companies work, how to evaluate them, when to use them, when not to, and lists concrete recruitment agencies in the US, UK, and Europe.

What Recruitment Companies Do

Recruitment companies act as intermediaries between employers and candidates. Their typical functions include:

• Sourcing and screening candidates

• Conducting initial interviews

• Coordinating interview processes

• Managing offer negotiations

In most cases, recruiters are paid by employers, not candidates. Common fee models include:

• Contingency search: Payment only upon successful hire (typically 20–35% of annual salary)

• Retained search: Upfront and milestone-based fees (common for executive roles)

• Contract staffing margins: Fees embedded in hourly or daily rates

Payment structure directly affects recruiter behavior and priorities.

Types of Recruitment Companies

Generalist Recruitment Agencies

• Cover multiple industries and role types

• Operate at high volume

• Lower role specificity

Best suited for junior or generalist roles.

Specialist / Niche Recruiters

• Focus on specific industries or functions

• Deeper employer relationships

• Better role alignment

More effective for experienced professionals.

Executive Search Firms

• Focus on senior leadership and board roles

• Operate almost exclusively on retained search

• Employer-driven, not candidate-driven

Generally not relevant for early- or mid-career job seekers.

Staffing and Contract Agencies

• Emphasize temporary, freelance, or contract roles

• Common in tech, operations, and project-based work

Useful for short-term or interim engagements.

How to Evaluate a Recruitment Company

Industry and Role Specialization

• Clear focus on your industry and function

• Ability to explain hiring trends and salary benchmarks

Higher specialization usually correlates with better matching.

Quality of Roles

• Precise job descriptions

• Clear reporting lines and responsibilities

• Direct alignment with your profile

Vague roles often indicate weak employer mandates.

Transparency

• Salary ranges disclosed early

• Clear explanation of hiring timelines and decision-makers

Lack of transparency reduces candidate leverage.

Employer Access

• Direct relationships with hiring managers

• Exclusive or semi-exclusive mandates

Stronger access leads to faster feedback and better outcomes.

Candidate Handling

• Consent before CV submission

• Feedback after interviews

• Confidentiality management

Professional recruiters treat candidates as long-term assets.

Red Flags

• Repeatedly pushing irrelevant roles

• Withholding salary information

• Submitting CVs without permission

• Pressuring rapid decisions

• Poor understanding of the employer or role

These behaviors indicate misaligned incentives.

When Using a Recruitment Company Makes Sense

Recruiters are most effective when:

• Roles are mid-level to senior

• The industry is specialized or technical

• Positions are not publicly advertised

• International relocation is involved

• Salary benchmarking and negotiation support is needed

In these scenarios, recruiters can provide access not easily achieved through direct applications.

When You Should Avoid Recruitment Companies

Direct applications or referrals are often more effective when:

• You are early in your career

• You are targeting entry-level or graduate roles

• Companies have structured in-house hiring

• You want full control over application positioning

In many cases, referrals outperform recruiter-led applications.

Hybrid Job Search Strategy

A balanced approach reduces risk and dependency:

• Work with 1–3 specialized recruiters only

• Apply directly to priority companies

• Use referrals and networking where possible

• Treat recruiters as one channel, not the core strategy

This approach maximizes optionality.

Concrete Recruitment Agencies by Region

United States

General & Professional

• Robert Half

• Michael Page US

• Adecco USA

• ManpowerGroup

Technology & Digital

• TEKsystems

• Hays US

• CyberCoders

Executive Search

• Korn Ferry

• Spencer Stuart

• Heidrick & Struggles

• Russell Reynolds Associates

United Kingdom

General & Professional

• Hays (UK HQ)

• Michael Page (UK HQ)

• Robert Walters

• Morgan McKinley

• Reed

Technology & Digital

• Salt

• Understanding Recruitment

• Propeller

• Talentful

Executive Search

• Odgers Berndtson

• Spencer Stuart UK

• Egon Zehnder UK

Europe (Pan-European and Regional)

General / Multi-Country

• Hays Europe

• Michael Page Europe

• Robert Walters Europe

• Adecco Group (Switzerland HQ)

• ManpowerGroup Europe

Technology & Digital

• Computer Futures (SThree Group)

• Darwin Recruitment

• Trust in SODA

• Storm2

• EPAM Talent / GlobalLogic Staffing

Executive Search

• Egon Zehnder

• Korn Ferry Europe

• Heidrick & Struggles Europe

• Spencer Stuart Europe

Questions to Ask Before Working With a Recruiter

• How many similar roles have you filled recently?

• Is this role exclusive?

• Who is the decision-maker?

• What is the expected hiring timeline?

• What feedback does the employer typically provide?

Specific answers indicate strong mandates.

Decision Framework

Use a recruitment company if:

• They specialize in your function and industry

• They offer access not easily available through direct applications

• They operate transparently

Limit or avoid recruiters if:

• Roles are generic or misaligned

• Communication lacks clarity

• Your career stage favors direct hiring channels

Recruitment companies are tools. Their value depends on specialization, incentives, and alignment with your job search objectives.