How to use recruiters in your job search
The article provides guidance on how job seekers can effectively leverage recruiters during their search, covering how to find good recruiters, build relationships with them, and navigate the recruitment process to maximize opportunities and avoid common pitfalls.
Background
- The author, Taylor Desseyn, is a tech recruiter and career coach who writes about job-search strategy, especially for software engineers and other knowledge workers.
- This post addresses a common mismatch: candidates treat recruiters as gatekeepers or application-routers, but in-house (corporate) recruiters and agency (third-party) recruiters have different incentives and power.
- Key distinction: in-house recruiters work for one company and fill specific openings; agency recruiters are paid commissions when they place a candidate, so they are more willing to coach and advocate — but also may push candidates toward roles that don't fit just to make a placement.
- The article argues that most job-seekers under-leverage recruiters by sending cold applications instead of building relationships early, and that understanding the recruiter's business model (especially agency recruiters) lets candidates get warm intros, interview prep, and salary negotiation support.
- Relevant for anyone navigating white-collar hiring in tech-heavy economies (US, Canada, UK, EU), where the recruiter ecosystem is a hidden layer between applicants and hiring managers.