There's a misconception that sits at the centre of most candidates' relationship with recruiters, and it causes more frustration than anything else I see in this industry. The misconception is this: that a recruiter works for you.
They don't. A recruiter is engaged and paid by the employer. Their primary obligation is to find the right person for their client's role. Understanding this — really understanding it, not just nodding at it — is the starting point for making a recruiter relationship genuinely useful to your career.
What recruiters can and can't do for you
A good recruiter can open doors you can't open yourself. They have relationships with hiring managers and business owners that don't exist on any job board. They know about roles before they're advertised — sometimes before the employer has even fully decided to hire. They can position your profile, manage the introduction, brief you on the client, and advocate for you through the process in ways that a direct application simply can't replicate.
What a recruiter cannot do is get you a job you're not suitable for. They cannot override a client's requirements because they like you as a person. And they cannot represent you to employers if they don't know you exist or don't have a clear picture of what you're looking for.
The candidates I've placed in their best roles are almost never the ones who sent me a CV and waited. They're the ones who had a real conversation with me, were honest about what they wanted, and trusted the process.
How to make the relationship work in your favour
Be specific about what you want
Vague instructions produce vague results. "I'm open to anything" is not useful information. Tell your recruiter what type of role you're targeting, what industries or environments suit you, what you're trying to move away from, and what remuneration you're expecting. The more clearly I understand what the right role looks like for you, the more purposefully I can represent you.
Be honest about your situation
If you have other processes running, say so. If there's a counter-offer on the table, tell me. If you have a non-compete clause or a notice period that might be an issue, I need to know before I introduce you to a client — not after. Surprises at the offer stage damage everyone, including you.
Respond promptly
Good roles move quickly. If a recruiter presents you with an opportunity that interests you, don't leave them waiting for days. The candidate who responds quickly and with clear intent is the one who gets the interview. The one who takes a week to reply often finds the shortlist has already been confirmed.
Stay registered even when you're not actively looking
Some of the best moves I've facilitated for candidates have come from conversations that started with "I'm not really looking right now, but I'd be interested if the right thing came up." That's exactly the kind of candidate I want to keep front of mind — because when the right role comes in, I call those people first. Register, have the conversation, stay in contact. You don't have to be actively searching to benefit from being known.
What to expect from a good recruiter
Confidentiality is non-negotiable. Your details should never be shared with any employer without your explicit consent. You should be briefed fully before any introduction is made — on the role, the company, the culture, the people you'll meet, and anything that might be relevant to your decision.
You should receive honest feedback after interviews, including feedback that's hard to hear. A recruiter who only tells you what you want to hear is not actually helping you. And you should never pay a fee — recruiter fees are always borne by the employer. If someone is asking you to pay for representation, walk away.
If you'd like to have a confidential conversation about where you are in your career and what might be possible, I'm available. There's no obligation and no pressure — just a straightforward discussion about what the market looks like for someone with your background.