Member Avatar for tufty2000

I was wondering if anyone here has ever worked with a corporate recruiter.

My company is going through a downsizing (I'm a developer working with employee benefits), and while I still have a job things are iffy. Although I've been in the field 10 years, I've never really done a job search. I put my resume online, and have begun hearing from recruiters. Given the terrible economy (I'm in the Midwest), I'm thinking that it might make sense to get outside help.

My questions are:

1. How to compare recruiters?

2. What are some of the pros and cons of using recruiters (I'm thinking that the commission they charge may discourage employers)? Do they typically mind if you look on your own while working with them?

3. Is it advisable to work with multiple recruiters?

Thanks. I'd really appreciate any help.

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  • Latest Post Latest Post by jchancy

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As described, using recruiters while your company is downsizing makes sense — they open doors to unadvertised roles and can coach you through interviews. As pointed out, not all recruiters are equal; below are practical ways to compare and work with them without giving up control of your search.

Quick vet checklist to vet any recruiter

  • Ask whether they are contingency or retained. Contingency = they get paid only if the company hires; retained = firm is paid up front.
  • Request the employer name, job posting or requisition number. If they refuse repeatedly, be cautious.
  • Ask how long the role has been open, the salary range, and whether the submission will be exclusive.
  • Confirm who pays any conversion or contractor-to-perm fees. Candidates normally are not charged; up-front fees are a red flag.

How to work with multiple recruiters

  • It is fine to use several, but track everything. Keep a simple spreadsheet: recruiter, company, job title, date submitted, who submitted it, contact info, and status.
  • Tell each recruiter in writing if you do not want them to submit you without approval. Ask for an email confirmation when they submit. This prevents duplicate submissions and surprises.

Confidentiality, negotiation and red flags

  • Tell recruiters not to contact your current employer. Ask for interview timelines and what they will tell the hiring manager about you. Good recruiters will coach on salary and sell your benefits-domain experience (HRIS, benefits admin, compliance) to the right hiring manager.
  • Avoid anyone who asks you to pay, requests sensitive financial info up front, or pressures you to sign long exclusivity unless they show a strong track record with that employer. For a benefits-focused developer, prioritize recruiters who place HRIS, payroll, or benefits-technology roles — they will position your skills and negotiate better.
Member Avatar for jchancy

Hello,

I wanted to help you with a few of the questions you had about corporate recruiters.

How to compare recruiters? First off make sure that the recruiter you are dealing with is with proven company and already has relationships with the companies that you may be interested in joining. This should speed up the interview process and cut down the middle men.

What are some of the cons of using recruiters? The only cons would be if you are using a recruiter who is charging ridiculous fees and you are having to pay him or he is charging the company fees for things like taking you perm if you are on contract. Most larger recruiting firms already have contracts with companiesand set rates and they are happy to see a good candidate from the recruiting firm they have hired to fill the openings.

Is it advisable to work with multiple recruiters? Working with more than one recruiter will open you up to more oppurtunites with different companies. This is because most recruiting firms have contracts to be preferred venders for paticular companies. This biggest thing is to make sure you know all the details about every position in which the recruiter appplies you for.

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