How to Work With Recruiters (and Get Noticed for the Right Roles)
· 5 min read
Recruiters can open doors to roles you would never find on your own: positions that are not advertised, introductions to hiring managers and inside knowledge of what an employer really wants. They can also be confusing to deal with if you do not understand how they work and who they work for.
This guide explains the main types of recruiter, how to approach them and how to build relationships that pay off over a whole career.
Understand who the recruiter works for
The most important thing to know is that most recruiters are paid by employers, not by candidates. Their job is to fill roles for their clients. That does not mean they do not care about you; good recruiters want placements that last, which means matching the right person to the right job. But it does explain their priorities.
A legitimate recruiter will never ask you to pay a fee to be considered for a job. If anyone asks for money for applications, training or "processing", treat it as a warning sign.
The main types of recruiter
In-house (internal) recruiters
They work directly for one employer and hire only for that organisation. They know the teams, the culture and the process in detail. If you apply to a company directly, you will usually speak to one of them first.
Agency recruiters
They work for recruitment agencies that fill roles for many client companies, often specialising in a sector such as technology, finance, healthcare or engineering. They are paid when a candidate they introduce is hired. They often have several similar roles at once and can put you forward to multiple employers.
Executive search (headhunters)
They fill senior and specialist roles, usually on a retained basis for one client at a time. They tend to approach people directly rather than advertise, and they look for candidates who are not actively job-hunting.
Contract and temporary recruiters
They place people in fixed-term, project or temporary roles. They often move quickly and value candidates who are available at short notice.
How to approach a recruiter
Find specialists in your field. A recruiter who fills data roles in your city or market is far more useful than a generalist. Look at who posts relevant jobs on job boards and professional networks.
Send a short, specific message. Say what you do, your level, where you want to work (or which time zones for remote work) and what you are looking for. Attach or link your CV.
Apply to a real role when possible. Recruiters respond faster when you apply to a specific vacancy than to a general "Do you have anything for me?"
Be easy to place. Have an up-to-date CV, a clear target role, realistic salary expectations and your notice period ready.
"Hi Maria, I'm a quality engineer with six years in medical devices, currently in Munich. I saw your post about the validation engineer role and have applied. I'm open to roles in Germany or Switzerland, with a target salary range of [range]. My notice period is two months. Happy to talk this week."
What to share and what to keep in mind
Be honest about your situation: other interviews you have, offers you are considering, deal-breakers such as location or sponsorship. Recruiters can only help you with accurate information.
Agree where your CV is sent. Ask the recruiter to tell you before submitting you to any employer. Being sent to the same company twice, by two agencies or by you and an agency, can cause problems.
Keep personal data limited until it is needed. Your CV does not need your date of birth, ID number or bank details. Those come at the offer stage, if at all, and only to the employer.
Keep track of which recruiter put you forward for which role, and when.
During the process
A good agency recruiter acts as a go-between. Use them:
Ask what the hiring manager values and how interviews are structured.
Ask for feedback after each stage, even if it is brief.
Let them help with salary negotiation; they often know what the employer can pay.
Tell them promptly if you lose interest or accept another job. They will remember the courtesy.
Getting noticed by recruiters who search for candidates
Many recruiters search databases and professional networks rather than waiting for applications. To be found:
Use a clear, searchable headline with your job title and specialism, for example "Payroll Specialist | Multi-country payroll | SAP".
List your location, or the regions and time zones you can work in for remote roles.
Describe your experience with the terms people in your field use, including tools and certifications.
Keep your profiles on job platforms up to date, and set job alerts so you hear about new roles quickly.
Signal that you are open to opportunities if the platform offers a private setting for this.
Handling recruiters who contact you
If a recruiter reaches out about a role, it costs little to reply, even if you are not interested. A short message keeps the door open: "Thanks for thinking of me. I'm happy where I am right now, but I'd be interested in team lead roles in the future. Feel free to keep in touch." Many good opportunities arrive months later from recruiters who remember a polite reply.
Check that unsolicited contacts are genuine. Look up the recruiter and their agency, and be cautious about messages that promise guaranteed jobs, ask for fees or push you to move the conversation to private messaging apps immediately.
Building long-term relationships
Stay in touch with two or three specialist recruiters in your field, even when you are not looking.
Refer people you know for roles that suit them. Recruiters value candidates who help them.
Share updates when you change jobs or gain new skills.
Be reliable: attend interviews you agree to and respond to messages.
Common mistakes
Relying on one recruiter for your whole job search.
Letting several recruiters send your CV to the same employer.
Being vague about what you want, so the recruiter sends unsuitable roles.
Going silent after an interview or offer.
Exaggerating experience, which usually surfaces with the employer.
The bottom line
Recruiters are partners in your job search, not gatekeepers to be dodged. Understand who they work for, choose specialists in your field, be clear about what you want and honest about your situation, and stay in touch even when you are happy in your job. Treat recruiters professionally and many will become long-term allies across your career.