Most candidates don't really understand what a recruiter does. That's not a criticism. It's just the reality. Unless you've worked with one closely, the process is a bit of a black box.
You send your CV. You have a conversation. Maybe you get put forward for a role. Maybe you don't. You might hear back. You might not. And somewhere in the background, money changes hands that you never see.
This post explains how the recruitment model actually works, what you should expect from a good recruiter, what's fair to complain about, and how to get the best results from the relationship.
Not sure where to start? Take the 5-minute readiness check.
How recruiters get paid
Straightforward version: the hiring company pays the recruiter a fee when a placement is made. The candidate doesn't pay anything. Ever.
The fee is typically a percentage of the placed candidate's annual salary. It's paid by the client, not deducted from your package. Your salary is your salary.
Does this create a conflict of interest? The honest answer is that it could. A recruiter is incentivised to make placements. The faster a role is filled, the faster the fee is earned. That model could, in theory, lead to recruiters pushing candidates into roles that aren't right just to close the deal.
I own that tension. Ultimately, we're all human. I respect candidates to make the best decision for themselves. If I have concerns about a role or a company, I flag them. To the candidate and to the client. If a candidate tells me they don't think a role is right, I respect that. Pushing someone into a role that's wrong for them doesn't help anyone. They leave within six months, the client is unhappy, and the relationship is damaged on both sides.
The recruiters who play the long game understand that a placement only has value if the person stays and succeeds. That alignment between short-term fee and long-term outcome is what separates a good recruiter from a transactional one.
What you should expect from a good recruiter
Communication. Regular updates on where things are at. If there's news, you should hear it promptly. If there's no news, you should hear that too. Silence is the most common complaint candidates have about recruiters, and it's often fair.
Transparency. Honest information about the role, the company, the salary range, and the process. No vague promises. No exaggeration about the opportunity to get you interested.
Your details go nowhere without your authorisation. This is non-negotiable. A good recruiter will never send your CV to a company without your explicit permission. Stories of recruiters blasting resumes without consent are unfortunately real. It's unethical and it's not how a professional operates.
Honesty. Straight feedback after interviews. Honest assessment of your chances. Genuine advice about whether a role is right for you, even if that advice is "this isn't the right move."
Interview preparation. As covered earlier in this series, a good recruiter will brief you before every interview. What the hiring manager is like. What they're looking for. What to expect. What to prepare. If your recruiter isn't doing this, ask for it.
Respect for your time. Not contacting you about roles that are clearly irrelevant. Not pressuring you to apply for things you've said you're not interested in. Not disappearing for weeks and then reappearing when they need to fill something urgently.
Common complaints about recruiters
Some are fair. Some aren't.
"They ghosted me." Fair complaint. Poor follow-up is one of the most common issues in recruitment. It happens more than it should. A good recruiter will always get back to you, even if the news is bad. If yours doesn't, find a different one.
"They can't help me with the specific role I want." Sometimes fair, sometimes not. Recruiters work to briefs from clients. If there's no role that matches what you're looking for right now, the recruiter can't create one. That doesn't mean they're not good at their job. It means the timing isn't right. The best recruiters will stay in touch and come back when something relevant appears.
"The feedback was vague." Often fair, but sometimes out of the recruiter's control. There are times when a client asks a recruiter not to share specific feedback or to soften the message. The recruiter is caught between giving you honest, useful feedback and managing the client's wishes. It's not ideal, but it's the reality of sitting between two parties.
"They just want to fill the role, they don't care about me." Sometimes fair. Transactional recruiters exist. But a specialist recruiter who works in a niche market can't afford to treat people as inventory. In building products, the industry is small. Reputation matters. The candidates I place today are the hiring managers I work with tomorrow. Burning relationships for a quick fee is a terrible long-term strategy.
How to choose a recruiter
Work with someone you trust. This sounds vague, but it's the most important thing. If the rapport is there, if they listen properly, if they communicate well, that's the foundation.
Find someone who knows your market. A recruiter who specialises in building products understands the companies, the products, the routes to market, and the people. They know which companies are growing, which ones have problems, and which roles are worth your time. A generalist recruiter covering 15 different industries can't offer that depth.
Check their track record. Have they placed people in roles similar to what you're looking for? Do they have relationships with the companies you'd want to work for? Can they talk knowledgeably about your sector?
One good recruiter is better than five average ones. Having multiple recruiters working for you might feel like it increases your chances. But it often leads to confusion, overlapping submissions, and none of them investing properly in your search because they're competing with each other.
What to tell your recruiter
The more information you give, the better the results.
What you want. Role type, product category, location, salary expectations, company size, culture preferences. Be specific. "I'm open to anything" makes it harder, not easier.
What you've done. Your experience, your achievements, your key relationships. Not just what's on your CV. The context behind the numbers. The stories that explain why you're good at what you do.
Your deal breakers. Salary floor. Location limits. Work from home requirements. Industries or companies you won't consider. Travel boundaries. The earlier these are clear, the less time is wasted on both sides.
Where you're at. Are you actively looking or passively open? Are you in other processes? Do you have a timeline? This helps the recruiter prioritise and manage the process effectively.
When to use a recruiter vs applying directly
Use a recruiter when:
Confidentiality matters. If you're employed and can't be seen to be looking, a recruiter manages the process discreetly.
You want access to opportunities not on the open market. Many roles in building products are filled before they're advertised. A recruiter with strong client relationships knows about these before anyone else.
You want help finding the right opportunity, not just any opportunity. A specialist recruiter can match you to roles based on a much deeper understanding of both sides than a job ad can convey.
You want someone to manage the process. Negotiation, interview scheduling, feedback, offer management. A recruiter handles the logistics and the difficult conversations so you can focus on performing.
Apply directly when:
The role is advertised and you're a strong match. There's nothing wrong with applying directly. Some companies prefer it. Some roles are straightforward enough that a recruiter isn't necessary.
You have a direct relationship with the hiring manager. If you already know the person and the company, a recruiter might not add value.
You're making a career change into a new industry. As covered in Topic 8, recruiters are often less able to help with career transitions because the brief requires aligned experience.
The specialist difference
Imagine you have a classic car. Something valuable, complex, specific. Would you take it to any mechanic, or would you find a specialist who knows that exact model?
A specialist recruiter knows your market. They understand your business model. They understand the roles. They have existing relationships that can be leveraged. They've spent years mapping the sector.
I've spent an unreasonable amount of time mapping the building products industry on LinkedIn. Melbourne. Sydney. Brisbane. Account Managers. Specification Managers. BDMs. If you change your status to "Open to Opportunities" using the private recruiter-only setting, I'll spot it.
A generalist recruiter covering multiple industries can't offer that depth. They might find you a candidate. But they probably won't find you the best candidate. And in sales, the difference between a good hire and a great hire is significant.
For general roles where industry knowledge isn't critical, a generalist can work. For specialist sales roles in building products, lighting, and A&D, the specialist model delivers better results, faster.
Quick checklist
- Understand the model. The client pays the fee. You pay nothing. The recruiter is incentivised to place you, but a good one is incentivised to place you well.
- Expect communication, transparency, honesty, and interview preparation. If you're not getting these, find a different recruiter.
- Your CV should never be sent anywhere without your permission.
- Choose a recruiter who knows your market and who you trust. One good specialist beats five generalists.
- Tell your recruiter everything. What you want, what you've done, your deal breakers, and where you're at in your search.
- Use a recruiter when confidentiality matters, when you want access to unlisted roles, or when you want someone to manage the process properly.