Key Takeaways
- The Recruiter decides who gets submitted and how each person is presented, and the hiring manager makes the final decision.
- Recruiter responsibilities include resume and portfolio reviews, pre-interview questions, and interview coaching through a short prep call before you meet the client.
- Feedback and pay rates usually depend on the client, so a Recruiter cannot always share details or raise an offer. In most cases, the rate posted in the job listing is the real cap, so there is little room for negotiation beyond that figure.
- With managed service provider staffing, your Recruiter submits you through a vendor management system and competes with other agencies.
Listen: What a Recruiter controls and what the hiring manager decides.
Candidates often assume a Recruiter holds all the cards in a job search, or that we only look out for the companies we hire for, and I understand where that reputation comes from. In my experience, the reality is more mixed: Some parts of the process are fully in my hands, while others belong to the hiring manager or to systems I cannot control. I want to explain where that line falls, so you know what to expect from me and when a delay has nothing to do with you.
What a Recruiter does and where the hiring manager takes over
I often compare a Recruiter's role to that of a Waiter. Much like a Waiter presenting a menu, I bring the hiring manager a curated selection of candidates. The hiring manager sets the criteria and makes the final call on who gets interviewed and hired. That said, I still hold real influence over who makes it to their desk and how each candidate is presented.
These Recruiter responsibilities sit with me in almost every search I run:
- Deciding who makes the shortlist after our screening tool and I review every application.
- Choosing which candidates to submit and always putting my top candidate first.
- Telling the hiring manager about anything that sets a candidate apart from the rest.
- Preparing each candidate for the interview once the client asks to meet them.
- Working closely with my candidates to curate the perfect work samples specific to the role they're pursuing.
Telling the client that what sets someone apart matters more than people think. If a candidate contracted at the same company a few years ago and had a good experience, I include that in my submission, and it gives me extra credibility when I recommend them. Clients never see the scores assigned by our proprietary AI. When I believe someone is the right fit, I present them solely on the merit of their experience and portfolio.
Interview coaching starts with the prep call
Once a client wants to interview you, I set up a short prep call, and that call is the part of the job interview process I control most. I think of it as a quick round of interview coaching, and I use it to share everything I know that could help you in the room:
- The hiring manager's LinkedIn profile or portfolio, so you know who you are meeting.
- Insights from my intake call with the client, including details that are missing from the job description.
- Whether I have placed other candidates with that hiring manager in the past.
- The exact submittal email I sent the client when I put you forward.
That last item surprises most candidates, and it helps more than you might expect. The submittal email is the client's frame of reference for who you are, so knowing how I presented you, or how our AI summarized your skills, helps you walk into the interview as that person.
I also make sure you go into the interview with the right mindset. If I submitted nine people and the client chose two to interview, I tell you that you are one of the two. I want you to keep that in mind during the call, because you are the one they picked. A prep call also tells you where you stand, because it means I submitted you, the client is interested, and your interview is on the calendar.
What a Recruiter cannot control
Detailed feedback from the hiring manager
I ask for feedback after every submission and every interview, because it helps me understand who the hiring manager wants going forward. Many hiring managers keep that feedback short, especially when they pass on a candidate without an interview, and some do not explain their decision at all. When I have feedback, I almost always share it because it can help you in your next interview, even if this role is the wrong fit. When I have nothing to share, it is usually because the client gave me nothing to pass along.
Pay rates and final offers
Many candidates assume there is always a little more money available if they ask, and in today's economy that is often untrue. The rate I offer is frequently the client's best and final number, set by their budget, and I usually have no room to stretch it. You can still negotiate, especially if it is a requirement for you; just be prepared for the answer to be no.
Searches that run through an MSP
Many large companies manage contract hiring through a managed service provider, or MSP, and most candidates have never heard the term. Managed service provider staffing changes how much I can do for you, because I submit you into the company's vendor management system, or VMS, instead of sending your resume straight to a hiring manager. Updates come through that system, and I may be competing with Recruiters from several other agencies for the same role.
Because an MSP in staffing sits between the client and me, I make a point of passing along every status change and explaining what it means. When a client shortlists you in the VMS, for example, I let you know that their Staffing Team reviewed your resume, agreed you are a good match, and moved you on to the hiring manager. From there, the hiring manager may request an interview, pass, or never respond, and I tell you that too. In a competitive MSP search, I am working hard for you because I am competing as well.
Questions to ask a Recruiter about the role
A Recruiter usually knows more about a role than the job posting shows, because I ask the client a lot of questions outside the job description during our intake call. The more you ask me, the more of that context I can pass along, and the better you can judge whether the job fits your goals. These are the questions to ask a Recruiter that I find most useful for candidates:
- What did the hiring manager share on the intake call that isn't in the job description?
- How many interview rounds should I expect, and how long does the process usually take?
- Is the posted pay rate the client's best and final budget for this role?
- How many days a week does this role require me to be in the office?
- How long is the contract expected to last, and could it be extended?
- What benefits are available to me while I work on an Aquent contract?
Asking early saves you from learning halfway through the process that the rate, the location, or the timeline doesn't work for you. If I can't answer one of your questions yet, I will ask the client before your interview.
Before your resume goes anywhere
Before I submit you to any client, I contact you to confirm you are comfortable with me representing you for that role, and for MSP clients, that step is a formal right to represent, so you always know where your resume is going. If an Aquent Recruiter reaches out about a role, reply with your questions so we can start working on your search together, and you can browse open roles anytime at aquent.com/find-work.
About the author
With a decade of experience in creative recruitment, Marc offers an insider's viewpoint and deep industry knowledge to connect top creative professionals with leading organizations. As a specialist in Recruiting for Content driven roles, Marc has developed an extensive network of talent and a thorough understanding of the creative landscape. He can identify the perfect match for your company's specific creative needs. With an extensive network of creative professionals, agencies, and companies, Marc has the connections needed to source top talent and access to exclusive job opportunities that other recruiters may not have. He has the ability to quickly match the right people to the right roles and build relationships that help careers and companies thrive. Outside of work, Marc is the proud single parent of a wonderful 7 year old boy.
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