How to Work With a Startup Recruiter: A Founder's Guide
Maximize your investment in external recruiting. Learn how to select, brief, and partner with recruiters effectively.
Roles Team
Talent Advisors · January 3, 2025
# How to Work With a Startup Recruiter: A Founder's Guide
External recruiters can accelerate your hiring—or waste time and money. The difference is how you select and partner with them.
When to Use External Recruiters
### Good Reasons - Need to hire faster than internal capacity allows - Role requires specialized sourcing (executives, niche technical) - You need access to passive candidates you can't reach - Your team is at capacity and can't run a full search
### Bad Reasons - Hoping someone else will solve your hiring problems - You don't know what you're looking for - You've been searching for months with no luck
Types of Recruiters
### Contingent - Paid only on successful placement - Typically 20-25% of first-year salary - Lower risk, but competing for their attention
### Retained - Paid upfront regardless of outcome - Typically 30-35% of first-year salary - Higher commitment, more dedicated attention
### Embedded - Work as part of your team temporarily - Best for high-volume hiring - Build internal capability while hiring
How to Choose a Recruiter
### Look For - Startup experience (big company recruiters often struggle) - Functional expertise in your area of need - Network quality in your target talent pool - Clear process and communication style - References from other founders
### Avoid - Generalists who claim to do everything - Unwillingness to share their process - Pressure to sign before you're ready - No questions about your company or culture
Making the Partnership Work
### Be a Good Partner - Provide detailed, honest job descriptions - Give feedback quickly on candidates - Make time for priority candidates - Communicate changes in requirements
### Expect Quality Service - Regular updates on pipeline - Honest feedback on market conditions - Calibration on candidate quality - Help closing strong candidates
The Bottom Line
A great recruiter is a partner, not a vendor. Invest time in selection, set clear expectations, and maintain active communication throughout the search.