Stop working with a Recruiter NOW

Stop working with a recruiter who is not knowledgeable about the sector you work in, cannot be trusted and has not got your interests at heart. 


Have you ever reflected on how important is for you to build win-win relationships with well-connected recruiters who can easily help you fast-track your career progression? This short article will explain and emphasise how, you as a job seeker/candidate can and should evaluate Recruiters.

When you get a call out of the blue (cold call) from a recruiter, it is in your interest to ascertain if they are worth of your time and they are someone who you would like to build a long-term professional relationship. Therefore, let’s look at some scenarios when recruiters do/do not know their market and if they are someone who you can/cannot like or trust.

When a recruiter is vague about a vacancy or they have little knowledge about the role/company, I would pass on that opportunity as it is very likely going to end up as a time-wasting exercise for all parties involved. I would politely refuse interacting (pass) with them because the reasons of them being so superficial would usually be:

– because he/she does not know or care about their client.

– because they do not have strong relationships with their clients – they were afraid to ask their clients why the role came up, what are the career prospects within the team/company, how the company encourages people to develop new skills, how would the financial benefits look like (the recruitment consultants should know this if he/she placed with that client in the past).

– or because there are situations when they do not have the client’s approval of working on that vacancy and they are just fishing for new active candidates.

– because they are a rookie in recruitment or in that particular sector – in today’s competitive recruitment sector, there are hundreds, if not thousands of recruiters who want to make money out of you and only few who would be genuine in building a long-term relationship with you. You need to quickly identify the Good from the Bad.

On the other hand, a Formidable Recruiter will always provide their candidates with ample information on company, department, team size and dynamics, how to prepare for your interviews, what to research on and what questions you should ask during your interviews so that you are able to make an informed decision about that particular job opportunity.

Changing jobs can boost your career progression, and you can see your earnings doubled or you can end up unhappier than in the present, frustrated with the new team (which you did not meet before accepting the role) or bitter with yourself because you accepted a too low salary.

When a recruiter talks more than you and does not listen – it is also not a good sign!


A Great Recruiter would quickly tell who he/she is and in what area they specialise (in today’s challenging times, I would Never Work with generalist recruiters, but with ones that know MY sector very well).

After the initial call/exchange of emails with a recruiter I would urge you to search his or her profile online (LinkedIn, Xing, Viadeo or other social media platforms). Make sure they do not have a questionable online reputation.  Online research allows you to find out whether they can be trusted.

When a recruiter talks only about the salary – take your job search elsewhere – the new role should encompass more positive elements such as: company culture, medium-term career prospects, team fit, benefits etc.

A Great Recruiter is never going to push you into a job. However, sometimes, miscommunication happens in an interview (or the job description does not elaborate enough on the big picture of that opportunity) and a great recruiter will reach out to you and to the hiring manager to clarify these points. Who wants to pass over an incredible job opportunity because of a misconception?

Most job seekers I have been working with have little clue about what we do, and what qualities they should seek in a recruiter to work with them. They work with anyone who contacts them but invest little time in due diligence. Networking will well connected recruiters will always pay off.