Most executives think recruiters find them jobs.
They don't.
Recruiters fill maybe 5% of all jobs, and the real number is probably closer to 2% for executive roles. Even if a recruiter contacts you directly about a specific role, the odds are stacked against you. A good recruiter approaches 100 to 200 candidates for a single search, and most of them look qualified on paper.
So if your strategy is to send your resume to a bunch of recruiters and wait, you're going to wait a long time.
There's a better way to use them.
Retained, contingency, and contained — know the difference
Three types of recruiters, three different business models.
Retained recruiters work exclusively on executive searches. They get paid monthly whether they fill the role or not. They typically work on one search at a time per client, and they complete a high percentage. They are not going to shop your resume around. They are not trying to help you find a job. They find candidates for a specific role.
Contingency recruiters work mid-level and entry-level roles. They get paid only if their candidate is hired. They often run many searches in parallel with low completion rates. They may shop your resume, sometimes without asking.
Contained recruiters are a hybrid: a small retainer up front, the bulk on success. They behave more like contingency than retained.
If a recruiter contacts you, figure out which type they are before you spend any time with them.
Stop sending your resume and asking them to "keep you in mind"
Here's what most executives do. They send their resume to a few recruiters and ask to be kept in mind. The recruiters add them to a database. Then nothing happens.
Here's what to do instead. Treat the recruiter as an influencer on your target people list. They may not have a job for you, but they know your industry. They know which companies are growing, which are struggling, which CEOs are about to make changes. That intelligence is valuable.
When you talk to a recruiter, try this:
- Send your resume before the call so they have context.
- Skip the resume walk-through. Give your 30-second pitch instead.
- Tell them the kind of company you're targeting (size, industry, geography).
- Mention a few specific companies on your list.
- Ask what they know about those companies.
- Ask which similar companies you should consider adding.
- Ask how you can be helpful to them, then follow through.
- Ask how to keep in touch.
That's a different conversation than "let me know if you hear of anything."
A recruiter who has a relationship with you when you're not looking will think of you first when you are.
Build the network before you need it
The best time to build relationships with recruiters is when you don't need them. If a recruiter calls you about a role you don't want, take the call anyway. Tell them you're not interested. Ask how you can help. Ask about their other searches. Offer referrals if you have them.
A few rules of thumb
Don't assume one recruiter at a big firm shares your name with their colleagues. They usually don't. Partners at most firms compete for the same candidates internally.
Don't overlook the Associates. Partners run client relationships; Associates do most of the candidate work. Be helpful to the good ones.
If a role isn't a fit, tell the recruiter why. They may have misread the job, or you may be missing context. The conversation often gets you closer to a fit, not further from one.
Don't be the candidate the recruiter dreads calling.
The recruiter is a useful relationship to have over a career, not a one-time service to use during a search. Treat them that way, and the value compounds.