• Somer Hackley

Which sells the job, the executive recruiter or the position description?

Updated: May 22




Every recruiter has their own playbook for recruiting candidates. I’ve seen many strategies work. No doubt by now I have my own.


It’s pretty easy to have a quick call or email exchange, send a job description, and ask people if they’re interested in learning more.


There’s a whole lot more to it.


Think of the risks! The risk of not generating interest from great candidates, or of overlooking good talent that feels they don’t fit on paper.


I wholeheartedly believe that one thing that separates a good from great recruiter is their ability to understand the company and position well enough that they are a true advocate. The potential candidate doesn’t need the JD to confirm their interest. They speak with the recruiter and are happy to schedule the next step.


Subtle key note, this is about the next step. Sure we talk about the end, compensation, relocation, etc, but let’s focus on what’s next. A step at a time. We have all the time in the world during the process, and we’ll be spending some time together.


When selecting which firm to go with, think about if they can represent you as you would represent yourself.

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