• Reuben Roth

What is a Recruiter?

It’s likely that if you’re reading this, you have some involvement in the tech industry. You may be a recruiter or someone aspiring to be one. This post will give you an understanding of what it’s like to be a recruiter. I will attempt to convey such a rewarding, but misunderstood role.

To understand what a recruiter is, we will explore the various tasks an in-house recruiter will encounter:


Kick-Off Meetings: the foundation of any open position. This meeting will set the stage for how a hiring manager and a recruiter work together.


Establish a clear process together. What are the agreed upon responsibilities of the hiring manager and the recruiter? What are the deliverables? Who is responsible for each deliverable? What is the expected time frame for each task? Often times, a requisition will need to be created if it doesn’t already exist. Textio is a great tool to ensure your language is inclusive to all.


Pipeline Development: generally occurs after a Kick-Off Meeting. At this point, the hiring manager and recruiter meet to take a deeper dive into the requisition.


What does the hiring manager look for?What is the mission of this role?What are the outcomes we’re trying to achieve?What are the core competencies?


This information provides a starting point for sourcing the development a healthy pipeline. Booleanblackbelt is an incredible resource to learn effective sourcing techniques.


Expectation Management: this occurs throughout the interview process for every candidate. Interviewing is intense yet exciting at the same time. Candidates get to take a peek into different organizations. Unrealistic narratives may get drawn out. It’s the duty of the recruiter to protect the integrity of their team. Confirm that candidates are accepting the rightposition not just one that sounds great. Does the candidate understand the role, expectations, and the team entirely? Or are they playing into a fantasy?


A recruiter will help the candidate understand the role, team, and what will be expected of them.


A recruiter will show vulnerability and build trust to ask hard questions:


How do you feel about the company? Do you understand what you’d be working on and do you think you can be successful? Is this something that you want to do? How do you rank this company compared to others you’re in process with?


In short, a recruiter will find the right fit.


Stakeholder Management: this, too, occurs throughout the interview process even before pipeline development.


The relationship between the recruiter and the hiring manager — establish rapport with clear and consistent communication. Loop the hiring manager into the entire process — be transparent about the highs and the lows. Present data to help your hiring manager to understand pain points. A recruiter knows this is a team effort and doesn’t tackle hiring alone.


Offer Extension: occurs at the end of the process. By this point, a recruiter should know whether the candidate will accept or not. There should not be many surprises for either the recruiter or the candidate. Present all the information (vacation policy, sick days, parental leave, etc.) in a concise manner and be available to answer any lingering questions.


Brand Ambassador: How well known is your company? Recruiters reach out to potential candidates and represent your company. They’re in charge of representing your brand’s candidate experience. How does your candidate experience compare to others in the industry?


Campus Recruitment: can be a supplemental form of recruitment. I use the word supplemental because many startups don’t have the resources or bandwidth for campus recruitment.


Startups, by nature, have finite resources. It can be challenging to hire new graduates. However, it can be a powerful outlet for recruitment and can heighten brand awareness.


Present your recruiter with a problem and they will come up with multiple solutions. How sound is your recruitment process? Where are the bottlenecks? We don’t know what we don’t know…


Recruiters can point out problems before they occur. Is this your first time building a team or maybe your second? This could be the 10th or 11th team your recruiter has helped build.


Recruiters will own the entire process, from start to finish. If you look at your recruiter as someone who simply fills the pipeline, look again. Recruiter are true business partners for the hiring manager and company. Treat them like a partner and they’ll exceed your expectations. They are here to help identify, attract, and validate hires, while protecting the integrity of the team.


This, friends, is a recruiter.


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