[supriyo-biswas]

Recruiters get a lot of flak here and elsewhere, but having recently interacted with a few for a recent job change, their incentives are aligned to have some skin in the game, and they can do the emotionally draining part of pushing the company to speed up the process for you without having to send multiple emails or waiting for months for your rejection.

[Paul-Craft]

When you say "recruiters," do you mean in-house recruiters or third party recruiters? Getting an in-house person on your side certainly is a great way to speed along the hiring process, but I've literally never had a third party recruiter send anything my way that ever came close to working out. It's gotten to the point where if I get an email from a 3rd party recruiter, I just don't look at it -- although I'm not sure if taking a chance on one of them at this point is a higher percentage play than 100 cold applications, TBH.

I suspect a lot of it has to do with the type of companies that tend to hire 3rd party recruiters. Namely, startups, and typically early stage startups who don't have any in-house recruiting staff. There's nothing at all wrong with early stage startup companies, except that my experience seems to indicate they don't actually know what they're even looking for. That's in addition to the likelihood that they just haven't been around long enough to develop a structured hiring process.

I don't know. What I will say is that your incentives and a 3rd party recruiter's are not the same. They want to place you quickly and get the commission, regardless if it's the best company or the most competitive offer. You're right that they do want to keep you at least somewhat happy, because if they get a reputation for treating candidates badly, that can be fatal in their profession. But, the people they really want to keep happy are the ones writing the checks. And, in this situation, that ain't you. You are quite literally the product here.

[lordnacho]

3rd party recs aren't entirely aligned with either the employee or the employer, but that fat cheque is a massive incentive that makes things happen. I've heard of recruiters who placed portfolio managers and ended up getting seven figures due to the compensation arrangement.

The thing about 3rd parties is they are really useful if you're already on the inside. If you have all the relevant CV points, they will get you interviews. This is the flip side of why people get ghosted by them: if they don't think you'll be easy to place, they won't bother with you, and in fact they think the employers will stop taking their calls if they push the wrong CVs.

Another thing about recruitment is that not everyone is good at it. There's a lot of young ones just out of uni who give it a shot, and suck at it. Badly organised, don't know the business, waste a lot time for a lot of people. I've got a bunch of LinkedIn contacts who are in various unrelated businesses because they started off in recruitment and couldn't bill enough to stay there. If you don't field a lot of calls the ones you do talk to might be these noobs who are looking for leads.

[selestify]

How do you find these third party recruiters and convince them to work with you?

[lordnacho]

I can only speak for my little corner of the market. For systematic trading, there's LinkedIn and there's efinancialcareers. Those are places where you find ads for the type of jobs I'm interested in.

But don't apply for the jobs on those portals, that is just a black hole. Just look at the ads, note down the names of the recruiters and firms they work for, and either phone them or message them on LinkedIn.

They'll have a chat with you to find out your situation, and then they will tell you what jobs they've got. Note that every recruiter in the whole world thinks they have a great relationship with Citadel, Millennium, and every other well known employer in the space, so those intros have no value at all to you, since anyone could be your gateway. They'll also have a bunch of less well known firms, so you need more than one recruiter since they don't all know everyone.

Of course LinkedIn is also a way for the recruiters to get in contact with you. Just set yourself to open and wait around, a fish comes every week or so.

[supriyo-biswas]

Putting your resume on job boards for 3rd party recruiters (at least in India). Not sure how it is in EU/US.

For recruiters within a company, try looking for them on LinkedIn, check out a recent post of theirs to verify if they still work for the company, and reach out with an application if they have an email address, or via LinkedIn messages.

[kaycey2022]

When I search for companies in India, all I get are 3rd party recruitment firms. The recruiters themselves are hopeless and ask questions like "How many years of Git experience do you have?".

How do you find promising companies in the first place?

[robbick]

I have had some good experiences with 3rd party recruiters. You obviously need to keep the fact that they will say whatever to get you to take the job they find. But equally they will push the company to hire you.

[scarface_74]

I used local recruiters to find me jobs most of my career (1999, 2012, 2014, 2016, 2018). I met them in person either at their office or for lunch. I met one in 2012 who found the perfect job for me in 2018. We stayed in touch all of those years.

My first job in 1996 was based on a return offer from an internship.

In 2008, I did the random submit my resume everywhere thing and in 2020 an internal recruiter from $BigTech reached out to me.

With remote work being more of a thing combined with my much stronger network and resume, I will probably lean much more on my network and resume the next time I’m looking.

[imiric]

> I suspect a lot of it has to do with the type of companies that tend to hire 3rd party recruiters. Namely, startups, and typically early stage startups who don't have any in-house recruiting staff.

That hasn't been my experience. In a startup people often wear multiple hats, so it's not uncommon for CTOs or CEOs to be directly involved in the hiring process. Startups usually list their open positions on their site and screen applications via email, or post on the HN Hiring and other niche job boards. Startups certainly don't want the cost and communication overhead of dealing with recruiters, especially because it costs them much more to make a wrong hire at an early stage.

In contrast, large and mostly technically out-of-touch companies love 3rd party recruiters. They give them a bunch of vague role requirements, and let recruiters do the dirty work for them. If there are problems with filling a role, they can always blame the recruiting agency.

[mcv]

Lots of recruiters are scum, but some are great, and it's not always easy to tell the difference. I get all my work through recruiters who find me on LinkedIn, and they've found me some great projects. I may hate LinkedIn, but it really works for me. (Mind you, I'm a freelance contractor, not an employee.)