Image by Emily Zheng
If you’re paying for outside recruiting support, it’s fair to ask: Are they really finding people I couldn’t find myself?
The short answer is usually yes. Recruiting firms often have access to larger, more diverse talent networks in the industries and functions where they specialize. But it’s not just because they have a fancy LinkedIn Recruiter subscription. It’s because they’ve spent years building relationships and learning who’s who in their specialty area, whether that’s patent attorneys, cruise directors, or veterinarians (or like us, marketing, creative, and technical roles in the tech industry).
Recruiters know more people—and know more about them
Recruiters spend years, sometimes decades, filling roles in their specialty area. They may have even placed the same candidate more than once. Agency recruiters don’t just know the resumes of these candidates; they know their:
- Strengths
- Working style
- Ideal work environments
- Leadership and communication skills
- Career goals
Recruiters know reputations, not just resumes.
Because of these long-term relationships, recruiters will also be familiar with candidate reputations. They may have received feedback from multiple hiring managers over the years or seen firsthand how someone performed after a placement or on a client engagement. That context is difficult to get from a resume or a few interviews.
Specialized recruiters know what “great” looks like
A recruiter who hires product marketers every day knows what separates an average candidate from an exceptional one. The same is true for UX designers, technical writers, AI engineers, or motion designers. Recruiters understand which skills matter, which portfolios stand out, and which screening questions reveal the strongest candidates.
READ MORE: Hire in-house, or phone a friend?
Recruiters reach passive candidates
A large percentage of great candidates aren’t applying to jobs. They’re focused on succeeding in their current role. While they may be open to the right opportunity, they’re unlikely to be actively checking job boards.
Recruiters use sourcing tools like LinkedIn Recruiter to identify passive candidates and craft personalized outreach. Effective sourcing takes time, persistence, and practice. Many hiring managers and internal recruiting teams simply don’t have the bandwidth to dedicate that level of effort to every open role.
Even more valuable are the long-term relationships recruiters build over years in their specialty. Candidates are far more likely to respond when they recognize the person reaching out. And for professionals who rarely check LinkedIn or aren’t active on the platform, a phone call or email from a trusted recruiter can open doors that online sourcing alone cannot.
The value of a broader network
Hiring managers naturally have networks shaped by:
- Former employers
- Alumni
- Former teammates
- People in similar circles
Recruiters who intentionally build broad, diverse networks can introduce candidates with different backgrounds, industries, experiences, and perspectives that hiring managers wouldn’t have reached on their own.
Talent databases speed up hiring
Over years of recruiting, firms build searchable databases containing thousands of candidates they’ve already spoken with. It takes a few minutes for them to search through:
- Industries
- Technical skills
- Previous employers or assignments
- Location
- Salary expectations
- Work authorization
- Relocation preferences
- Interview notes
- Previous client feedback
Especially if you’re hiring for a niche role, a specialized recruiting or staffing firm can get qualified candidates to you quickly.
READ MORE: Why working with a recruiting agency is worth the cost
Does this mean companies shouldn’t recruit themselves?
Internal recruiting works for many roles, especially when companies have strong employer brands and dedicated internal recruiters.
But for difficult-to-fill or time-sensitive positions, experienced recruiting partners can significantly expand both the quality and diversity of candidates under consideration.
Rather than asking “Can I find candidates myself?” ask:
- How important is it that I have a view of the entire talent market, as opposed to those who just happened to apply?
- How important is it to hire one of the very best people on the market for this role?
- Does my team have the bandwidth to review applications and conduct screens?
- Does my team have the knowledge to evaluate candidates effectively?
- Does my team have the time to wait through a full in-house hiring process?
- How expensive would it be if we hired the wrong person?
The best recruiting and staffing firms provide access to relationships, market insight, candidate intelligence, and exceptional people you likely wouldn’t have reached on your own. At 2A Works, we’ve spent years building relationships with marketing, creative, and technical professionals across the tech industry. Our goal isn’t just to send resumes. It’s to introduce you to people we believe will thrive on your team.