As a self-employed/agency recruiter: do you first reach out to candidates or to clients? Why?

As a self-employed recruiter or agency owner, do you prioritize reaching out to candidates or clients first? I’m just starting my journey in this role. Operating on a commission, “no cure no pay” basis feels quite different from my experience as a corporate recruiter, and I’m finding client acquisition to be particularly challenging.

I’m unsure whether I should focus on connecting with potential clients first or start by identifying candidates. Do I need to have candidates lined up before approaching clients? If that’s the case, how can I prevent clients from contacting the candidates directly, potentially jeopardizing my commission? Should I consider keeping their names confidential?

I apologize for all the questions, but this is all quite new to me. What strategies have worked best for you in similar situations?

One thought on “As a self-employed/agency recruiter: do you first reach out to candidates or to clients? Why?”

RCadmin

March 8, 2025 at 12:56 pm

Starting out as a self-employed recruiter can be challenging, but both client and candidate outreach is vital for building your business. Here are some strategies and insights that might help you navigate this process:

Client Outreach First:

Build Relationships: In a commission-based model, establishing relationships with clients can be very beneficial. Understanding their hiring needs, company culture, and the specific roles they are looking to fill is crucial. It allows you to tailor your candidate search effectively.
Market Demand Awareness: Knowing which clients are hiring can help you pinpoint which candidates to source. By engaging with clients first, you’ll have a better sense of what skills and experiences are in demand.
Set Yourself Apart: When reaching out to clients, emphasize your unique selling points and how you can help them find the right talent quickly and efficiently. If you can demonstrate an understanding of their business and needs, it builds trust and positions you as a valuable partner.

Candidate Outreach:

Once you have some client interest or early leads, then start reaching out to candidates. Here’s how you can handle it:

Pipeline Development: While it’s not strictly necessary to have candidates ready before contacting clients, having a few potential candidates can make your pitch stronger. You can highlight your ability to connect them with qualified talent quickly.
Engage Candidates: Start networking and building a candidate pool. Discuss potential roles and gauge their interest. This shows clients that you are proactive and have candidates ready to move.

Protecting Your Commission:

Use a Contract: When you present candidates to clients, use a straightforward agreement that specifies your commission terms. This helps prevent any direct contact between the client and candidate that could circumvent your commission.
Communication: Be clear about your process with clients. Let them know how you’ll be presenting candidates and encourage them to go through you for any discussions.
Confidentiality: If necessary, you can present candidates in a more generalized manner (without naming them initially) to gauge client interest before disclosing their details.

Strategy Suggestions:

Networking: Attend industry events, join LinkedIn groups, and leverage any existing contacts. Building a strong network can lead to referrals and new clients.
Cold Outreach: Don’t hesitate to reach out directly to potential clients via email or LinkedIn. Tailor your approach to demonstrate value based on their industry and challenges.
Content Marketing: Consider starting a blog or sharing insights on social media that showcase your expertise in recruitment. This can help attract both clients and candidates.

Ultimately, balance is key—engage both candidates and clients simultaneously, but prioritize client outreach to have a solid foundation for your recruitment efforts. Good luck, and remember, persistence pays off!