How To Vet Agency Recruiters
Free post for job seekers
Before we begin…
I made a few updates to levelupcareers.ai. Check it out and lmk your thoughts. I haven’t marketed it yet because there are a few kinks I’m still working out, but would still love your feedback. Feel free to share in the comments/via email. Most people have gotten the most value out of the interview prep portion. I use this for my candidates IRL and they said it’s helped them a ton.
If you haven’t noticed, I’ve started putting paid posts out. The weekly saturday morning newsletters will always remain. But the paid posts will have outlines/guidelines from my career coaching calls since there’s a lot of crossover; stories about candidates with tons of career leverage you can learn from, details on deals I’ve placed and lessons I’ve learned in recruiting over the years.
This is a bit tricky because I can legit post about this every day but also being cautious not to spam you guys
I started taking instagram and tiktok more seriously this week. I’m reposting my memes on insta, but on those two platforms, I’ll have video content that will only be posted on there for the most part. Same handle as my X on both platforms.
Not all recruiters are created equal.
Some are strategic partners who can fast track your resume to the hiring manager.
Others? Just another step between you and a black hole.
If you’re a job seeker, especially in tech, you’ve probably heard a recruiter say:
“I’ve got a great opportunity for you.”
But how do you know if it’s real? Or if they have any influence on the hiring process at all?
The truth is:
If a recruiter can’t get your resume in front of the right person, they aren’t helping you.
They’re just replicating what you could do yourself.
So today, let’s talk about how to vet recruiters before you waste your time.
Why Use a Recruiter At All?
This is where a lot of job seekers go wrong.
They assume applying directly is better.
Sometimes it is.
But when a recruiter has real access to the hiring team, the dynamic changes.
Instead of waiting in the ATS void, your resume is:
Reviewed by decision-makers
Paired with context and advocacy
Often prioritized above blind applicants
They can help you prep for interviews using the notes from their intake call (and any previous experience working with the team)
They can help you negotiate the best possible offer without worrying about “stepping over the line”
A strong recruiter is a multiplier.
They don’t just send your resume—they sell your story.
But that only works if they’re actually in the loop. Which is why you need to vet them.
7 Questions to Vet a Recruiter (And Why They Matter)
Let’s walk through the questions you should be asking.
Each one tells you something critical about the recruiter’s connection to the company.
1. Do you know the hiring manager?
If they do, it’s a great sign. It means:
They understand what the manager actually wants
They can help you tailor your messaging
They may be able to influence who gets interviewed
If they don’t? Doesn’t mean you walk away. Just keep asking questions.
2. How many placements have you made with this client?
This is about track record.
One placement = Some trust.
Multiple placements = A real relationship.
No placements? Could be a new client, and that’s okay. But it’s important to know where you stand.
3. Are you a tier 1 or preferred vendor?
Big companies often have layers of recruiting vendors:
Tier 1: Direct access. Trusted. Guaranteed feedback.
Tier 2/3: Maybe they’ll look. Maybe they won’t.
If your recruiter is Tier 1? Huge advantage.
If they’re not, it’s still worth exploring—but now you’re aware of the odds.
4. Why is this role open?
New headcount? Good sign. Backfill? Ask why the last person left. High turnover? Red flag.
Good recruiters will be honest.
Great recruiters will tell you what it means for you.
5. Can you describe the project or team?
You’re not looking for a word-for-word regurgitation of the JD.
You want:
What’s being built
Where it’s at in the lifecycle
Who you’d be working with
If they can’t answer that?
They might be blind-submitting your resume into a portal.
6. What’s the interview process like?
This matters more than you think.
A good recruiter will:
Prep you for the types of questions
Set expectations for timelines
Tell you who you’re meeting and why
If all you hear is “Submit your resume and I’ll find out”...
You’re probably not a priority.
7. Have you gotten feedback from this company before?
This filters out resume mills.
If the recruiter says, “We’ve sent people in but haven’t heard back,” that’s a red flag.
Feedback—even rejections—means there’s a process in place.
No feedback means you’re throwing darts in the dark.
Use Judgment, Not Just a Checklist
Here’s the key takeaway:
Not every recruiter will check every box.
Sometimes they’re working with a new client. Sometimes the manager is tough to reach. Sometimes they’re just starting the relationship.
That doesn’t make them a bad recruiter.
But your job is to assess if this person can help you get closer to the hire.
Because if all they’re doing is forwarding your resume to a shared inbox...
You can do that yourself.
A Great Recruiter is a Career Asset
Here’s what most people get wrong:
They treat recruiters as a one-time transaction.
But the best ones?
They become part of your long-term strategy.
They get to know what you want. They advocate for you with the right people. They surface the roles you never see posted.
And when those recruiters bring you a role—you want to say yes.
But it starts with trust. And trust starts with asking the right questions.
TL;DR
If you’re going to work with a recruiter, vet them first:
Do they know the manager?
Have they made placements before?
Are they a preferred vendor?
Can they describe the role?
Do they know the interview steps?
Have they received feedback?
You don’t need perfect answers. Just honest ones.
Because the goal isn’t to talk to more recruiters.
It’s to work with the ones who can actually get you hired.
If you’re looking for bespoke advice, you can book a call with me here.
I also wrote an e-book that details all my advice in one spot which you can by here for just $5.
I’ve been utilizing the job matching function quite a bit recently. One issue that, occasionally, after implementing a suggested change, the matching score actually decreases after reanalyzing the updated resume and JD.
I believe the interview tool is the most robust so far and very helpful in my search.
Thanks for building this offering.