"Why You Should Always Use a Recruiter (Even When You Think You Don’t Need One)"

“We can handle this hire ourselves. Why pay a recruiter?”

It’s a reasonable question. Recruitment fees aren’t cheap. Job boards are accessible to everyone. LinkedIn makes finding candidates seem easy.

But the real cost calculation is more complex than most companies realise.

What You’re Actually Paying For

A good recruiter doesn’t just find resumes. They provide:

Access to passive candidates. The best people usually aren’t actively job hunting. They’re not on job boards or responding to LinkedIn messages from unknown companies. Recruiters have relationships with these people built over years.

Market intelligence. What are realistic salary expectations? What benefits do candidates prioritise? What are competitors offering? This information costs you mistakes if you don’t have it.

Screening and qualification. Every hour you spend reviewing unsuitable applications is an hour away from your actual job. Recruiters filter so you see only candidates worth your time.

Process management. Scheduling, following up, managing expectations, handling negotiations—all the administrative work that drains time and energy.

Speed. A recruiter working your role full-time will fill it faster than you can while doing your regular job. Time-to-fill matters more than most companies calculate.

Objectivity. It’s hard to assess candidates when you’re desperate to fill a role. Recruiters provide external perspective.

The Hidden Costs of DIY Hiring

When you recruit yourself, the costs are real but less visible:

Your time. Calculate honestly: how many hours will you spend writing ads, reviewing applications, scheduling interviews, phone screening? What’s your hourly rate?

Bad hires. Without professional vetting, the risk of wrong hires increases. One bad hire typically costs 30-150% of annual salary when you factor in training, productivity loss, and rehiring.

Missed candidates. The perfect person for your role might be employed and not looking—but known to a recruiter who could approach them discreetly.

Drawn-out process. Every extra week a role sits empty costs productivity and puts strain on your team.

Suboptimal negotiation. Candidates often expect to negotiate. A recruiter can navigate this without damaging the relationship before it starts.

When DIY Might Work

To be fair, not every hire requires a recruiter:

Entry-level roles with many qualified candidates. Roles where you have a strong internal pipeline. Situations where you genuinely have time to dedicate to the process. Very niche roles where you have better networks than any recruiter would.

When a Recruiter is Essential

But for most professional hires, especially:

Senior roles where the wrong hire is catastrophic. Specialised positions where talent is scarce. Time-sensitive situations where you can’t afford delays. Confidential searches where discretion matters. Any role where you’ve tried and failed to hire yourself.

The Partnership Mindset

The companies that get the most value from recruiters treat them as partners, not vendors. They communicate openly, provide feedback promptly, and understand the recruiter is working toward the same goal: finding the right person.

Those that treat recruiters transactionally—slow communication, vague feedback, commoditised relationships—get transactional results.

The Bottom Line

Recruitment fees are an investment in hiring quality and speed. The question isn’t “can we avoid this cost?” but “what will it cost us if we try to do this ourselves?”

Usually, more than you think.