Match made in heaven: Advantages of partnering with a single IT recruitment agency

One tech recruitment agency vs. the IT recruiting world

Imagine a scenario: multiple recruiters reach out to the same candidate with identical job offers. This repetitive approach can severely tarnish the company's reputation, creating the perception of disorganisation and causing potential candidates to decline future job offers.

Today, we will explore the drawbacks of engaging with multiple technology recruitment agencies simultaneously, highlighting the potential risks and complications that may arise. Additionally, we will delve into the advantages of choosing a single IT recruitment agency when seeking developers and conducting technical staff recruitment.

Advantages of working with one IT recruitment agency

The decision to work with one or multiple agencies depends on a company's size. It makes sense for corporations to cooperate with multiple tech recruitment agencies, but for small companies, it's often more efficient to work with a single IT recruitment agency. Even with many job openings in various fields, an IT agency can deploy multiple teams of tech recruiters and IT sourcing specialists for a comprehensive search.

The advantages of working with one agency:

  • Familiarity
    You have an established relationship and understand each other well.
  • Workflow Efficiency
    You know how to effectively organise the working process.
  • Favourable Terms
    You can agree on convenient terms for both parties.
  • Company-Specific Expertise
    The agency's tech recruiters understand the unique needs and requirements of a company.
  • Collaboration
    Close interaction with in-house recruiters enhances overall recruiting.
  • Comprehensive Support
    In case you lack an internal recruiting department, the agency can handle it all efficiently.
The last point is crucial, especially when a technology recruitment agency collaborates directly with hiring managers or in-house recruiters, bypassing the need for account managers, which is common in various agencies. This close partnership allows for the early clarification of critical details and specifics for each position. It enables discussions about job openings to occur "by word of mouth" directly with the hiring manager.

Maintaining direct communication between the agency's technical recruiter and an in-house recruiter who specialises in these positions can be more effective for both parties, even when catching a hiring manager proves challenging, a situation frequently encountered, particularly in larger companies. This direct collaboration bypasses the need for an account manager, which adds unnecessary complexity to the entire process.

Cooperation with several tech recruitment agencies

As previously discussed, the size of a company plays a crucial role in this decision-making process. Large enterprises with many open positions may find it logical to engage with multiple IT recruitment agencies, particularly when they need to hire tech staff in specific regions or for distinct profiles. This approach allows for a broader and more specialised talent search, aligning with the diverse and extensive hiring requirements of large companies.
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Segmenting search streams among various agencies is crucial in such cases to prevent the creation of unnecessary competition and avoid candidate overlap. What potential risks can arise in these situations?
  • 1
    Many technical recruiters may send a mass of emails, which can deter candidates from further engagement. In the case of large companies, it's common for IT professionals to request removal from the company's database due to the inundation of job offers.
  • 2
    Maintaining uncontrolled partnerships with numerous tech recruiters can convey a misleading image to potential candidates. They may perceive the company as struggling with a staffing shortage and constantly posting new job openings. It can negatively impact the company's reputation in the hiring market and slow the development of a strong HR brand.
When managing candidate interactions across multiple IT recruitment agencies, it’s essential to provide guidance to each agency and ensure a systematic approach is maintained throughout all stages of the recruitment process.
In our experience, many candidates express their willingness to explore job opportunities with specific companies – but they have often had negative past experiences, such as IT recruiters initiating contact but then abruptly ceasing communication. Ensure that all processes are carried out with clarity and transparency to avoid these incidents.

Payment to the agency for the IT talent recruitment

Typically, when working with multiple IT recruitment agencies, the standard payment arrangement is based on the successful placement and the candidate's start date. However, when engaging freelancers or independent recruiters, alternative payment structures may come into play, such as a split payment arrangement, where a portion is paid before the candidate's start date, and the remaining amount is settled after the candidate completes their probationary period.
Working with IT agencies often follows a different payment structure due to the scale and specialised nature of their services.
Tech recruitment agencies typically handle more in-depth searches for IT professionals, which involves greater expertise and resource allocation. Consequently, they tend to focus on successfully placing candidates who meet specific technical criteria and may rely more on the standard payment model, where fees are contingent upon the candidate's start date.

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