What are some qualities I should look for in a tech recuiter?

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I've seen, on this site and others, and been told, many times "find a good recruiter and ...".



I've never used a recruiter, and The Internets seem to love and hate them. I presume that the love stems from the recruiter industry and those that have had success leveraging them, and that those who hate them have had bad experiences. However, I haven't gotten much of a sense for what industries or roles they were referring to, and I suspect that's a major contributing factor to both sides of the argument.



What qualifies a "good recruiter"? Specifically as it relates to tech jobs. In my case, IT support roles, and software development jobs. On the flip side, what qualifies a "bad recruiter"?



Good answers can focus on good or bad or both, and I'd prefer things that are less obvious. I've listed some things I consider obvious below.



Excellent answers will: refer to how to find them, including possible questions to weed out the chaff; note that certain industries, roles, or levels don't require the services of a recruiter due to industry norms.



Obviously obvious examples:



Good Recruiter



  • Returns communications in a timely manner

  • Discrete

  • Knowledgeable of the industry that they are trying to fill positions in

Bad Recruiter



  • Doesn't return communications

  • Very demanding

  • Ridiculously short, impossible, timelines. For example, "I need you in my office in 20 minutes!" when you work an hour away, and it's the middle of a workday.

  • Adheres to long-standing-but-obviously-mythological practices like the 1 page resume.





software-industry recruitment united-states tech-industry






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    up vote
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    down vote

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    I've seen, on this site and others, and been told, many times "find a good recruiter and ...".



    I've never used a recruiter, and The Internets seem to love and hate them. I presume that the love stems from the recruiter industry and those that have had success leveraging them, and that those who hate them have had bad experiences. However, I haven't gotten much of a sense for what industries or roles they were referring to, and I suspect that's a major contributing factor to both sides of the argument.



    What qualifies a "good recruiter"? Specifically as it relates to tech jobs. In my case, IT support roles, and software development jobs. On the flip side, what qualifies a "bad recruiter"?



    Good answers can focus on good or bad or both, and I'd prefer things that are less obvious. I've listed some things I consider obvious below.



    Excellent answers will: refer to how to find them, including possible questions to weed out the chaff; note that certain industries, roles, or levels don't require the services of a recruiter due to industry norms.



    Obviously obvious examples:



    Good Recruiter



    • Returns communications in a timely manner

    • Discrete

    • Knowledgeable of the industry that they are trying to fill positions in

    Bad Recruiter



    • Doesn't return communications

    • Very demanding

    • Ridiculously short, impossible, timelines. For example, "I need you in my office in 20 minutes!" when you work an hour away, and it's the middle of a workday.

    • Adheres to long-standing-but-obviously-mythological practices like the 1 page resume.





    software-industry recruitment united-states tech-industry






    share























      up vote
      0
      down vote

      favorite









      up vote
      0
      down vote

      favorite











      I've seen, on this site and others, and been told, many times "find a good recruiter and ...".



      I've never used a recruiter, and The Internets seem to love and hate them. I presume that the love stems from the recruiter industry and those that have had success leveraging them, and that those who hate them have had bad experiences. However, I haven't gotten much of a sense for what industries or roles they were referring to, and I suspect that's a major contributing factor to both sides of the argument.



      What qualifies a "good recruiter"? Specifically as it relates to tech jobs. In my case, IT support roles, and software development jobs. On the flip side, what qualifies a "bad recruiter"?



      Good answers can focus on good or bad or both, and I'd prefer things that are less obvious. I've listed some things I consider obvious below.



      Excellent answers will: refer to how to find them, including possible questions to weed out the chaff; note that certain industries, roles, or levels don't require the services of a recruiter due to industry norms.



      Obviously obvious examples:



      Good Recruiter



      • Returns communications in a timely manner

      • Discrete

      • Knowledgeable of the industry that they are trying to fill positions in

      Bad Recruiter



      • Doesn't return communications

      • Very demanding

      • Ridiculously short, impossible, timelines. For example, "I need you in my office in 20 minutes!" when you work an hour away, and it's the middle of a workday.

      • Adheres to long-standing-but-obviously-mythological practices like the 1 page resume.





      software-industry recruitment united-states tech-industry






      share













      I've seen, on this site and others, and been told, many times "find a good recruiter and ...".



      I've never used a recruiter, and The Internets seem to love and hate them. I presume that the love stems from the recruiter industry and those that have had success leveraging them, and that those who hate them have had bad experiences. However, I haven't gotten much of a sense for what industries or roles they were referring to, and I suspect that's a major contributing factor to both sides of the argument.



      What qualifies a "good recruiter"? Specifically as it relates to tech jobs. In my case, IT support roles, and software development jobs. On the flip side, what qualifies a "bad recruiter"?



      Good answers can focus on good or bad or both, and I'd prefer things that are less obvious. I've listed some things I consider obvious below.



      Excellent answers will: refer to how to find them, including possible questions to weed out the chaff; note that certain industries, roles, or levels don't require the services of a recruiter due to industry norms.



      Obviously obvious examples:



      Good Recruiter



      • Returns communications in a timely manner

      • Discrete

      • Knowledgeable of the industry that they are trying to fill positions in

      Bad Recruiter



      • Doesn't return communications

      • Very demanding

      • Ridiculously short, impossible, timelines. For example, "I need you in my office in 20 minutes!" when you work an hour away, and it's the middle of a workday.

      • Adheres to long-standing-but-obviously-mythological practices like the 1 page resume.





      software-industry recruitment united-states tech-industry




      software-industry recruitment united-states tech-industry





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