Looking for a job is hard enough. Figuring out how to find a recruiter who actually helps can make it even harder. With so many types of recruiters out there (and not all of them working in your best interest) knowing who you're dealing with matters.

Before you reach out or respond, you need a clear picture of who’s who in recruiting. That starts with understanding the difference between internal and external recruiters and how their goals affect your job search.

What internal recruiters do and how to work with them

More companies are focusing on direct hiring, which means internal recruiters are playing a bigger role in the hiring process. These are full-time employees hired to find and screen candidates for roles inside their own company.

Internal recruiters represent the employer, not you. Their goal is to find a strong candidate quickly and at the lowest cost. If you're hired through them, there’s no agency fee, which can give you an edge over equally qualified applicants coming from outside sources.

Want to get in front of an internal recruiter?

LinkedIn is the first place you should go. Start by looking up the company you're targeting. Then scan employee profiles to find someone on the talent team. Job titles vary, so look for anything from “Recruiter” or “Talent Acquisition Specialist” to more creative names like “People Partner” or “Employee Success Manager.” Use a range of keywords to surface the right contacts.

Once you’ve found the right person, click into their profile and select “More” to find the “Connect” option. When you click “Connect,” a box will pop up allowing you to “Add a note.” You only get 200 characters, so keep it short:

Introduce yourself
Mention one key achievement
Say why you're interested in the company

Example:

Hi [Name], I'm a [job title] with experience in [industry/specialty]. I'm interested in [Company Name] and would love to connect in case any relevant roles open up. Thanks!

That’s enough to make a first impression and get on their radar. It may not lead to an immediate opening but it is a start at building a new relationship that can pay off later.

What external recruiters do and how they get paid

External recruiters come in all shapes and sizes. There are local firms, regional companies, and national agencies. There are also executive search firms that tend to specialize in filling higher-level or specialized positions.

There are two main types of external recruiters: contingency and retained.

Contingency recruiters only get paid if you get hired and stay in the role past the trial period, usually three months. Their fee can be as high as 25% of your first-year salary, but it’s paid by the employer. If you’re not hired, they don’t get paid at all.

Retained recruiters, on the other hand, work exclusively with one company to find employees for specific roles. These searches are more in-depth and usually for senior or specialized positions. Retained firms may earn up to 50% of the candidate’s first-year salary. They're paid whether you get hired or not, which changes how they operate and how many candidates they present.

How employers decide which recruiters to use

From the company's standpoint, the least expensive method of finding the most-qualified candidate wins. For entry-level or mid-level jobs and when time pressure isn't dire, internal recruiters are usually the first option. After all, if the internal team is able to produce a suitable candidate, no additional cost is incurred.

If internal efforts fall short (or when time is tight), contingent recruiters are a common next step. It's not unusual for a company to work with many contingent recruiters at the same time — those recruiters will compete to present the best candidate and get paid.

For upper-level and hard-to-fill positions, companies often turn to retained search firms. Retained recruiters rely on their network of industry contacts to hand-pick professionals who may be looking for a change. Because they work on an exclusive basis, they typically present only a few highly qualified professionals, and they charge a higher fee in return.

How to find a recruiter who’s a good fit for you

Which recruiter is best for you? The answer will depend on where you are in your job search.

If there are a few specific companies you’d love to work for, and are in no rush to change jobs, consider building relationships with internal recruiters. They know how their company operates and often have connections across departments. That insider perspective can help you land in the right role when the timing’s right.

If you are in job-search mode and short on time, working with a contingent recruiter may be your best bet. Remember: they’re motivated by commission, not by loyalty. Require the recruiter to seek your approval before presenting your resume for a job opening to eliminate the possibility of frivolous or duplicate applications.

You should also ask about their experience with the companies you're targeting. If they don’t have strong connections, you might be better off applying on your own.

Retained recruiters usually reach out to candidates that fit the criteria for their client's search. These firms are hired to fill high-level or specialized roles that aren’t always posted publicly. If one reaches out, know that you’re being considered alongside other candidates for the same position. Their job is to fill the role, not necessarily to help you get hired.

How to choose the best recruiter for you

As is the case with other professionals in your network, a recruiter can boost your career by opening doors and identifying opportunities. But not every recruiter will be the right fit.

Before you commit to working with a recruiter, be sure to understand what kind of recruiter you are speaking with. Ask directly whether they work internally for a company or externally through an agency. Don’t assume they’ll advocate for you, especially if their loyalty is to the employer.

If a recruiter reaches out to you first, ask how they found you. Push for specifics. A vague answer like “a colleague mentioned your name” doesn’t tell you anything useful.

You should also take these things into consideration:

Which companies do they work with? A recruiter with strong ties inside your target organizations can give you a real advantage.
Do they understand your background? No matter the type of recruiter, they can’t open doors if they don’t know how your career history ties into your career future.
Do they listen when you talk about your goals? The best recruiters offer honest, informed advice, not just a job pitch.

Finally, trust your gut. Certifications, references, and testimonials are important, but they do not replace chemistry. If something feels off, keep looking. You do not have to settle.

Also, if you're wondering how to hire a recruiter to find you a job, remember: most job seekers don't pay recruiters directly, it's usually the employer who does.

Job Placement Services

We’ll guide your entire job search.

Questions to ask a recruiter before working with them

When you’ve come up with a list of potential recruiters to work with, the best way to finalize your choice is with a series of direct questions. You’ll be able to make sure the recruiter is a good fit for your specific job search. At the end of the day, you want to make sure they’re focused on your goals, not just trying to fill a quota.

Who are your main clients? This tells you whether they have access to the companies you want to target.
How many candidates have you placed in the last year? Gives you a sense of how active and successful they are.
Do you specialize in a certain industry or role type? The more focused they are, the better they can position you.
Will you get my approval before sharing my resume? This protects you from being submitted to roles without your consent.

What recruiters look for in candidates

No matter the type of recruiter, most are drawn to candidates who make their value obvious. A clear, targeted resume helps. So does having a sharp LinkedIn profile, a focused job goal, and the ability to speak to your accomplishments without fluff.

Be responsive, clear about your expectations, and open to feedback because recruiters want to work with people who make their job easier. If you position yourself well, you'll stand out in their candidate pool.

The right recruiter is a career move worth making

You don’t need dozens of recruiters in your corner. You need one who understands your field, respects your goals, and knows how to open the right doors. Choosing a recruiter isn’t just about getting hired faster; it’s about who you trust to represent your career. Pick someone who treats it like it matters, because it does.

Before a recruiter can pitch you to employers, your resume has to make the case. Get a free resume review to make sure it’s doing the job.

This article was originally written by Natalia Autenrieth. It’s been updated by Marsha Hebert.