I once talked to a recruiter who pitched me a “perfect opportunity.” Great company, great culture, competitive pay. I spent two weeks prepping for interviews, took time off work, and made it to the final round. That’s when I found out the salary was 25% below what I’d told the recruiter I needed. He knew the whole time. He just figured if I got far enough into the process, I’d take it anyway.
Not all recruiters operate like that. Many are genuinely trying to match good candidates with good companies, and a great recruiter can be one of the most valuable contacts in your career. But the relationship only works if you ask the right questions upfront, because a recruiter’s incentives and yours don’t always overlap perfectly.
These 15 questions help you evaluate whether a recruiter is worth your time, whether the opportunity is real, and whether you’re being treated as a candidate or just a resume to throw at a wall.
Before You Contact a Recruiter
A few things to know before the first conversation:
- Understand how recruiters get paid. External recruiters (headhunters and staffing firms) are paid by the company, not by you. Their fee is typically 15-25% of your first-year salary. This means they’re motivated to fill the role, but also to keep you in a salary range the company has approved.
- Know your market value. Research salary ranges for your role, experience level, and location before talking to anyone. This prevents you from being anchored to a number that’s below your worth.
- Have your resume ready. Update it before the recruiter asks. A polished resume on quality resume paper makes a strong impression if you’re meeting in person, though digital copies are the norm.
- Clarify what you’re looking for. Salary range, role type, industry, location, remote vs. on-site, company size. The clearer you are, the better a recruiter can match you. Vague requirements lead to vague opportunities.
- Be ready to ask questions, not just answer them. Most people treat the recruiter call like an interview. It’s not. It’s a two-way evaluation.
What to Mention or Send Beforehand
Set the stage for a productive conversation:
- Your current role, title, and general compensation. You don’t need to give an exact salary, but sharing a range helps the recruiter filter opportunities realistically.
- Your non-negotiables. If remote work, a specific location, or a minimum salary is a hard requirement, say so upfront. It saves everyone time.
- Your timeline. Are you actively looking, passively open, or just exploring? This context shapes how quickly the recruiter moves and what types of roles they suggest.
- Your resume and LinkedIn profile. Make sure they’re consistent. Recruiters will compare them, and discrepancies raise questions.
About the Role and Company
1. What company is the role with, and can you share the job description?
Some recruiters are cagey about naming the company. If they won’t tell you, ask why. Legitimate reasons include confidential searches for executive roles. Less legitimate reasons include not wanting you to apply directly and bypass them.
Get the full job description. A recruiter’s verbal summary of the role and the actual written description can look very different.
2. Why is this position open?
Is it a new role (growth) or a backfill (someone left)? If someone left, why? High turnover in a specific role is a warning sign. A newly created position suggests the company is expanding, which is usually a healthier sign.
3. What is the salary range for this role?
Don’t accept “competitive” or “depends on experience.” Ask for the actual range the company has budgeted. If the recruiter won’t share it, that’s a problem. You need to know whether the opportunity is in your ballpark before investing time.
If you’re not sure where you stand, do your research. A salary negotiation book helps you understand how to position yourself in these conversations.
4. What does the interview process look like?
How many rounds? Who will you meet? Is there a skills assessment, case study, or presentation? What’s the expected timeline from first interview to offer?
A three-round process that takes two weeks is very different from a six-round process that stretches over two months. Knowing the full picture helps you plan and decide whether it’s worth the investment.
5. What is the company culture like, and why do you recommend this opportunity?
A recruiter who can describe the culture with specific examples has either placed people there before or done genuine research. A recruiter who defaults to generic phrases like “fast-paced” and “collaborative” probably hasn’t dug deep enough.
Ask what they personally know about the hiring manager, the team, and why this company is a good fit for you specifically.
About the Recruiter and Their Process
6. Are you working directly with the hiring manager, or through HR?
Recruiters who have a direct relationship with the hiring manager can provide better insight into what the role actually looks like, what kind of candidate they want, and how decisions get made. A recruiter who’s just blasting resumes to a general inbox has less influence and less information.
7. How many candidates are you submitting for this role?
If the recruiter is submitting 15 people, your odds are different than if they’re submitting three. A smaller submission list usually means the recruiter is being selective, which actually benefits you because it signals they believe you’re a strong match.
8. Are you the exclusive recruiter for this role, or are other firms involved?
Exclusive searches mean the company trusts this recruiter to handle the process. Multi-firm searches can mean a race to submit resumes, which sometimes leads to less thoughtful matching and more pressure to move fast.
9. What happens to my resume after I give it to you?
This is critical. Ask whether the recruiter will submit your resume to the company without your explicit permission. Some recruiters blast resumes to multiple companies to “see what sticks.” This can create problems if your current employer is one of those companies, or if multiple recruiters submit you for the same role.
Insist on approving each submission before it’s made. A professional recruiter will agree without hesitation.
10. How will you keep me updated throughout the process?
Set expectations for communication. How often will the recruiter check in? Will they provide feedback after each interview round? What’s their response time for questions?
A recruiter who disappears after submission and only resurfaces weeks later with vague updates isn’t managing the process well.
Protecting Yourself
11. Will you share my information with any company without my permission?
Reaffirm this directly. Your resume, salary history, and personal details should not be shared with anyone without your consent. Any recruiter who hesitates on this point is not someone you want handling your job search.
12. Is there a contract or exclusivity agreement I need to sign?
Some staffing agencies ask candidates to sign agreements that restrict you from working with other recruiters or applying to companies they’ve submitted you to. Read any agreement carefully. Understand what you’re committing to and for how long.
A portfolio folder keeps printed agreements, your resume, and interview notes organized and accessible.
13. What feedback will you provide if I’m not selected?
Good recruiters share hiring manager feedback so you can improve for next time. Some get detailed notes. Others get a generic “we went another direction.” Ask what level of feedback you can expect, and whether the recruiter will advocate for you if you’re borderline.
Long-Term Relationship
14. Can you help me with my resume or interview preparation?
Many recruiters offer resume feedback, interview coaching, and salary negotiation advice as part of their service. This is a win-win: a better-prepared candidate is more likely to get hired, which means the recruiter gets paid.
Ask what support they provide. Some just match and submit. Others are genuine career partners. The difference matters.
15. How do you see this as an ongoing relationship, not just a single placement?
The best recruiters build long-term relationships. They check in after placement to make sure things are going well, and they reach out when future opportunities arise that match your evolving career.
Ask whether the recruiter works with you beyond this single role. A recruiter who treats you as a long-term contact is more invested in your success than one who’s just trying to fill today’s opening.
Typical Cost Range and Factors
Recruiters are paid by the employer, not the candidate. But understanding the economics helps you understand their motivations:
Recruiter fee structures:
- Contingency recruiters: 15-25% of your first-year salary (paid only if you’re hired)
- Retained recruiters: 25-35% of first-year salary (paid in installments regardless of outcome)
- Staffing agencies (temp/contract): hourly markup of 30-70% above your pay rate
What this means for you:
- A recruiter placing you at $100,000/year earns $15,000-$25,000
- Their incentive is to get you hired, but within the employer’s approved salary range
- Higher-fee recruiters may have more influence with the employer and provide more support
Your potential costs:
- Resume updates: $0 (if the recruiter helps) to $200-$800 (professional resume service)
- Interview preparation: $0 (if the recruiter coaches) to $100-$500 (paid coaching)
- Professional attire and materials: varies
- Travel for interviews: varies (often reimbursed by the employer)
Factors that affect the process:
- Industry. Tech, finance, and healthcare tend to have more active recruiter markets.
- Seniority. Executive searches use retained recruiters; mid-level roles use contingency.
- Location. Remote roles expand your recruiter pool nationally.
- Market conditions. In a tight job market, recruiters compete harder to attract candidates.
Red Flags vs. Green Flags
| Red Flag | Green Flag |
|---|---|
| Won’t share the company name or salary range | Transparent about the company, role details, and compensation range |
| Pressures you to accept a role that doesn’t match your stated requirements | Presents only opportunities that align with your criteria and explains why |
| Submits your resume without your permission | Asks for approval before every submission |
| Disappears after submitting your resume and provides no updates | Communicates regularly and provides feedback after each interview |
| Asks you to sign a restrictive exclusivity agreement | No restrictive agreements, or terms are clearly explained and reasonable |
| Can’t describe the company culture or hiring manager’s priorities | Shares specific, firsthand knowledge about the company and team |
| Has no references from candidates they’ve placed | Can provide testimonials or connect you with people they’ve helped |
| Focuses only on filling the role, not on whether it’s right for you | Takes time to understand your goals and recommends roles accordingly |
Money-Saving Tips
- Never pay a recruiter. Legitimate recruiters are paid by employers. If someone asks you for money to find you a job, walk away.
- Negotiate through the recruiter. They want you hired, and a higher salary means a higher fee for them. Use that alignment to your advantage.
- Ask the recruiter for interview prep. Free coaching from someone who knows the hiring manager is incredibly valuable. Don’t leave it unused.
- Get salary data before negotiations. Knowing market rates prevents you from being anchored to a low number. Glassdoor, Payscale, and LinkedIn are free resources.
- Use an interview prep book to sharpen your answers. Practiced responses to common questions make the difference between “good candidate” and “clear frontrunner.”
- Don’t rush. A recruiter may push urgency (“the company is interviewing this week”). Take the time you need to prepare. A well-prepared interview performed a few days later beats a rushed one performed tomorrow.
Glossary
Contingency Recruiter: A recruiter who gets paid only if they successfully place a candidate. Their fee is a percentage of the candidate’s first-year salary. Because they’re only paid on placement, they’re incentivized to move quickly, sometimes at the expense of finding the absolute best match.
Retained Recruiter: A recruiter who’s paid a guaranteed fee (often in installments) to conduct an exclusive search, typically for senior or executive roles. Because their fee is secured regardless of outcome, retained recruiters can afford to be more thorough and selective.
Headhunter: An informal term for a recruiter who actively seeks out candidates for specific roles, rather than waiting for applicants. Headhunters usually reach out to employed professionals who aren’t actively job searching.
ATS (Applicant Tracking System): Software that companies use to collect, filter, and manage job applications. Your resume passes through an ATS before a human sees it, which is why formatting and keywords matter.
Counter Offer: An improved offer from your current employer made in response to your resignation. Counter offers can include salary increases, promotions, or better benefits. Accept them cautiously, because the underlying reasons you wanted to leave often remain unresolved.
Helpful Tools and Resources
For in-person meetings, printed resumes on quality paper make a stronger impression than a standard printout. Linen or cotton fiber paper stands out without being over the top.
Keeps your resume, reference list, and interview notes organized and presentable. A leather or faux-leather folder looks polished and shows you take the process seriously.
Covers behavioral questions, situational responses, and salary negotiation tactics. The structured practice framework helps you walk into interviews with confidence.
- Glassdoor: Research company reviews, salary data, and interview experiences shared by real employees and candidates.
- LinkedIn: Keep your profile updated and consistent with your resume. Recruiters search LinkedIn daily for candidates.
- Ask a Manager: Excellent free advice on workplace questions, negotiations, and career decisions. Practical and well-written.
Quick Reference Checklist
Use this during recruiter conversations:
- What company is the role with, and can I see the job description?
- Why is this position open?
- What is the salary range?
- What does the interview process look like?
- What is the company culture like?
- Are you working directly with the hiring manager?
- How many candidates are you submitting?
- Are you the exclusive recruiter for this role?
- What happens to my resume after I give it to you?
- How will you keep me updated?
- Will you share my information without my permission?
- Is there a contract or exclusivity agreement?
- What feedback will you provide if I’m not selected?
- Can you help with resume or interview preparation?
- Is this a one-time transaction or an ongoing relationship?
Frequently Asked Questions
Should I work with multiple recruiters at the same time?
Yes, with a few caveats. Different recruiters have access to different companies. Working with two or three expands your options. But make sure each recruiter knows you’re working with others, and never let two recruiters submit you for the same role. That creates a conflict and can disqualify you.
Can a recruiter get me a higher salary than I’d get applying directly?
Sometimes. Recruiters know the company’s budget and can advocate for the top of the range. They also have negotiation experience you might lack. However, some companies pay less through recruiters because the recruiter fee comes out of the hiring budget. It depends on the company.
What if a recruiter ghosts me?
Follow up once by email after a week. If there’s still no response, move on. Recruiters are busy and sometimes prioritize candidates closer to placement. It’s not personal, but it does tell you to diversify your job search beyond a single recruiter.
Should I tell a recruiter my current salary?
You’re not obligated to, and in some states it’s illegal for them to ask. Instead, share your desired salary range. “I’m targeting $X to $Y for my next role” gives them useful information without anchoring the conversation to your current pay.
How do I know if a recruiter is legitimate?
Check their LinkedIn profile for tenure, placement history, and recommendations. Verify their company. Ask for references from placed candidates. A legitimate recruiter will have a professional presence, a clear company affiliation, and a willingness to answer your questions openly.