Choosing a recruitment partner isn’t just about who has the biggest database. It’s about trust, speed, alignment — and whether they truly understand your needs.
1. Have you filled roles like this before?
Why it matters:
Domain knowledge counts. Your recruiter should speak your language — tech stack, team structure, challenges, and nuances.
What you want to hear:
“Yes, we’ve worked with companies in your industry and placed people in similar roles. Here’s an example…”
2. Where do you find your candidates?
Why it matters:
Sourcing strategy reveals quality. Are they actively headhunting? Or just posting and praying?
Green flag answer:
“We use a mix of outbound outreach, passive candidate networks, and internal referrals — not just job boards.”
3. How do you screen candidates?
Why it matters:
You don’t want to waste time interviewing people who aren’t a fit.
Look for:
Multi-step screening, including technical validation, soft skill assessment, and cultural fit.
4. What’s your average time-to-fill for roles like this?
Why it matters:
You need a partner who can move fast — and knows what “fast” actually looks like.
A solid recruiter says:
“For contract roles, we typically present qualified candidates within 48 hours. For permanent roles, 1–2 weeks depending on complexity.”
5. How often will I hear from you?
Why it matters: Communication style sets the tone for the whole relationship.
Green flag:
“We’ll set a cadence that works for you — weekly updates, feedback loops after interviews, and check-ins as needed.”
6. How do you support diversity hiring?
Why it matters:
This isn’t just about optics — it’s about performance, culture, and responsibility.
A credible answer:
“We prioritize inclusive sourcing strategies, minimize bias in screening, and work with clients to align on DE&I goals.”
7. Can you give examples of recent placements?
Why it matters:
Proof beats pitch. Past success tells you whether they deliver on their promises.
You want to hear:
“Just last quarter, we placed two senior PMs at a post-secondary client and four DevOps engineers at a financial services firm.”
8. What if the placement doesn’t work out?
Why it matters:
Every hire carries risk. You need to know they’ve got your back.
Expect to hear:
“We offer a replacement guarantee — and we stay engaged with candidates post-placement to reduce the chances of surprises.”
9. How do you ensure cultural fit?
Why it matters:
Even a technically perfect candidate can fail without cultural alignment.
Best practice:
“We dig into your team’s working style, values, and collaboration habits — and screen candidates accordingly.”
10. How do you stay on top of tech and market trends?
Why it matters:
You want a recruiter who understands not just where the market is, but where it’s going.
A great partner says:
“We publish industry trend reports, track salary benchmarks, and meet regularly with both clients and candidates to stay ahead.”
Final Word:
Ask the right questions. Choose the right partner.
At Ignite, we answer these 10 every day — with confidence.
Let’s connect: info@ignitetechnical.com | www.ignitetechnical.com