Recruiters

Recruiters act as gatekeepers and advocates in the hiring process. They recruit passively by posting jobs and actively by searching for candidates online.

There are three types you’ll likely encounter: internal corporate recruiters (often known as "talent acquisition"), external staffing firm recruiters, and (for director-level and above positions) executive headhunters. 

Each plays a different role and requires a tailored approach.

Know Your Recruiter

Internal Recruiters / Talent Acquisition

  • These recruiters work inside a company’s HR department and are tasked with filling open positions at their organization. They often focus on multiple roles simultaneously. They are usually generalists, not experts in your specific area of expertise.
  • You can find them on LinkedIn by searching for “Recruiter” OR “Talent Acquisition” AND [target company].
  • They are very busy and unlikely to engage with you unless there is a posted role and you are a great fit. If there is:
    • Apply online, then send a brief, personalized LinkedIn message or email. Express interest in a specific role, include a resume or LinkedIn profile link, and demonstrate knowledge of the company’s work.
  • Stand out by being prepared, professional, responsive, and easy to work with. Internal recruiters want candidates who match both the role and the company culture.
  • Are you a new grad? Search for "University Recruiter" or "Early Talent."

External Recruiters / Staffing Firms

  • These recruiters work for third-party agencies and match candidates to open roles at multiple client companies, often in specific industries or job types.
  • A company may hire several firms to search for candidates, so you may be approached by several recruiters for the same Nike job.
  • Look for specialized firms in your field using AI tools, Google, LinkedIn, and the LGJS list of local recruiters linked below. Also ask your contacts.
  • Reach out via email with a focused message that includes your resume, what kind of role you’re seeking, and your availability for a quick intro call.
  • They value responsiveness, clarity about your preferences, and candidates who follow through quickly during the interview process.

Executive Recruiters / Headhunters

  • These recruiters focus on high-level roles (typically director and above) and work discreetly on behalf of companies seeking experienced leaders.
  • One firm is generally retained by a company to complete a search.
  • You can find them by reviewing placements in executive announcements, looking at firm websites like Korn Ferry or Spencer Stuart, or by asking your network.
    • Local headhunters are listed in the spreadsheet linked below.
  • Build relationships over time by responding to outreach, keeping your LinkedIn profile sharp, and demonstrating thought leadership or industry visibility.
  • When reaching out, be concise and offer a clear snapshot of your executive background, sector experience, and types of roles you’re seeking.

Empathize with Recruiters

Recruiters are overwhelmed, and anything you can do to make their lives easier is appreciated:

  • High recruitment loads: One recruiter may oversee 20–30 roles simultaneously.

  • Tool overload: They’re bouncing between LinkedIn Recruiter, Greenhouse, Slack, email, Zoom, and internal notes.

  • Low bandwidth: Some are sourcing, screening, coordinating interviews, and managing hiring managers.

  • Layoffs and AI job applications have led to a surge in volume, with hundreds of applicants within 48 hours.

  • Competing priorities: Execs want hires yesterday. Hiring managers are MIA. Recruiters in the middle, trying to make it work.

Engage Effectively

  • LinkedIn is often preferred for initial outreach, especially when you’re not sure of the recruiter’s email. Recruiters are often on LinkedIn all day, every day.
  • However, you are not likely to get a response because recruiters are VERY busy!
    • A good tactic is to Follow them on LinkedIn (before connecting) and engage via comments on their posts.
  • Keep messages short and personalized. Email is better for deeper conversations once contact is established.
  • Avoid generic messages; instead, reference specific jobs or mutual connections.
  • Stand out by tailoring your resume, showing evidence of results, and articulating the kind of roles you want.
  • Be professional, respectful of their time, and honest about your availability and interests.
  • Being persistent (but also polite and professional) gets results!

Follow Up After You Apply

1. Find the recruiter or hiring manager on LinkedIn:

  • Use the job post to figure out who owns the role.
  • Search the company’s TA team and narrow it down.
  • If the role is in Product, search “Product Recruiter” or “Technical Recruiter” at [Company].

2. Send a short, personalized message:

"Hi [Name], I just applied for [Job Title] at [Company]. I’m excited about the mission and wanted to briefly introduce myself. I’ve done [X achievement], and I’d love to be considered for this role. Happy to send anything else helpful. Thanks!"

3. Engage with their content:

  • Like and comment on their LinkedIn posts
  • React to company updates
  • Goal: stay top-of-mind without messaging daily

4. Follow up a few days later if you haven’t heard back:

"Just wanted to bump this in case it got buried. I’d still love to be considered. Let me know if there’s anything I can provide to support."

Source: The Random Recruiter

Nurture the Relationship Over Time

  • Recruiters work with hundreds of candidates, so staying top of mind is your job.
  • Send occasional updates when you gain new skills, complete a major project, or begin actively searching.
  • Congratulate them on role changes or share relevant articles. 

  • Don’t just disappear after landing a job. Building long-term rapport may pay off in your next career move.

     

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Be Where Recruiters Are Searching

Recruiters use a mix of tools to actively search for qualified candidates online. Not every recruiter pays for an expensive LinkedIn recruiter seat, so understanding the range of how they search helps you optimize your visibility and makes it easier to be found.

LinkedIn Recruiter and Boolean Search

LinkedIn Recruiter is a premium tool that uses AI to filter candidates by job title, skills, location, company, and more. Recruiters also use Boolean search strings on LinkedIn and Google (e.g., “product manager” AND “machine learning” AND Portland) to find candidates without premium tools. Having a keyword-optimized LinkedIn headline, summary, and skills section increases your chances of appearing in their search results.

Indeed Profiles

Indeed recently invested in their site to attract recruiters who are turned off by LinkedIn's high fees. Optimize your profile here and upload your resume. You may upload several versions if you have different target roles. 

Resume Databases on Job Boards

Recruiters often search resume databases on job boards. If you upload your resume to these platforms and mark it as searchable, recruiters can find you based on title, location, and keywords. Keep your resume updated and make sure it includes key terms that match your target roles.

Google and GitHub for Technical Roles

For technical or creative fields, recruiters often use Google to search public portfolios, GitHub repositories, Behance profiles, and personal websites. Having a professional, up-to-date online presence outside LinkedIn (especially for engineers, designers, and developers) can help attract recruiter attention.

Social Media and Online Communities

Some recruiters monitor Twitter, Reddit, Slack groups, LinkedIn groups, and other industry-specific forums to spot active professionals. Participating in professional conversations and sharing your work online increases your visibility. Recruiters may also use specialty job boards for the same purpose.

ATS and CRM Systems

For applicants who have previously applied to a role, internal recruiters often use their Applicant Tracking System (ATS) or Candidate Relationship Management (CRM) software to rediscover past applicants. If you weren’t selected the first time, an updated resume or new role may bring you back into consideration.

 

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Optimize Your LinkedIn Profile to Appear in Recruiter Searches

  • Recruiters focus on 3 things when searching LinkedIn: Job Titles | Industry | Skills
  • Use industry-standard job titles (the ones at the top of the drop-down list when you add a title.)
    • E.g., Communications Director or Manufacturing Engineer. If your title was unique, add some extra context.
  • Use keywords in context in your Experience section: how did you use your skills?
  • Refine your skill list to a tighter list of 25-35 skills that tell a cohesive story rather than trying to hit every possibility.
  • Use different variations on the same keyword: "project manager" "project management"
  • Fill out every section of your LinkedIn profile, and include location preferences, even for remote roles.
  • Did you contract for Nike but were employed by a staffing firm? Make Nike your employer. Recruiters search by prior company.
  • Enable the “Open to Work” feature, including the green banner. Recruiters use it as a visual signal.
  • Don't focus exclusively on LinkedIn. Recruiters are increasingly using alternative sourcing methods as LinkedIn Recruiter becomes more expensive.
  • Make your contact information easy to find, and be consistent across platforms. Put your email address in your About section. 

  • Be active on the sites you use. For LinkedIn, comment and update your profile regularly as signals that you are an active job seeker.

     

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Questions to Ask a Recruiter

“Why is this position open?”

This is one of the most useful questions you can ask. Sometimes the answer is simple. But sometimes there is more context.

Maybe the previous person struggled in the role.
Maybe the team has changed recently.
Maybe the hiring manager has been trying to hire for months and has not found the right person yet.

Recruiters will often share the real background. Hiring managers tend to give a more polished version. Knowing why the role exists helps you understand what problem they are trying to solve.

“What does the hiring manager actually care about most?”

Job descriptions often list a long list of responsibilities, but in reality the hiring manager is usually focused on a few key things. Recruiters normally know what those things are because they have discussed the role in detail with the hiring manager. If you know the two or three things that matter most, you can focus your interview answers on those areas rather than trying to cover everything.

“Do they have any concerns about my background?”

Very few candidates ask this question, but recruiters will often tell you if the hiring manager had any hesitation when they first looked at your resume. Maybe they wondered whether you have managed a team of that size before, or are unsure whether your experience is deep enough in a particular area. If you know that before the interview you can address it directly.

“What does the interview process actually involve?”

This is something recruiters usually know in detail. How many interview stages are there? Is there a technical assessment or task involved? Is the interview structured or more conversational? Going into an interview knowing what to expect makes preparation much easier.

“Who will I be meeting and what is their background?”

You may discover: 

How long the hiring manager has been with the company.
Whether the person interviewing you built the team themselves.
Whether someone joining the interview is more technical or more commercial.

That information helps you understand what angle the interview might take.

“What is the hiring manager actually like to work for?”

You are unlikely to get a fully honest answer from a hiring manager about themselves. What is their management style like? What type of person tends to succeed in the team? Those insights help you understand the environment you might be joining.

“What salary range are they working with?”

Recruiters usually manage the early conversation around salary expectations. They often know the approved range for the role and whether there is any flexibility. This helps make sure both sides are aligned before the process goes too far.

Source: The Introverted Recruiter

 

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Tools and Resources to Help You

Skill Builder Workshops

Recruiters use LinkedIn as a database of talent, so it's essential to optimize your Profile and engagement:

  • LinkedIn 101: Optimize your Profile to help recruiters find your more easily.
  • LinkedIn 201: Learn how to engage with LinkedIn strategically for best results. Train the algorithm too.
  • LinkedIn Settings: Review periodically to control profile visibility and privacy and enable settings to enhance engagement.

AI Prompts

Online Tools to Create or Optimize Your Profile

Recruiter Lists/Directories

No list or directory is complete. Look at many sources.

Articles

Online Resources

Search Our Site 

Enter a search term at the top of the page to find more information, e.g.:

  • Recruiters
  • Staffing Firms
  • Headhunters
  • Keywords