What Good Recruitment Actually Looks Like (Reset Your Expectations)

You’ve been burned by a recruiter.

Maybe they sent you five generic CVs and disappeared. Maybe they placed someone who quit at week 13. Maybe they pressured you into a bad hire.

Now you’re gun-shy. You need to hire again, but you don’t trust recruiters.

I get it. After 20 years in this industry, I’ve seen too many founders traumatised by mediocre recruitment experiences.

Here’s what nobody tells you: Most founders have never experienced good recruitment. So they don’t know what to demand.

They think slow responses are normal. They think generic CVs are standard. They think 50% success rates are “just how hiring works.”

No.

Good recruitment exists. It’s just rare – especially for small businesses and startups.

This post will reset your expectations. I’m going to show you what good recruitment actually looks like, so you can demand better next time – whether you work with me, someone else, or hire DIY.

Because you deserve better. And so does your company.

WHAT GOOD RECRUITMENT LOOKS LIKE: THE 10 STANDARDS

Here’s what you should expect from any recruiter worth working with.

STANDARD 1: THEY ASK UNCOMFORTABLE QUESTIONS IN THE FIRST CONVERSATION

Bad recruiters ask:

• What’s the job title?
• What’s the salary?
• What skills do you need?

Good recruiters ask:

• Why did your last hire in this role fail?
• What’s your biggest fear about this hire?
• What does your worst nightmare hire look like?
• Describe the person you’ve worked with in the past who drove you absolutely mad – what was it about their working style?
• What does success look like in month 3, 6, and 12?
• How hands-on or hands-off are you as a manager?
• What’s your company stage, and where do you want to be in 12 months?

These questions are uncomfortable because they force you to confront the real challenges.

But they’re necessary. Without understanding your fears, management style, and culture, a recruiter is just matching keywords on a CV.

What to demand:

“Before we start, I want a proper briefing session – not just 30 minutes on the job description. I need you to understand our culture, my working style, and what actually makes someone successful here.”

If they say “that’s not necessary,” walk away.

STANDARD 2: THEY EXPLAIN WHY THEY’RE RECOMMENDING EACH CANDIDATE

Bad recruiters send:

“Here are 5 CVs for your review.”

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Good recruiters send:

“Here are three candidates I’d recommend interviewing, and here’s why:

Sarah – Marketing Manager
Why I’m recommending: 5 years in B2B SaaS at similar-stage startups (15-40 people). Comfortable with chaos – she’s been through two pivots and thrived. Strong Google Ads background but also scrappy (built their content engine with £0 budget).

Potential concerns: She’s been at her current company 4 years, longest tenure yet. Want to understand why she’s ready to move now. Also hasn’t managed a team, but you mentioned you need an IC for 12 months anyway.

Chemistry notes: Very direct communicator, moves fast, comfortable challenging leadership. If you prefer people who wait for direction, she might feel too assertive. But if you want someone who takes ownership, she’s perfect.

James – Marketing Manager
Why I’m recommending: Different profile from Sarah. Agency background (4 years), then 2 years in-house. Excellent writer – I’ve read his blog and samples. More methodical than Sarah but still startup-ready.

Potential concerns: Less hands-on Google Ads experience, stronger on content/SEO side. If paid advertising is 70% of the role, he’ll have a learning curve.

Chemistry notes: Collaborative, asks lots of questions, processes things verbally. If you’re more of an ‘async comms via Slack’ person, you might find him chatty. But his thinking is sharp.

Emma – Marketing Manager
Why I’m recommending: The experienced option. 7 years across three startups (Series A → Series C). She’s been through what you’re about to go through and can anticipate problems. Generalist – comfortable doing everything from ads to content to events.

Potential concerns: Might be overqualified. If growth slows or the role becomes repetitive, she could get bored. Worth discussing her motivations deeply.

Chemistry notes: Very self-directed. She’ll take a problem and run with it. If you’re hands-on and want to be involved in every decision, you might feel like she doesn’t loop you in enough. But if you want to delegate fully, she’s ideal.”

See the difference?

Good recruiters don’t just send CVs. They send context, assessment, and honest evaluation.

What to demand:

“When you send candidates, please include your assessment: why you’re recommending them, what their strengths are, and what concerns I should explore in interviews.”

STANDARD 3: THEY RESPOND WITHIN 24 HOURS (USUALLY SAME DAY)

Bad recruiters:

You send feedback Tuesday morning: “Let’s move forward with Candidate A.”

Thursday afternoon: No response.

Friday: You chase. “Sorry, I’ll get back to you Monday.”

Good recruiters:

You send feedback Tuesday morning.

Tuesday afternoon (or Wednesday morning at latest): “Great! I’ve reached out to Candidate A to schedule your next conversation. Are you available Thursday 2pm or Friday 10am? I’ve also asked her to prepare [specific thing] for the interview.”

Why this matters:

Slow response times mean:

• You’re not a priority
• Candidates go cold (momentum dies)
• The recruiter is disorganised

Good recruiters know that responsiveness = trust. And that hiring momentum matters.

What to demand:

“What’s your typical response time? I need to move efficiently, so I’d like to know I can expect responses within 24 hours.”

If they can’t commit to that, or they commit but don’t deliver, find someone else.

STANDARD 4: CANDIDATES ARRIVE WELL-BRIEFED

Bad recruiters:

You interview a candidate. Five minutes in:

“Wait, you’re only 10 people? The recruiter said you were Series B.”

Or: “I didn’t realise this was fully remote. I was looking for office-based.”

Or: “This is a marketing role, right? The recruiter said marketing, but you’re describing 50% sales?”

Good recruiters:

Candidates arrive knowing:

• Company stage, size, and funding status
• Team structure and who they’ll work with
• Realistic salary + equity expectations
• Day-to-day reality (including the chaos)
• Why the role exists and what success looks like

No surprises. No misalignments.

Why this matters:

When candidates are properly briefed:

• They’re genuinely interested (not just exploring)
• They’ve self-selected for fit
• You don’t waste time on mismatched interviews
• Offer acceptance rates are higher (no surprises at offer stage)

What to demand:

After the first mismatched interview, ask: “Are you having proper briefing calls with candidates before sending them to me? I need to know they understand the reality – stage, size, compensation, working style – before they take my time.”

STANDARD 5: THEY CHALLENGE YOU WHEN THE BRIEF ISN’T WORKING

Bad recruiters:

You’ve interviewed 8 candidates. None felt right.

Recruiter: “Let me send more CVs.”

[Sends 5 more generic CVs]

Good recruiters:

“You’ve interviewed 8 candidates and we haven’t found the right fit. I’m noticing a pattern in your feedback. Let’s pause and discuss:

1. You’ve rejected candidates because they need too much structure. But you’re also rejecting candidates who are too autonomous. What’s the balance you’re actually looking for?
2. You want someone with 5+ years of B2B SaaS experience AND comfort with chaos AND willing to take a £10K pay cut. That person exists, but they’re rare and competitive. Where can we be flexible?
3. Your salary range (£35K-£45K) is 15-20% below market for this skillset in London. We can keep looking, but this is why strong candidates are declining interviews. Can we revisit compensation?”

Why this matters:

Sometimes the issue isn’t the candidates. It’s:

• Requirements that are contradictory
• Salary that’s not competitive
• Job description that’s misleading
• Expectations that don’t match market reality

Bad recruiters keep sending CVs and collecting fees.

Good recruiters tell you the truth, even when it’s uncomfortable.

What to demand:

“If we interview 5+ candidates and none are right, I want you to challenge me. Tell me if the brief isn’t working, if the salary is off, or if my expectations need adjusting.”

STANDARD 6: THEY DEBRIEF EVERY CANDIDATE WHO DROPS OUT

Bad recruiters:

Candidate withdraws.

You ask: “What happened?”

Recruiter: “They accepted another offer.”

End of story.

Good recruiters:

“Candidate A withdrew. Here’s what they told me:

They got an offer from another company that was further along (Series B, 60 people). They liked your opportunity but wanted more structure and a clearer career path. They specifically mentioned the equity percentage felt light compared to the other offer (you offered 0.25%, they got 0.8%).

This is the second candidate who’s mentioned equity as a concern. Worth discussing if we should adjust the range or if we need to find candidates at a different career stage who value early equity differently.”

Why this matters:

Every dropout is a data point. Patterns reveal:

• Is your offer competitive?
• Are expectations misaligned?
• Is the job description misleading?

What to demand:

“When candidates drop out, I need to know why. Please debrief every candidate who withdraws and share the feedback – even if it’s uncomfortable.”

STANDARD 7: THEY PROVIDE INTERVIEW FRAMEWORKS (NOT JUST CANDIDATES)

Bad recruiters:

They send candidates. You wing the interviews.

Good recruiters:

“Here’s a suggested interview framework for this role:

First 30 minutes – Skills deep dive:

• Walk me through a recent [project type] you completed
• What would you do differently if you could go back?
• Show me something you’ve created

Next 20 minutes – Culture fit:

• How do you handle ambiguity? Give me an example.
• Describe your ideal working environment.
• What management style brings out your best work?

Final 10 minutes – Their questions: Listen for what they ask. Great candidates ask about challenges, autonomy, and growth. Red flag: only asking about perks and benefits.

After the interview, assess:

• Skills (1-5): Can they do the job?
• Chemistry (1-5): Do your working styles align?
• Motivation (1-5): Why do they want THIS role?
• Startup-readiness (1-5): Can they thrive in chaos?

Advance to next round: 16+ out of 20″

Why this matters:

Most founders wing interviews. They ask different questions to different candidates, making comparison impossible.

Good recruiters give you frameworks so your interviews are structured, fair, and effective.

What to demand:

“Can you provide an interview framework for this role? Questions to ask, what to listen for, how to assess?”

STANDARD 8: THEY’RE PROACTIVE ABOUT POST-HIRE SUPPORT

Bad recruiters:

Candidate starts Monday.

Week 4: Recruiter sends generic email: “How’s it going?”

Week 13: Candidate quits. Recruiter: “Sorry, you’re outside the guarantee.”

Good recruiters:

Week 1: “How was [candidate’s] first week? Any concerns or questions?”

Week 4: “Let’s schedule a 15-minute call. How’s the onboarding going? Is [candidate] meeting expectations? Any red flags?”

Week 8: “Quick check-in: Is [candidate] integrating well? Any feedback from the team? Anything I should know?”

Week 12: “Final check-in within the guarantee period. How’s [candidate] performing? Any concerns?”

Month 6: “How’s [candidate] doing? Still a good fit?”

Why this matters:

Good recruiters care about outcomes, not just placements.

They want to catch problems early (week 4, not week 13) so they can help you address them.

What to demand:

“What does your post-hire support look like? Do you check in at 30, 60, 90 days? What happens if there are concerns?”

STANDARD 9: THEIR GUARANTEE ACTUALLY MEANS SOMETHING

Bad recruiters:

“If they leave in the first 12 weeks, we’ll redo the search for free.”

(Most bad hires reveal themselves at week 13-20. Convenient.)

Good recruiters:

“If the hire doesn’t work out in the first 6 months due to chemistry mismatch, we’ll redo the search at 50% cost or free, depending on the situation.

If they leave voluntarily for unrelated reasons (family emergency, relocation, better offer), we’ll redo at 50% cost.

If performance issues arise, we’ll work with you on a 30-day improvement plan. If it doesn’t work, we redo the search at 50% cost.

We’re invested in getting this right, not just making a placement.”

Why this matters:

A 12-week guarantee is theatre. Most mismatches reveal themselves after 12 weeks.

A 6-month guarantee shows the recruiter is confident in their chemistry testing.

What to demand:

“What’s your guarantee period? What does it cover? What happens if the hire doesn’t work out at month 4 or 5?”

STANDARD 10: THEY TELL YOU WHEN YOU’RE NOT READY

Bad recruiters:

You’re pre-product-market fit, burning cash, no clear role definition.

Recruiter: “Great, let’s start! That’ll be £10,000.”

Good recruiters:

“To be honest, I don’t think you’re ready to hire yet. Here’s why:

You’re still figuring out the role. You’ve described it three different ways in our conversation. Until you have clarity on what actually needs to get done, we’ll waste time and money hiring the wrong person.

My advice: Spend the next 4-6 weeks documenting exactly what this role requires. Track what tasks you’re doing that you want to hand off. Then let’s talk.

I know you want to move fast, but hiring the wrong person will slow you down more than waiting 6 weeks.”

Why this matters:

Good recruiters prioritise your success over their revenue.

They tell you the truth, even when it costs them a placement.

What to demand:

“If you think I’m not ready to hire, tell me. I’d rather hear it now than waste time and money on the wrong hire.”

THE CHECKLIST: HOW TO EVALUATE ANY RECRUITER

Use this checklist when interviewing recruiters:

☐ Do they ask uncomfortable questions about my fears, working style, and past failures?
☐ Do they explain WHY they’re recommending candidates (not just sending CVs)?
☐ Do they respond within 24 hours consistently?
☐ Do candidates arrive well-briefed about company reality?
☐ Will they challenge me if the brief isn’t working?
☐ Do they debrief every candidate dropout and share insights?
☐ Do they provide interview frameworks and hiring guidance?
☐ What does their post-hire support actually look like?
☐ What does their guarantee cover and for how long?
☐ Will they tell me if I’m not ready to hire?

If they score 8+ out of 10: This is a good recruiter. Work with them.

If they score 5-7 out of 10: Proceed with caution. Set clear expectations.

If they score below 5: Walk away. You’ll regret it.

WHAT GOOD RECRUITMENT FEELS LIKE (NOT JUST LOOKS LIKE)

Beyond the mechanics, here’s what working with a good recruiter feels like:

You feel supported, not sold to.
They’re helping you make a good decision, not pressuring you to move fast.

You feel confident, not confused.
They explain the process, set clear expectations, and keep you informed.

You feel like a priority, not a transaction.
They respond quickly, remember details, and treat your time as valuable.

You feel challenged, not coddled.
They tell you hard truths when your brief isn’t working or expectations aren’t realistic.

You feel like you’re hiring a person, not reviewing CVs.
They help you understand candidates as humans – working styles, motivations, chemistry – not just skills.

If you don’t feel these things, you’re working with the wrong recruiter.

THE BOTTOM LINE

You don’t have to settle for mediocre recruitment.

Good recruitment exists. It’s rare, but it exists.

Now you know what to demand.

Whether you work with me, someone else, or hire DIY, hold yourself (and them) to these standards.

You deserve a recruiter who:

• Asks uncomfortable questions
• Explains their recommendations
• Responds promptly
• Briefs candidates properly
• Challenges you when needed
• Learns from dropouts
• Provides frameworks and support
• Offers meaningful guarantees
• Tells you the truth

Don’t accept less.

READY TO EXPERIENCE GOOD RECRUITMENT?

If you’re ready to hire again but scared of repeating past mistakes, let’s talk about what good recruitment actually looks like in practice.

I’ve helped 400+ founders hire using Chemistry First methodology – the approach outlined in this post.

Inside, you’ll get:

• Recruiter evaluation checklist (use this before hiring any recruiter)
• Questions to ask recruiters in your first conversation
• Red flags to watch for during the process
• Interview frameworks so you can assess candidates properly

Let’s talk about your hiring needs – what you’re looking for, what you’ve struggled with before, and whether we’re the right fit to help.

No pressure. No sales pitch. Just an honest conversation about whether we can help you hire better.

If we’re not the right fit, I’ll tell you. And I’ll point you toward resources or people who can help.

Because you deserve better than mediocre recruitment.