I evaluate a staffing agency by examining its specialization, process, incentives, and ability to represent both the job and the candidate accurately. A large database or confident sales presentation is not enough.
I check relevant expertise
I ask which roles, locations, and industries the agency fills regularly. I request examples of similar assignments and learn who will actually manage the search after the contract is signed.
I understand the service model
I clarify contingency, retained, temporary, temp-to-hire, payroll, and direct-hire terms. I review fees, replacement guarantees, conversion charges, ownership periods, exclusivity, and cancellation provisions with appropriate professional support.
I examine the recruiting process
I ask how candidates are sourced, screened, informed, and evaluated. I want to know which checks are performed, how consent is handled, and how the agency avoids submitting candidates without permission.
I test communication quality
The agency should ask detailed questions about role outcomes, manager, compensation, schedule, and reasons people succeed or fail. A partner who accepts a vague job description will likely present vague candidates.
I review candidate treatment
I look for transparent pay information, timely updates, privacy practices, and accurate representation. Poor candidate experience becomes part of the employer’s reputation.
I define performance measures
I track candidate quality, interview-to-offer ratio, time in stage, acceptance, retention, worker issues, and communication—not only the number of resumes submitted.
My warning signs
- Pressure to sign before terms are clear
- Unusually broad claims with no specialization
- Candidate submissions without consent
- Unclear fees or ownership clauses
- Little interest in the manager or actual work
I choose an agency whose process I would be comfortable explaining to a candidate. That standard reveals more than a promise to fill the role quickly.