10 reasons some recruiters do better

I have seen it with my clients.

The market is tough for them all, but some are doing much better than others.

Why is this so?

Same with recruiters. Some are competing in the same market. Same discipline. Same tenure. And yet some are excelling, and others are struggling to survive.

What are those successful recruiters doing differently?

Here are some of the tactics and factors that I have noticed myself, and it’s supported by this new eBook from Recruiterflow, which you can get HERE for free.

1. They are niche specialists.

Not all niche businesses are doing well. Not all generalists are failing. But overall, it’s true that successful agencies and high-billing recruiters don’t try to be everything to everyone. Instead of expanding their market, they narrow it down. They become real experts in that niche, and it also helps them charge higher fees for their services. They go deep, not wide, becoming specialists in a narrow market. That focus means:

• Better clients
• Access to ‘exclusive‘ candidates
• More repeat business
• Faster placements
• Higher fees
• More valuable insights and advice to offer candidates and clients

2. They deliver unmatched candidate value.

Top recruiters create a win-win-win: they connect candidates to insights, opportunities, and growth that internal teams can’t match. This earns loyalty and drives repeat business. They become talent advisors and mentors, and that is worth so much. Candidates come to them through reputation and referrals.

3. They grow by 30% new business each year.

Customer churn is real — most agencies lose 20% of their client base annually. Winners actively bring in new business to stay ahead and hit growth targets. Plenty of recruiters are complacent with the status quo. Then they lose a few clients, and suddenly the cupboard is bare. By aiming to ensure that 30% of their business comes from new customers each year, staffing agencies can compensate for customer churn, achieve desired growth, expand, diversify their client base, and foster innovation and competitiveness. Many recruiters ‘rest on their laurels’ believing good clients they have now will stay that way forever. It’s unlikely.

4. They prioritise high-value clients.

Not all clients are equal. Successful firms focus on those with strong brands, recurring needs, and a value-over-price mindset. They work with clients who behave as ‘partners’. These clients drive repeat revenue and referrals. More details on clients to keep, here

5. They work existing accounts harder.

Great agencies don’t just land clients — they expand them. With account penetration strategies, they turn one-off jobs into long-term, high-yield relationships. This is a significant weakness with so many recruiters I see today. Chasing new businesses without exploring what they already have. Implementing a well-defined strategy not only solidifies your connection with customers but also unlocks the potential to maximise their lifetime value.

6. They run like clockwork.

Clear workflows reduce chaos, burnout, and inefficiency. From CV reviews to onboarding, everything has a system, leading to happier teams and better results. There are set processes for each stage of the work. There is consistent training, and people are held accountable to maintain the agreed-upon process. Many agencies run like freewheeling hippie communes. ‘It’s the vibe, baby. ‘ And I am not kidding.

7: They train their staff.

It’s a painful irony. The market gets tougher. Client and candidate expectations change. So, recruitment owners cut costs. Which in itself is prudent, but so often they cut staff training too. Just when your people need help, you cut them loose. Consistently successful recruitment companies increase training when times get tough. You could start here

8: They understand which ‘marketing’ actually works.

For the vast majority of recruitment companies, marketing is not about ‘branding‘ or ‘awareness‘ or ‘profile’. We are not Nike or Apple. Here is the simple truth. Recruitment marketing must lead to sales! I know, it’s obvious, right? Tell that to the recruitment owner who said to me (This is verbatim). “Yes, our job board advertising does not work, and we spend 150k a year on it, but we still do it because it is good for branding”. FFS! No, your marketing must open the business development door for your recruiters to walk through! A research document or salary survey that allows recruiters to connect with clients. A small in-house event with a guest speaker. That’s where the ROI happens

9: They manage activities.

It is a simple, never-changing truth. Success in recruitment is a high level of the right activities, done at the right level of quality with the right people. Read this, please. And download this

10. They Invest in Tech.

Top agencies leverage technology to automate administrative tasks, enhance communication, and remain agile. They review tools every 12–18 months to stay sharp. Top recruiters ‘run towards the tech‘ and use it where they can. They are TechnoEmpaths. There are several fresh tech businesses perfect for recruitment agencies that I endorse as they are high-quality.

Of course, in recruitment, as in life, we go through booms and busts. But blaming everything on ‘the market’ or the customers is a slippery slope to recruiting hell.

Run your company process, mindset and behaviour through these 10 points. Be brutally honest. Then set action steps for change.

The Recruiterflow eBook is here.

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Driving Growth Through Measurement, Metrics, and KPIs

As recruitment agency owners and leaders, we all strive for growth. Whether it’s scaling teams, increasing revenue, or boosting profitability. However, agencies often fall into the trap of being “busy” without being truly productive or profitable.

That’s where measurement, metrics and KPIs come in.

You cannot manage what you do not measure! Too few recruitment leaders really understand how to calibrate and drive productivity and profit. These 14 metrics are critical tools for ensuring the measurement and management of the key drivers in building a highly profitable, enormously resilient, and valuable recruitment business.

I’ll be sharing my insights on how recruitment businesses can harness the power of data to drive smarter decisions and ensure sustainable growth.

The three central pillars I’ll be exploring at the Webinar are:

1. Ratios and Metrics to Manage Your Business: Learn the essential financial and productivity ratios that reveal the true health of your agency, beyond just revenue.
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3. KPIs for Maximum Recruiter Productivity: Uncover how KPIs focused on consistent, quality-driven activity can supercharge recruiter output while reducing stress and churn.

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If you’re serious about growth and want to build a more resilient, high-performing recruitment business, register your interest below to join us!

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