The recruitment market has always been competitive, but over the past few years, there has been a noticeable shift in how experienced recruitment consultants approach their careers.
For employers, particularly those looking to attract proven billers, the landscape is becoming more complex. It’s no longer enough to offer a strong commission structure or a higher basic salary. Experienced consultants are taking a more considered, long-term evaluation.
Is there now a more considered approach to career moves?
Experienced recruiters understand their value in the market. Many have built strong client relationships, developed sector expertise, and consistently delivered results. As a result, when they consider a move, it is rarely reactive.
Instead, the focus is on finding the right environment to support their next stage of growth. That includes:
•A clear and defined market or sector
•Leadership that is credible and visible
•A business with a strong reputation in its space
This shift means that opportunities need to be positioned as genuine career moves, not just changing jobs.
What matters most to experienced consultants
While financial reward remains important, it is rarely the sole driver. Increasingly, experienced consultants are looking at the wider offering:
•Leadership and direction
•Market strength and specialism
•Access to clients and roles
•Training and development
•Working environment
Many recruitment consultants who have worked hard to build a desk understandably feel that leaving that behind would be a major risk, and carry real financial ramifications - as you then need to re-build your desk, which will take considerable time to get your earnings back to where they were. This is where it's important to consider
What challenges are recruitment businesses facing?
Many recruitment businesses are still approaching experienced hires in the same way they always have, and this is where challenges arise.
Common issues include:
•Lack of clarity around the role or market
•Overpromising on earnings or progression
•Limited insight into how the business supports experienced hires
•An inconsistent hiring process
In a competitive market, these factors can quickly deter strong candidates.
What should employers do differently?
To attract experienced recruitment consultants, businesses need to be clear, consistent and credible in their approach.
That means:
•Clearly defining the opportunity, including market, clients and expectations
•Being transparent about earnings and progression
•Demonstrating the strength of leadership and internal support
•Providing a structured onboarding process to help new hires succeed quickly
Importantly, the hiring process itself should reflect the standards of the business. Experienced consultants will assess not just the role, but how they are engaged throughout the process.
Attraction and retention go hand-in-hand
There is a strong link between how experienced consultants are hired and how long they stay.
When expectations are aligned from the outset, consultants are far more likely to integrate successfully and build long-term careers. Where there is a disconnect, retention becomes a challenge.
Experienced recruitment consultants are not necessarily harder to hire, and they are simply more selective about where they choose to go.
For employers, this presents an opportunity. By offering clarity, demonstrating credibility, and focusing on long-term career value, businesses can position themselves to attract and retain high-performing recruiters in an increasingly competitive market.
If you’d like to discuss opportunities within Carrington West or learn more about how we support experienced recruitment professionals, feel free to get in touch or connect with us on LinkedIn.