A recruiter can be a direct way into a job you would never find on a job board. Some roles in construction, engineering, manufacturing and accounting are filled through a recruiter's search without ever being posted publicly, and the recruiter running that search may be the only outside person who knows the role exists.
But a recruiter is not a career coach you hired, and the relationship works best when you understand who they work for, what they need from you and where your own interests come first. This guide covers how recruiters and headhunters work, how to prepare for the first conversation, the questions worth asking and the red flags that should make you walk away.
This post is general information for job seekers, not legal advice. Federal rules are summarized as of November 2026, and state and local laws can add more. Check the agencies named below for current rules.
Who the recruiter works for
Most recruiters you hear from are working on a search for an employer. The employer is their client. That does not make the recruiter your opponent: they only succeed when a candidate is a real fit, accepts the offer and stays. It does mean that their first job is to fill the seat, not to find you the best possible job in the market.
You will hear a few different labels:
- Agency recruiter or headhunter. Works for an outside firm and searches for candidates on behalf of several employers. "Headhunter" usually means someone who reaches out to people who are not actively looking, often for permanent roles.
- Staffing agency. Often places people in contract or contract-to-hire roles, where you may be paid through the agency for a period before (or instead of) joining the employer directly. Many firms do both permanent and contract work.
- In-house or corporate recruiter. Works for one company and hires only for it.
If you are looking locally, it helps to know which firms recruit in your market and your industry. For example, our page on job recruiters and staffing in Indianapolis explains how one firm covers both local and national searches.
Before the first call
A recruiter will usually decide within a short conversation whether they can help you right now. Make that conversation count:
- Your résumé, current and specific. Projects, dollar values, team sizes, software and certifications. Recruiters match on specifics.
- The roles you want, and the ones you don't. "Project manager on heavy civil, not vertical" is more useful than "something in construction."
- Where you will work. Commute limits, willingness to travel, and whether you would relocate, and for what.
- Pay expectations. Have a realistic range and know what you earn today, including bonus and benefits. As of 2026, some states and cities limit what employers can ask about salary history; check your state labor department for current rules.
- Timing and constraints. Notice period, non-compete or other agreements with your current employer, and any dates you can't move.
Be honest about all of it. A recruiter who finds out late that you would never move or never take the number will not call twice.
Questions to ask the recruiter
You are entitled to understand the opportunity before you agree to anything. Good questions include:
1. Is this a role you are actively recruiting for, or are you building a pipeline? Both are normal, but they mean different things for your timeline. 2. Who is the employer? Some searches are confidential at first. Ask when you will learn the name, and do not agree to be submitted until you know it. 3. Is it permanent, contract or contract-to-hire? If contract-to-hire, ask how and when conversion is decided, and who pays you in the meantime. 4. What does the interview process look like? Number of steps, who you will meet, and whether there is a skills test or site visit. 5. Why is the role open? Growth, a replacement, a new project. The answer tells you a lot. 6. What do you know about pay and benefits? A recruiter on a live search usually has a range.
Always give consent before you are submitted
Ask every recruiter to get your permission before sending your résumé to any company. If two firms submit you for the same job, some employers will set your application aside rather than sort out which recruiter gets credit. You also want to know exactly where your name has gone, especially if your current employer is small or your industry is close-knit.
Keep a simple list: company, role, recruiter, date submitted. It takes five minutes and saves real confusion later.
Contract, contract-to-hire or direct hire
Recruiters may offer you more than one kind of role. None is better in the abstract:
- Direct hire means you join the employer from day one, on its payroll and benefits.
- Contract means you work for a set period, often paid through the staffing firm, and the assignment may end or extend.
- Contract-to-hire means you start on contract with the intention of converting to a permanent role if it works for both sides.
The right answer depends on your finances, your benefits needs and how much you value trying a company first. We compare the models from the employer's side in contract vs. direct hire for construction and engineering teams; most of the trade-offs apply to candidates too. At Recruit 619 we place all three, and we ask which path you want rather than pushing you into the wrong one.
During the process
Prepare with the recruiter. Ask what the hiring manager cares about most and what earlier candidates missed. A good recruiter will tell you.
Give fast, honest feedback. After each interview, tell the recruiter what you liked and what worried you. If you are losing interest, say so. Silence costs everyone time.
Expect checks before the start date. Many employers run background checks, drug screens or, for driving roles, motor vehicle record checks. Under the Fair Credit Reporting Act, an employer that gets a background report from a background screening company must tell you in writing and get your written permission first; the Federal Trade Commission explains the rules in its guidance for employers. We cover how this works in construction in background checks, drug screens and driving records.
Handle offers and counteroffers carefully. When an offer comes, the recruiter usually relays it and negotiates on your behalf. If your current employer makes a counteroffer, think about why you started looking in the first place before you accept it.
Red flags
Most recruiters are professionals. A few warning signs are worth knowing:
- Being asked to pay for a job. The Federal Trade Commission's guidance on job scams warns job seekers never to pay for the promise of a job.
- Requests for your Social Security number or bank details before an offer. The FTC lists this among the signs of a scam. Legitimate employers need this information for payroll and tax forms after you are hired.
- Jobs that sound too good to be true, interviews held only by text or chat, or pressure to decide on the spot.
- Your résumé sent without your permission, or a recruiter who won't tell you the employer's name even after you are in the process.
- Questions about race, religion, age, disability or other protected traits. The U.S. Equal Employment Opportunity Commission enforces federal laws against discrimination, and those laws cover employment agencies as well as employers.
If something feels wrong, stop and check. You can report job scams to the FTC at ReportFraud.ftc.gov.
Make the relationship work long term
The best recruiter relationships last years, across more than one job. Stay in touch when you are not looking. Tell your recruiter when you change roles, earn a license or finish a big project. Refer good people. When the right opening comes up, you want to be the first call.
Recruit 619's recruiters work with candidates in construction, engineering, manufacturing, accounting and the skilled trades, and we tell you where you stand. Browse our current openings or visit Find Work to send us your résumé.