Recruiters work for the client, not the candidate. Executives who understand the relationship use it well; those who do not misread every silence.
The most common frustration executives report with search firms — approaches that go quiet, conversations without follow-up — usually reflects a misunderstanding of the model. The consultant's obligation is to the hiring organisation. Your candidacy is active only while it is relevant to a live mandate.
Given that, the useful strategy is straightforward: make it easy to be remembered correctly. A clear positioning statement, a document that evidences your level, and a concise answer to 'what are you looking for' are the assets a consultant can actually carry into a client conversation on your behalf.
Maintain a small number of genuine relationships with consultants who cover your sector and level, keep them accurately updated, and treat every interaction as part of a long record — the search industry has a long memory, in both directions.
Written by Joshua Olanrewaju, Founder & CEO of Joshua O. CareerForge.
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