Recruiters who reach Senior or Principal Consultant level usually get there because they’re very good at what they do. That’s where leadership can get tricky. They may be outbilling you, highly confident, and in some cases carrying a bit of ego. Monthly one-to-ones can start to feel forced or transactional.

This is where leaders need to upskill. One of the most effective ways to continue adding value is by adopting the skills of a good coach.

Below are 5 ways you can add real value using coaching principles, without micromanaging or undermining their expertise.

1. SHIFT FROM “TELLING” TO STRATEGIC QUESTIONING

Senior recruiters are often deep in the weeds-managing clients, candidates, and deals week to week. They don’t always step back to look at the bigger picture.

Use coaching questions to help them lift their head:

• What does your desk look like if it’s twice the size in 12 months?
• Where are you overly dependent on a small number of clients or roles?
• What part of your market are you under-leveraging?

Your value is helping them think broader and longer-term, not telling them how to run their desk.

2. HELP THEM IDENTIFY GROWTH POINTS, NOT JUST GAPS

Top billers often know what they’re good at-but not always what’s holding them back from the next level.

This takes coaching skill:

• Ask what feels hardest or most draining right now
• Explore patterns (deal size, client type, time spent vs. return)
• Help them spot where small shifts could create outsized results

Well-placed questions create insight without triggering defensiveness.

3. COACH AROUND LEVERAGE AND SCALABILITY

Senior recruiters don’t need better activity-they need better leverage.

Coach them to think about:

• What they should stop doing themselves
• Where systems, juniors, or automation could help
• How to move from “doing” to “owning” parts of the market

This positions you as someone helping them build something sustainable, not just bill harder.

4. USE REFLECTION TO SHARPEN PERFORMANCE

Instead of reviewing numbers, coach reflection:

• What worked particularly well this month-and why?
• Where did you rely too much on effort instead of strategy?
• What would you do differently if you ran this month again?

Reflection builds self-awareness, which is often the difference between a strong biller and a future leader.

5. HOLD THEM ACCOUNTABLE TO THEIR OWN GOALS

The most powerful accountability comes from goals they set themselves.

As a leader-coach:

• Clarify what “success” looks like to them
• Check progress against their stated priorities
• Gently challenge inconsistency between goals and behaviour

This builds trust, ownership, and maturity, especially with confident, senior performers.

IN SHORT:

You don’t add value to senior recruiters by out-recruiting them.
You add value by helping them think better, see wider, and grow smarter.
That’s leadership through coaching.