If you’re hiring at lower volumes (typically under 10 people), you’re often better off leaning on agencies rather than building out an internal TA function.

It gives you access to specialist networks without taking on a fixed cost that you might not fully utilise yet.

That said, just “using agencies” isn’t enough – the results you get will come down to how you work with them.

Here are a few simple principles to help you get the most out of your agency partners:

How to Get the Best Out of a Search Consultant

If you’re going to invest in an agency, make it count. The difference between a good outcome and a frustrating one is usually how the relationship is set up – not just the consultant.

1. Build relationships before you need them

Know who the best recruiters are in your space ahead of time.

You shouldn’t be trying to assess recruiters when you have a live role and pressure from the business. The best clients already have 2–3 trusted specialists they can pick up the phone to.

2. Choose specialists – not generalists

For niche or senior roles, who you choose matters more than anything else.

There are consultants in every market who genuinely own a space – they know the talent, they have credibility, and candidates will take their call.

If you go with a generalist because they happened to reach you first, you’re paying fees without accessing the actual network you need.

3. Give them something worth selling

A recruiter is only as strong as the story they can tell.

Be clear on:

• Why this role exists
• What success looks like
• What makes it compelling (beyond the JD)
• Where it might be a tougher sell

If they don’t have this, they’re just forwarding a job spec – and that won’t cut through.

4. Be upfront about objections

Good consultants handle objections before they happen.

Tell them:

• Compensation constraints
• Brand perception in the market
• Hiring manager quirks
• Any previous challenges hiring this role

The more context they have, the better they can position and pre-close candidates.

5. Align on search strategy (don’t just “release the role”)

Ask how they’re actually going to run the search.

You should expect clarity on:

• Target companies
• Candidate profile and mapping approach
• Outreach strategy
• Timeline and milestones

Even better – share your own market intel. The best searches are collaborative.

6. Move fast and stay engaged

The best candidates don’t sit around.

Delays in feedback, interview scheduling, or decision-making will cost you the hire, especially in Singapore where strong talent is typically well covered.

Treat the process with urgency.

7. Give real feedback (not “not quite right”)

Vague feedback kills momentum.

If candidates aren’t landing, explain why:

• Too senior / not commercial enough
• Lacking a specific skill
• Cultural mismatch

This helps the consultant recalibrate quickly instead of guessing.

8. Don’t over-brief multiple agencies

More agencies ≠ better results.

It often creates:

• Candidate duplication
• Poor candidate experience
• Less ownership from recruiters

A small number of the right partners, properly briefed, will outperform a scattergun approach every time.

9. Trust them, but hold them accountable

You’re paying for expertise.

Good consultants should:

• Challenge your brief if needed
• Advise on market realities (comp, availability, structure)
• Bring insights, not just CVs

At the same time, you should expect:

• Regular updates
• Clear pipelines
• Honest communication

10. Think long-term, not transactional

The best results come from ongoing partnerships.

When a consultant really understands your business, culture, and hiring patterns, the quality of shortlist improves significantly over time.