ComparisonsUpdated 10 February 20263 min read
How to choose a recruiting partner: a due-diligence checklist
Judge partners on what they can show you, not what they promise. Evidence, ownership and escalation beat any pitch deck.
Written for: Buyers running a recruiting vendor selection
Ask for evidence, not testimonials
- Show me a real shortlist with the reasoning attached (anonymised is fine)
- Show me a role that went badly and what changed afterwards
- Show me what a candidate sees at each stage
- Show me how I would search this pipeline in twelve months
Commercial terms that matter
| Term | What to pin down |
|---|---|
| Cost shape | Fixed, percentage, or hybrid — and what triggers extra cost |
| Capacity | How many roles run concurrently before quality drops |
| Data ownership | Who keeps candidates and evidence at the end of term |
| Exit | Notice period, export format, and what you take with you |
| Attribution | How duplicate candidates across sources are resolved |
Operational fit
- 1
Escalation path
Name the human who fixes a stalled role, and the response window.
- 2
Calibration cadence
Agree when the bar gets reviewed, not just when candidates arrive.
- 3
Reporting
Agree the two or three numbers you will both look at weekly.
Red flags
Unverifiable metrics, no candidate-facing transparency, no data export, and a shortlist you cannot interrogate.
Frequently asked questions
- Should we run a pilot first?
- Yes. A short, scoped pilot on one real role tells you more than any reference call — provided the success criteria are agreed up front.
- What is a fair pilot success criterion?
- Something observable: a shortlist you would genuinely interview, delivered inside an agreed window, with evidence you can read.
- How many vendors should we compare?
- Two or three, on the same role, with the same brief. Comparing different roles produces noise, not signal.
- What if the partner cannot show real outcomes?
- Ask for a methodology walkthrough instead — and treat any unverifiable statistic as marketing rather than evidence.
How TaaSFlow answers these questions
- Readable evidence behind every candidate recommendation
- You keep the pipeline, evidence and decision history
- A published trust centre covering data handling and access
- A scoped pilot with agreed criteria before any subscription
Related guides
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