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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

TermWhat to pin down
Cost shapeFixed, percentage, or hybrid — and what triggers extra cost
CapacityHow many roles run concurrently before quality drops
Data ownershipWho keeps candidates and evidence at the end of term
ExitNotice period, export format, and what you take with you
AttributionHow duplicate candidates across sources are resolved

Operational fit

  1. 1

    Escalation path

    Name the human who fixes a stalled role, and the response window.

  2. 2

    Calibration cadence

    Agree when the bar gets reviewed, not just when candidates arrive.

  3. 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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