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Weekly Newsletter Vol. 86 - April 23, 2025

Generating your Lead Story…

How to Find the Right Recruiter (and Why Most People Get This Wrong)

Over the past year, I’ve had hundreds of messages from job seekers asking for help and I always try to support where I can—but here’s the issue:

Most people are reaching out to the wrong recruiters and if you’re just firing off messages into the void, hoping something sticks, that’s not a job search strategy… that’s job search roulette.

I’m not knocking the hustle, but here’s what I want you to know:

Targeted outreach beats mass outreach. Every. Single. Time.

Imagine needing a heart surgeon, and calling a dentist because “they’re both doctors.” That’s what it’s like when you message a recruiter who doesn’t work in your space.

Know Your Recruiter Type: Who Does What? Here’s a simple way to think about it. Not all recruiters are created equal. Each one has a niche—just like you do. Here's how to find the right "tool for the job."

Types of Recruiter 

• Agency Recruiters – These recruiters work for external staffing firms and match candidates to roles at various companies, often earning a commission when placements are successful.

• Corporate (In-House) Recruiters – Employed directly by a company, they focus solely on filling roles within that specific organization.

• Executive Recruiters (Headhunters) – Specialized in sourcing top-tier leadership talent, they’re typically retained to fill high-level roles like Directors, VPs, and C-suite executives.

What Not To Do: “Spray and Pray” I know the pressure of job searching. But trust me—blasting your resume to 50 recruiters without thinking through who they are or what they do is only going to leave you frustrated.

Why “Spray and Pray” Doesn’t Work: 

1. You look generic. If your message isn’t tailored, you won’t stand out.

2. You waste time. You’re contacting people who can’t help you.

3. You build the wrong kind of reputation. Recruiters talk. If you’re known for spamming irrelevant messages, they’ll pass you by.

What To Do Instead: Send five great messages instead of fifty generic ones. Here's a simple message template that actually works:

It’s short. Personalized. Focused. And it shows respect for the recruiter’s time.

Why Geography Still Matters 

Even in our remote-first world, location still plays a big role in recruiting. Recruiters often have client mandates that are location-specific. Some roles require local market knowledge, time zone compatibility, or onsite availability—even hybrid setups still want people nearby.

Rule of thumb: If you're applying for a job in a city or country, find recruiters who live or recruit there.

Want to move to Germany from Canada? Find recruiters who specialize in international placements or German employers open to relocation. Want to stay in Chicago? Great—talk to people who have connections there.

Bottom Line: Quality > Quantity The people who succeed in their job search aren’t necessarily the loudest—they’re the most strategic. If you want real results, here’s what I recommend:

Action Plan: Define your target: Industry, role, level, location.

1. Identify 5–10 recruiters who specialize in that space.

2. Send personalized, thoughtful messages.

3. Engage on LinkedIn: Comment on their posts. Be visible.

4. Follow up professionally, not persistently

Recruiters want to help—but we need to be the right match for your goals. I’d love nothing more than to connect you with your dream job—but if you’re applying for a pharma sales role in Tokyo and I recruit for B2B SaaS in Toronto… I’m not your guy.

Be focused. Be respectful. Be intentional.

You can’t make this stuff up

_{(*Disclaimer: these are real experiences provided by RME's community of job seekers and hiring managers)}

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As strategic recruiting specialists, The Wohl Group offers a full range of recruiting and consulting services for businesses and hiring managers. We strive on a daily basis to provide each client and candidate we speak with the best resources for the hiring process.

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