First published in The Hardware Journal, August 2026.
Most agency recruitment in Ireland runs on contingency: the recruiter is paid only when someone is placed. That shapes where their time goes. When a search shows early signs that it won’t land, effort moves to roles that will. It isn’t personal, it’s practical, and much of it is within the employer’s control.
For senior or niche roles in hardware and building materials, a retained search often makes more sense, because the recruiter’s time is committed from day one rather than competing with easier placements.
Four ways to keep your search moving
- Give feedback on every shortlist. One line on why a candidate isn’t right (too junior, wrong background, over budget) keeps the brief on track.
- Use one specialist recruiter. When several agencies call the same candidate about the same job, it looks disorganised and dents your employer brand.
- Match your pace to your urgency. Good candidates rarely wait two weeks for a first interview. If there’s a genuine delay, say so and we can manage expectations.
- Make the salary range real. A range that’s really a fixed figure comes out quickly and damages trust on both sides.
It also helps to say early if sign-off is still pending or the brief might change. That’s normal, but it affects how a search is run. Before a search goes live, we offer an exploratory call on candidate availability, salary benchmarks and realistic timelines.
Treat your recruiter as a partner rather than a supplier, and expect the same honesty back, including a call when a search isn’t working.
Read the full article in The Hardware Journal
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