Remember this: recruiters don’t work for you. They work for your prospective employer.

So while you may receive help and guidance from a good recruiter, their loyalty is to the person or company signing their paycheck.

To be sure, if they take an interest in you and what you have to offer the employer, it’s because they believe you are or could be a good fit for the position in question. This means if they’re good at what they do, they will work with you to prepare for the interview, make sure your resume hits all the top points that the employer wants to see, and give you some context around the position, the hiring manager, and some of the behind-the-scenes intel that you might not otherwise know about.

Remember, however, that you are still a meal being served up to a hiring manager hungry for the right candidate to fill their open position. So no matter how encouraging the recruiter may be to get you in the door, this is not their decision. if you don’t get the job, there’s a chance they could drop you like the proverbial hot potato and never contact you again.

Recruiters: The Good & The Bad

Plenty of good recruiters value and respect candidates and genuinely believe in finding the best fit for the positions they’re recruiting for. These recruiters will champion you, advise you, and set you up for success. They are the ones who won’t drop you if you don’t get the job. They’re playing a long game and see you as a valuable asset in their overall quest for strong talent.

Recruiters generally specialize in industries and niches within those industries. They want to build a bench of the smartest, most experienced, most insightful, and most strategic candidates they can find. This is their “book of business.” It’s how they establish their reputation as a great source of talent and attract HR leaders and other corporate clients.

So if you come across a well-positioned recruiter with a strong track record, it is to your advantage to get into their database. Even if you’re off the market, a good recruiter will keep tabs on you, track your promotions and accomplishments, and factor you into their activity.

But there are also recruiters for whom everything is a numbers game.

They only care about “feeding the beast.” They propose as many candidates as possible to give the employer the widest possible selection without necessarily paying that much attention to quality or fit. These recruiters will rush to get your application without any intention of championing you.

For these recruiters, you’re cannon fodder. If the employer likes you, great. If not, they’ll ghost you.

Let’s Be Fair: It’s a Tough Job

Good recruiters are in a difficult position.

Hiring managers are often unclear or undecided about what they’re looking for in a candidate. Writing a job description is hard, and most managers have a tough time articulating the criteria that they’re actually looking for. Worse, when it comes down to the final decision, they may do a 180-degree flip because they’re second-guessing themselves or bowing to other pressures within the organization.

Companies have conflicting agendas. The hiring manager may see the role one way, but their supervisor may see it differently. While inviting other team members into the hiring process is understandable, a large hiring committee can become a mess of divergent opinions and power games.

Recruiters’ reputations are always on the line. To maintain that reputation, they have to deliver consistently, including the quality of candidates, the logistics around the hiring process, and the performance of the candidates once they’re hired.

If they’re working on commission, they may only get paid if the hire has successfully held the job for six months or more. And if the hire doesn’t work out, they may get some of the blame, regardless of the fact that a) the company decided to hire the candidate, b) the company may not have managed them properly, and c)the recruiter may have advised the company to hire a different candidate.

This Invites Unscrupulous Behavior

These pressures can take a toll, especially on less-experienced recruiters who are working freelance and, therefore, more vulnerable to cutting corners.

To fill quotas set by the employer, recruiters may advance candidates who are unlikely to get the offer.

One practice especially annoying and unfair to mid-career candidates is inviting them in for an interview, but only to pick their brains for their insight and experience. In fact, due to ageism, they were never really considered for the job. But to appear open and avoid any criticism of bias, they were brought in to create the illusion of fairness.

How to Work with a Good Recruiter in Mid-Career

Ask them flat-out if they think you’re a good candidate for the position – and watch their eyes and any hesitation in their response. If they say yes, ask them why. Listen carefully for a superficial or off-hand reply. Consider withdrawing your application if you sense anything other than a fully committed, positive answer.

Ask them to analyze or deconstruct the job description: Who wrote it? What are the real priorities? Ask them to describe the hiring manager: How well do they know them? Have they worked with them before?

Ask them why they believe you could be the right candidate for the job. Again, look for more depth than a simple “you checked all the boxes.” Their answer could reveal areas that you might want to pay special attention to in the interview.

Ask them about how to prepare for the interview. What are the qualities the hiring manager is looking for? What should you know about the team?

Was there someone in the position before, or is this a new position? Ask them to explain why it is being added or what happened to the prior employee.

Ask them if they’ve read your LI profile and if they have any questions about what you wrote or about your experience. Look for their interest, engagement, and more than a quick answer. You want to feel like they really understand and appreciate your value.

Finally, and this is potentially delicate, ask them how they’re getting compensated. They may be on retainer, where they get paid regardless of whether the position is filled, or on commission, where their comp is tied to successfully filling the position. Human nature being what it is, commission-based recruiters may have more of an incentive to go with the flow and perhaps not fight as hard for you if there is bias or resistance to your candidacy.

What You Should Expect From a Good Recruiter.

In mid-career, you’ve got more at stake. You’re not a kid. You’ve been around the block a few times. You deserve respect and to be taken seriously.

Expect prompt, clear, and honest communication – even if it’s not what you want to hear.

Expect direct and specific feedback from your interview (no vague brush-offs, platitudes, or condescension).

What To Do If You Don’t Get the Job.

First, always be positive and professional. You want to keep the connection active for the future.

Ask the recruiter to share the decision-making process (without violating any confidentiality). Where did you rank in the pecking order?

Don’t expect them to tell you if age was a factor. If it was, they’re likely too smart to admit it (age bias is illegal). Ageism is a fact of life, and we’re all trying to eliminate it. But if you encounter it in your job search, don’t assume the recruiter is to blame.

If the word on you is positive, even if you didn’t get this position, is there another position you could be a candidate for at the company? Currently? Upcoming?

Do they have any suggestions for how to stay involved and engaged with the company for potential future openings?

Are they or their colleagues working on any other positions at other companies that might be right for you?

Do they have any recruiter colleagues who cover your industry or area of specialization with whom you should get in touch? (or would they be willing to forward your resume and LI Profile directly)?

Build a Bridge

Even though a recruiter’s loyalty is to their client, this doesn’t mean that you can’t build an ongoing relationship with them for the future. This may not be the case in all instances, but if you feel rapport with the recruiter, continue to engage with them as a part of your network.

Jobs come and go (even for recruiters). So you never know when you’ll be able to help one another out in the future.