UK Recruitment Agency Guide: How to Choose
From the ARG team — how to choose the right recruitment partner for your business.
Specialist vs Generalist: The Core Question
Generalist agencies work across all sectors and job types. They rely on database quantity and job board advertising. Specialist agencies focus on defined sectors or disciplines. They rely on sector knowledge, targeted sourcing, and qualification depth.
For volume, low-skill or administrative roles, generalists can work. For technical, regulated, or senior roles, specialists consistently outperform. ARG operates as a specialist — we recruit only for Mental Health, Engineering, and Building Materials sectors.
What to Ask Before Engaging
- How many years have you recruited in this specific sector?
- Can you name three competitors in this sector that you’ve recruited for?
- How do you source candidates beyond job boards?
- What is your average time to shortlist for this type of role?
- Do you offer any guarantee or replacement policy?
- How do you qualify candidates before submission?
- What is your fee structure and payment terms?
Fee Structures Explained
Contingent (10–25%)
You only pay if you hire. Fee is a percentage of first-year salary. Most common model for permanent recruitment. ARG operates contingently.
Retained (20–35%)
You pay upfront in stages (e.g., 1/3 on engagement, 1/3 on shortlist, 1/3 on hire). Common for executive search or hard-to-fill roles.
Temp/Contract (12–25% margin)
Agency invoices you weekly/monthly. Margin added on top of worker pay rate. Used for temporary or contract placements.
Need Recruitment Support?
Talk to ARG about specialist recruitment in Mental Health, Engineering, or Building Materials.