Questions Candidates Ask Recruiters, and How to Answer Them

Candidates ask recruiters the same handful of questions: who the client is, what the role pays, why it's open, what the process looks like and how the recruiter gets paid. Answer each one honestly and as specifically as the client allows. When you can't share something yet, say so and say when you can. Candidates trust a recruiter who is clear about limits more than one who dodges.

"Who's the client?"

If the search isn't confidential, share the name once the candidate is interested enough to want it, and ask them to keep it to themselves for now. If it is confidential, describe the company by industry, size, location and stage, and explain that you'll share the name before anything moves forward. Never submit a resume without the candidate knowing which company will see it.

"What does it pay?"

Share the range the client gave you, plus bonus and the main benefits if you know them. If the client hasn't given a range, say so and tell the candidate you'll find out. Vague answers here waste everyone's time. See talking compensation with candidates for how to handle the rest of that conversation.

"Why is the role open?"

Candidates ask because the answer tells them about the company. Growth, a promotion or a new team are easy to share. If the last person left or was let go, say so plainly and share what the client told you they need done differently. Get the real answer on the intake call so you aren't guessing.

"What's the process, and how long will it take?"

Lay out the steps, who they'll meet and how quickly the client usually decides. Tell them if they're one of several candidates. If you don't know the timeline, find out before the first interview.

"How do you get paid? Does it cost me anything?"

The client pays your fee, not the candidate, and it isn't taken out of their pay. Say it matter-of-factly. Candidates who understand that you're paid when they're hired, and that many firms guarantee a placement for a period after the start date, usually trust your advice more, not less.

"What's the hiring manager like?"

This is the question that shows whether a recruiter has done the work. Share what you know: how they manage, what they value and why people stay on their team. Before candidate calls, an AI assistant can help you prepare. Paste your intake notes and ask it to list the questions a candidate for this role is likely to ask, then fill in the answers you're missing with the client.

What questions should candidates ask the client?

Help them prepare a few of their own for the interview. Good ones cover what success looks like in the first few months, the biggest challenge facing the team, how performance is measured, how the manager likes to work and where the role can lead. Strong questions make a candidate look prepared and give you better information for the debrief.