Are you effectively managing performance in your recruiting team?

Unless you’ve worked for a $100M talent acquisition performance management program in the heart of San Francisco, you may not know how to streamline recruiting agency performance in a programmatic fashion.  Newer companies don’t measure agency performance on anything but a case by “hire” case, neglecting performance data that identifies strength in partnership and reliability. Benchmarking optimizes cost, speed, quality, and of course, performance.




Imagine a system where you reward your top performing partners, accelerate hiring which increases agency engagement levels because agencies know they can get more hires.  Higher levels of activity create more placement opportunities simultaneously while reducing average cost of fees, guaranteeing progress.



Managing a program for your agencies will require weekly collaboration between your program manager and agency contacts who will love every minute of it. A healthy agency management program can look like this:

Primary Tier (top performing agencies) They get first dibs + on new orders….after 2 weeks, you release the job orders to a backup, 2nd Tier

Backup Tier (agencies who are average performers) If you have specialty roles and positions only certain vendors can work on

Niche Tier (design a custom release job release schedule)

…niche agencies might be primary or backup while remaining in the Niche tier.



Weekly Reporting (host a web or phone conference with agency reps)

Is an agency recruiting program right for your company?

  • Do you want to reduce your time to fill from 90 days per role to 30 days?
  • Can you analyze performance trends with each of your agencies?
  • Who is your top performer? Worst performer? Who attempts the most?
  • How much impact do each of these key performance indicators have on your company hiring?
  • Do you understand how measuring performance for your recruitment partners will help you?
  • If you don’t know the answers to the above questions, for every single agency and at a granular level, you probably are failing as a recruiting manager. 


Rest assured, it will get easier to manage with new technology.  Click here for more information.



James Chmielinski is a second generation recruiting veteran, former athlete, and founder of, the first ever recruiting innovations lab.  His company is built from two generations of sales and recruiting experience resting on the backbone of post-millennial technology.  An industry-leading, hub-spot for consulting, technology, and recruiting process design. aims to make life easier for professional sourcing and recruiting teams.  Mr. Chmielinski’s inaugural software attracted 178 active users in 114 cities from 17 countries.