Every staffing agency will tell you they have great recruiters, deep candidate pools, and fast turnaround times. After about ten of those calls, the pitches blur together. The agencies that are actually worth working with reveal themselves in how they answer specific questions — not in how polished their pitch deck is.

Here are seven questions worth asking before you sign anything.

1. How do you source candidates for this specific role?

A real answer involves naming the channels they use, the trade-specific job boards they post on, and whether they tap referral networks for harder-to-find roles. A vague "we have a database" is a red flag — every agency has a database, and most databases are stale.

2. What is your typical time-to-submit for a role like this?

You're not asking for guarantees. You're asking what's realistic. If they quote you 24 hours for a hard-to-fill skilled trades role, push back. The honest answer for most industrial placements is 3–7 days for a qualified shortlist, faster for high-volume contract roles, slower for executive direct-hire.

3. How do you vet candidates before sending them to me?

Listen for specifics: phone screens, skills assessments, reference checks, DOT compliance verification for transportation roles, OSHA certifications for trades. If they only describe a resume review, you're going to be doing the real vetting yourself.

4. What happens when a placement doesn't work out?

Every agency should have a replacement guarantee. The terms matter — how many days, what counts as "not working out," whether they replace at no charge or just a discounted rate.

5. Who is my actual point of contact, and how do I reach them after hours?

If your account is going to be passed around between five different recruiters or routed through a 1-800 number, you'll find out fast when something urgent comes up. A dedicated recruiter with a direct cell number is the standard worth looking for.

6. Can you give me three references in my industry?

Not three references in general. Three references in your specific vertical — manufacturing, oil and gas, transportation, whatever applies. An agency that places mostly in retail and warehouse work isn't going to magically be great at placing pipefitters.

7. What's the pay structure for your recruiters?

This sounds like an odd question, but it tells you a lot. Recruiters paid on volume push placements through quickly. Recruiters paid on retention have an incentive to make sure the match actually sticks. Both models exist. Knowing which you're dealing with helps you set expectations.

The agencies that answer these questions clearly, specifically, and without dodging are the ones worth pursuing. The agencies that flinch on any of them tell you everything you need to know.

‍