Recruitment is too widespread for introductions. I'd wager most of us on HN get at least 1 message a week, with many getting 2-3 per day. We're interested in th

Recruitment is too widespread for introductions. I'd wager most of us on HN get at least 1 message a week, with many getting 2-3 per day. We're interested in the roles, not the recruiter. It's up to us to judge whether the recruiter is any good - and it's usually not until you've actually worked with them do you find that out. "RateMyRecruiter" doesn't exist, you can only really judge it based on how they act. I'm interested in 5 points. Asking Rate/Salary. Location. Company. Title (or if contract, length of contract). Technology. If those are supplied up-front, I can immediately accept or dismiss 95% of messages. However at the moment I have to ask for 1 or 2 more points usually. Only then do I usually go onto Glassdoor, start asking about why the role is now available, employee and contractor turnover, average employees time at the company and work environment. Endorsements I agree are ridiculous, you can go on Fiverr and buy 20 customised endorsements within 24 hours.