Thanks for the response! Collaborating with a recruiter is really enjoyable for me at places I've worked at that had mature recruiting pipelines. I could usuall

Thanks for the response! Collaborating with a recruiter is really enjoyable for me at places I've worked at that had mature recruiting pipelines. I could usually count on them to work with me on what the team needed and then take care of filling our funnel. I was talking more about the building a recruiting pipeline to help us scale product/engineering. Generally, a good recruiter is one who saves the org time, and a bad one costs us time. The costs could come from having to iterate our process and get aligned on candidates, or it (usually) could come from having to reject a lot of candidates that might seem good but have some kind of systemic issue). Sometimes a recruiter can only seem to pull in C+ or B talent, and after a while you start to get convinced that's your bar for greatness because you're not even seeing solid candidates anymore. How can I tell if a recruiter is any good when I'm interviewing / vetting them? It's kind of hard to tell without them getting some candidates in front of us. I can look at their past, but how much of that might be attributed to the company they were working for? When you recruit for a sexy company, it's probably really easy to build teams cause good talent seeks you out. Our company isn't sexy and well-known yet, so how can I tell if a recruiter will be able to get the talent we're looking for?