Startups are always on the lookout for great leaders who can take their businesses to the next level. As a candidate, building a relationship with an executive recruiter is one way to stay competitive in the job market and learn about opportunities that align with your experience and professional goals.
Knowing how to properly vet the opportunities presented to you by an executive recruiter will save you time and—potentially—career missteps. To ensure the right fit, we’ve compiled a list of key questions to ask when an executive recruiter reaches out.
Related: Five Lessons You Will Learn Faster at a Startup
1. How long have you been working on this search?
This question helps you determine what stage of the hiring process the company may be in with other candidates, as well as their success to date.
If the search has been open for a month or longer and no candidates have been interviewed—or the company has interviewed many candidates without a hire—this may be a red flag. It could mean that their team is not aligned on what they want in a candidate.
On the flip side, if the search has been taking a long time, the recruiter may have better insights into what other candidates have lacked.
2. How many other firms are working on the search?
If the recruiter’s search firm has exclusivity and is the only one trying to fill the role, you probably have a better chance of your resume being seen by the hiring manager. If there are several search firms trying to fill the position, they’re likely considering a higher number of candidates, and the process may take longer.
Be respectful of the recruiter’s time but follow up for updates to evaluate and determine if the recruiter is doing everything in their power to move things along.
3. Have you placed other roles at the company?
The purpose of this question is to help you understand the recruiter’s past success and relationship with the client. If a recruiter has made multiple placements with the startup, they likely have a good eye for identifying top candidates and understanding the types of people who will fit well with the organization’s culture and needs—all of which could increase your chances of being hired.
4. How does my background measure up with other candidates you’ve submitted?
This question can give you guidance on how to stand out to a hiring manager during the interview process. Perhaps there are certain skills you have or projects you’ve worked on that line up perfectly with the employer’s needs and you want to be sure to highlight. Or, if there are areas where you have less experience compared to other candidates, you can figure out a way to address them and assuage any concerns.
Related: How to Showcase Your Skills During the Startup Interview Process
5. What is the compensation range for the position?
To avoid wasting the time of everyone involved, ask the recruiter about the salary range for the position and what is included in the compensation package. Remember, compensation is more than just a salary. Startups can differentiate themselves by offering flexible work arrangements, stock/equity options, and other perks tailored to early employees.
6. What is the company’s ownership structure and funding status?
If you’re looking for a role with a startup, you may be comfortable with some degree of uncertainty—but ultimately, you’ll still need to feel secure about taking the job. Don’t be afraid to ask your recruiter about how the business is funded.
7. How often do you work on searches that could potentially align with my career goals?
Building a relationship with a recruiter can benefit you in the short and long term. If this opportunity doesn’t work out, there will likely be others in the future. The very best executive recruiters have large professional networks that you may be able to plug into.