Not all recruitment needs are the same and they shouldn’t be treated that way.

High-volume hiring campaigns, multiple roles across different countries, or short-term delivery needs often require a very different approach to hiring a key IT or transformation role. Different problems need different solutions.

The mistake I often see is treating all recruitment decisions the same. If I were choosing an IT & transformation recruitment partner, I’d think about it in the same way I’d approach any other important technology decision.

I’d start with the Why:
Why does the role exist?
·      What problem is it actually there to solve?

Then the What:
What does success really look like?
What skills, behaviours, and experience genuinely matter — and what doesn’t?

And finally, the How:
How will the partner go to market?
How will they engage people?
How will they represent the role, the team, and the business?

Just like in technology, the partner you choose should depend on what you’re trying to deliver. If you were implementing a new ERP system and redesigning your website, you might not use the same partner for both. It depends on the capability and fit. Recruitment is no different.

That also applies to exclusivity. In my experience, appointing multiple agencies to work on the same role rarely improves outcomes. It usually creates mixed messages, candidate confusion, and a race to be first rather than right.

You wouldn’t appoint two consultancies to deliver the same ERP system. So why do it in recruitment?

The better approach is to choose one partner you trust, whether that’s us or not, make sure they truly understand the Why and the What, and have shown they can deliver the How. Then let them do their job.

Good recruitment, like good transformation, is built on clarity, trust, and alignment. When those things are in place, the results tend to follow.

That’s the lens we apply at Arch Talent. Not because it suits every business but because it suits the right ones.

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