Many recruitment agencies default to hiring experienced recruiters, believing that industry knowledge and a pre-existing client base will instantly boost revenue. But while this approach might seem like the safer bet, it comes with hidden costs that can hinder long-term growth. Let’s break down why relying solely on experienced hires could be holding your agency back—and why investing in trainees could be the smarter move.
- The Cost of the Recruitment Merry-Go-Round
The recruitment industry is notorious for the constant movement of consultants between agencies. While hiring someone with existing experience may seem appealing, it often means inheriting someone else’s frustrations, bad habits, or even their outdated methods.
What’s more, experienced recruiters often come with non-compete clauses or contractual restrictions, limiting their ability to bring in clients or candidates immediately. By the time they’re fully operational, you might have already lost months of productivity.
- The Salary Premium
Experienced recruiters demand higher salaries, sign-on bonuses, and sometimes even guarantees on commission earnings. The upfront financial burden of hiring them is far greater than taking on a trainee.
Yet, paying for experience doesn’t always guarantee performance. A recruiter who excelled in one agency may struggle in yours due to different processes, expectations, or team dynamics. High salaries also add pressure—if they don’t bill enough to justify their cost, your profit margins take a hit.
- Cultural Disruption & Resistance to Change
Bringing in recruiters with years of experience can sometimes create friction within your team. They may resist new training methods, refuse to adapt to different tech stacks, or clash with your company’s way of working.
Trainees, on the other hand, come with a fresh mindset. They are coachable, open to learning, and can be moulded into high-performing consultants who align with your business’s values and goals from day one.
- The Risk of Quick Turnover
Many experienced recruiters join new agencies with one foot out the door, waiting for the next big offer to come along. They may be lured in by competitors offering higher commission structures or better perks, leaving you in a cycle of constant rehiring and lost revenue.
Trainees, however, when developed properly, are more likely to stay loyal, grow with the company, and contribute to long-term stability.
- A Short-Term Fix vs. a Long-Term Strategy
Hiring experienced recruiters can provide a short-term revenue boost, but it’s not a sustainable strategy for scaling an agency. By only hiring those with existing experience, you’re limiting your talent pool and missing the opportunity to create a steady pipeline of future high performers.
Agencies that invest in structured trainee development programs create a self-sustaining model where new consultants continuously develop into top billers. This builds a stronger, more adaptable business with long-term resilience.
Final Thoughts
There will always be a place for experienced recruiters in your agency, but relying on them exclusively comes with significant risks. A balanced approach—where you invest in training fresh talent while strategically hiring experienced recruiters—creates a more stable, scalable, and ultimately profitable recruitment business.
If you want to future-proof your agency, it’s time to rethink the way you build your team. Developing homegrown talent might take longer, but the long-term rewards far outweigh the short-term convenience of hiring recruiters who’ve ‘been there, done that’ elsewhere.
