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    99% of IT Recruitment Is Just Shuffling Boxes.

    • 26 February 2025

    Alright, let’s cut to the chase: you just can’t seem to fill your vacancy on your own—you simply don’t have the time or, let’s be honest, you’re just fed up. So you decide to outsource your software development vacancy. Finally, you’re free from endless CV scrolling and tedious phone interviews with questionable candidates.


    Who are you looking for?
    A recruitment agency that truly takes the weight off your shoulders. A professional partner that delivers only the best candidates—those who continuously grow and still make an impact in your organization after three years. But in a world full of recruiters all promising the same thing, how do you choose the right one?


    Every day, your inbox is bombarded with recruiters claiming they have the perfect candidate. But soon you start wondering: “Did they even screen these CVs, or did they just hit ‘Ctrl-F Java’?”


    Software recruitment is a craft—not a gimmick. IT is complex, and it’s all too easy to get lost in a sea of technical jargon. Without genuine expertise, you’re bound to miss the mark. Choosing the wrong agency can cost you dearly: wasted time, money, and lost trust within your team. A bad hire can sink tens of thousands of euros in lost productivity and recruitment costs—the nightmare of every entrepreneur.


    Luckily, with the right approach, you can separate the wheat from the chaff. In this article, we’ll walk you through the key questions to ask to find an agency that truly adds value.


    Elke dag word je benaderd door recruiters die zeggen dé kandidaat te hebben. Maar al snel vraag je je af: “Hebben ze deze CV’s eigenlijk gescreend, of alleen ‘Ctrl-F Java’ gebruikt?”


    Software Recruitment is een vak, geen truc. IT is complex, en je kunt gemakkelijk ondersneeuwen intechnisch jargon. Toch, zonder begrip van de materie sla je al snel de plank mis. Het verkeerdebureau kiezen kan je daarom duur komen te staan: verspilde tijd, geld en verloren vertrouwen in je team. Een slechte hire kan tienduizenden euro’s kosten aanverloren productiviteit en wervingskosten. De nachtmerrie van elke ondernemer.


    Gelukkig kun je met de juiste aanpak het kaf van het koren scheiden. In dit artikel leer je welke vragen je moet stellen om een bureau te vinden dat écht waarde toevoegt.



    1. Specialization: Are They Well-Versed in Your Niche?

    At first glance, recruitment might seem simple: make some calls, send out CVs, and you’re done. But recruitment isn’t a regulated profession—anyone with a phone and a LinkedIn account can call themselves a recruiter. Many agencies try to cover everything—from Java to HR—and end up excelling at nothing.

    Imagine you’re looking for an experienced backend developer, only to be handed a recruiter who just placed system administrators last week. How likely is it that they truly understand your needs?

    What to look for:

    • Are they specialized in your niche, whether it’s Java, Kotlin, Scala, or frontend development?

    • Do they speak your (technical) language—and that of your target audience?

    • Do they really understand the market for permanent roles?

    • How do they guide companies through these high-stakes decisions?

    • Is their focus skewed towards temp-to-perm or freelancers because it’s more lucrative?

    • Do they have a strong network in your region?

    Questions to ask:

    • How many candidates in this niche have you successfully placed in the past 6 months?

    • Which companies in my region have you assisted with similar vacancies?

    • Are you specialized in permanent positions, or do you also work with freelancers and temp-to-perm arrangements?

    • What are the key motivators for software engineers in my target group?


    2. Track Record and Authority: Proven Success or Just Hot Air?

    Your inbox is overflowing with recruiters’ promises. But how do you know who actually delivers? Top software developers and engineers only work with recruiters they trust, who understand their needs and truly add value.

    What to consider:

    • Is the team made up of inexperienced juniors with a slick sales pitch, or seasoned experts with years of hands-on experience?

    • What’s their reputation in the market? Top engineers steer clear of recruiters who lack credibility. Check their reviews.

    • How well do they understand your technology? Look at how they craft their ads—do engineers understand them, or are they just buzzword bingo?

    • What successes have they achieved with companies similar to yours?

    Questions to ask:

    • How long have you been working in this niche?

    • What do software developers say about you? Are you on any recruiter’s blacklist? What recommendations can you share?

    • Can you share three recent successes with companies like mine in my region? (Perhaps three anonymous profiles of candidates you’ve recently placed.)

    • What’s the average experience level of your consultants?

    • What percentage of your engineers are still with the client after 3 years?

    3. Process: How Professionally Are You Taken Care Of?

    Recruitment services aren’t cheap—you deserve quality and results. If an agency creates more work for you than it resolves, what’s the point?

    What to look for:

    • How thorough is their intake process? Do they provide advice on feasibility and current market trends?

    • What questions do they ask you? Can they pinpoint the factors that may have hindered your previous efforts?

    • Will you receive regular progress updates and feedback on how to refine your process?

    • How do they manage the entire recruitment process so that you can focus on your core business?

    • How do they optimize your hiring strategy throughout the engagement?

    Questions to ask:

    • How long does your intake process take, and what topics do we cover?

    • How will I be kept informed about progress?

    • What steps do you take to improve my recruitment process?

    • How many points of contact will I have during the process?

    • How do you relieve the burden on me and my team?

    4. Candidate Quality: Are You Getting A-Players or Underperformers?

    A great CV doesn’t guarantee a great candidate. How can you be sure an agency truly delivers quality and thoroughly screens candidates—both on a personal and technical level?

    What to consider:

    • How much time do they invest in screening candidates?

    • What topics do they cover during their intake interviews?

    • How comprehensive is the information you receive about a candidate?

    • Are candidates well-prepared and do they really understand your organization and the role?

    Questions to ask:

    • How much time do you spend screening candidates?

    • What detailed information will I receive about each candidate and their needs?

    • How do you prepare candidates for interviews?

    • If a candidate isn’t yet fully challenged in their current role, would you still advise them to stay?

    5. Market Knowledge and Expertise: Can They Translate Your Challenges into Solutions?

    Recruitment isn’t just about sales—it requires a deep understanding of technical nuances and the market. A recruiter who can’t tell Java from JavaScript isn’t going to sell your vacancy effectively. That’s a sure path to mismatches, both on paper and in personal chemistry.

    What to look for:

    • Do they grasp what sets your organization apart to your target audience?

    • Can they clearly summarize your challenge and explain why it’s compelling to the candidates you want to attract?

    • Can they present your vacancy in an appealing way to the right audience?

    • How robust and extensive is their network?

    Questions to ask:

    • How do you ensure that the best engineers want to work with you?

    • What’s your take on our vacancy? Which elements are working well, and what could be improved?

    • How would you pitch our role to a potential candidate?

    The Right Agency Makes All the Difference

    A good recruitment agency is more than just a service provider—they’re an extension of your organization. They need to be a true business partner who understands your context and delivers candidates that align with your vision. The candidates you’re after should be reaching for your name first, thanks to your recruitment partner. That’s why getting it right is crucial.

    Use this checklist to separate the wheat from the chaff. Your time is far too valuable to be wasted on recruiters who don’t deliver.

    Want to discuss your recruitment challenges further?
    I’m Robert Hawker, founder of CodeGuild. With nearly 20 years of experience in IT recruitment, I help software development managers and CTOs in the Netherlands strengthen their teams with the best developers and engineers. With over 850 successful placements since 2014—and an 81% retention rate after 3 years—we know what works. Schedule a no-obligation consultation and discover how you can optimize your recruitment process.