Should I use multiple recruitment agencies?

From the recruitment industry side: most candidates either use one agency exclusively (limiting their options) or scattergun with 10+ generalist agencies (creating chaos). The optimal number is 2-3 sector-specialist agencies, plus direct applications for roles you find yourself.

Why specialists beat generalists. A specialist senior tech recruiter in fintech places candidates into roles I personally know exist before they're publicly advertised. They have direct hiring-manager relationships at 30-50 fintech companies. They speak the technical language and can position you accurately to those specific employers. A generalist recruiter who covers 'office and professional roles' across all sectors doesn't have those relationships — they're submitting your CV to public job boards or to employers they've cold-emailed, which is what you can do yourself.

How to find sector specialists. Search LinkedIn for 'recruiter [your specific niche]' and look at the firms with 5+ recruiters all focused on the same niche — that depth signals genuine specialisation. Look at job postings on LinkedIn — the recruiters who post repeatedly in your niche are the ones to approach. Ask current colleagues which recruiters they've worked with successfully. Trade associations and industry communities often share recruiter recommendations.

How to manage multiple agencies cleanly. Always disclose other agency representation when meeting a new agency. 'I'm currently working with two other agencies — [Firm A] who covers fintech specifically, and [Firm B] who covers senior product roles broadly.' This is professional courtesy and protects you legally. Keep a spreadsheet of which roles each agency has submitted you for. When a recruiter mentions a role, ask 'is this with [specific company]?' before agreeing to be submitted — if you've already been submitted by another agency, the second submission can void both placements and create a fee dispute.

Red flags in recruiters. Pressure to commit to roles in the first phone call (good recruiters give you space to evaluate). Sending you to interviews without a proper brief or salary range (signal they're not actually working with the employer, just spamming CVs). Refusing to share the company name until you've committed (sometimes legitimate for executive search, but at most levels it's a flag). Pushing you toward roles that don't match your stated criteria (signal they're optimising for their commission, not your fit).

How to be a recruiter's favourite candidate. Be responsive — recruiters work on commission and time-pressure, and the candidates who reply fast get more opportunities. Be honest about your situation — what you want, what you'd accept, where you've already applied. Treat the relationship as a two-way professional relationship — give feedback after interviews even if the role wasn't right, refer good candidates to them when you can, treat them as humans rather than transactional middlemen. The recruiters who like you bring you their best opportunities first.

When to skip agencies entirely. For very junior or graduate roles where employers don't pay agency fees. For specific target companies where you can apply directly via the careers page and reach the hiring manager via LinkedIn. For senior roles where executive search firms cover the relevant level — these don't take direct candidates and only contact people they've researched. Build the agency relationships in parallel with these direct routes; the combined approach beats either alone.