Hiring is one of the most critical decisions any company makes. But deciding how to hire—whether to run the process in-house or partner with a recruiter—can sometimes be just as important. 

There’s no one-size-fits-all answer. Sometimes your internal team is more than equipped to handle a search. Other times, the stakes are too high or the candidate pool too narrow to go it alone. 

So how do you know when to engage a recruiter and when to keep it in-house? 

When to Leverage Your Internal Hiring Team 

1. You Have a Robust Talent Pipeline
   If your team has already built a solid network of potential candidates and a strong employer brand, your internal recruiters may be able to fill roles quickly and cost-effectively.
2. The Role Is Straightforward or Entry-Level
   For roles that require less specialization or are expected to have high applicant volume (think customer service reps or junior analysts), your in-house team can typically manage the process efficiently.
3. You’re Hiring in Volume
   If you’re staffing up across multiple similar roles (say, during seasonal hiring), internal teams with the right systems and tools in place often shine.

When to Partner with a Recruiter 

1. You’re Hiring for a Critical or Niche Role
   When the hire is mission-critical—or the candidate pool is extremely specialized—external recruiters can tap into networks and passive candidates you might never reach on your own.
2. You’ve Been Trying… and the Role Is Still Open
   If a position has been open for months despite internal efforts, it’s time to get outside help. Prolonged vacancies can be more expensive than recruiter fees when you factor in lost productivity.
3. You Need Confidentiality
   Planning to replace a senior leader? Testing out a new role that’s not public yet? Recruiters offer the discretion you need for sensitive searches.
4. You Don’t Have Time to Screen 100+ Resumes
   Hiring is time-consuming. External recruiters like Tamarack Recruiting act as an extension of your team, filtering through resumes, qualifying candidates, and only submitting those who are both qualified and interested. You get a curated shortlist—ready for your review—so your team can focus on interviewing and decision-making.

Our Approach at Tamarack Recruiting 

We don’t just forward resumes. We vet every candidate thoroughly—matching them not only to the job description but also to the company culture and team dynamics. We review their experience, assess workplace preferences and personality, confirm their interest, and then submit only the strongest matches to your hiring team. 

From there, you decide who to interview. 

And if a promising candidate isn’t a fit for a current opening? We keep their profile on hand for future opportunities—so you always have a pipeline building in the background.  

It’s Not Either – Or  

Your internal team and an external recruiter don’t have to compete—they can complement each other. The best outcomes often come when companies use recruiters strategically: for the hard-to-fill roles, the mission-critical hires, and the moments when internal bandwidth is stretched too thin. 

Hiring isn’t just about filling seats—it’s about building teams that last. And sometimes, the best way to do that is to bring in a partner who knows how to find the right people for the right roles. 

Need help with a search that’s been sitting open too long?
Let’s talk about how we can help you find the right hire—faster and smarter.