The Cost of Doing It All: DIY Recruiting for Leaders

As a leader, it's natural to want to take control and ensure everything in your organization is done right. After all, who knows the company better than you do? But there’s a trap many executives fall into, especially in today’s economic climate: the belief that they don’t need recruiters and can handle hiring themselves.

Recently, I had a conversation with a seasoned executive who proudly shared that she had filled a key position in her company entirely on her own. She reviewed 79 resumes, conducted all the interviews, and extended the offer—all without a recruiter’s help. She was satisfied with the outcome. At first glance, it sounds like a win—cost savings and direct control. 

But let’s take a closer look…..

The Hidden Costs of Doing It Yourself

The economic principle of division of labor tells us that specialization leads to greater efficiency. When executives like COOs or VPs of Sales spend their time sorting through resumes, setting up interviews, and managing the hiring process, they're not focusing on their core strengths: driving sales, refining strategy, or leading their teams. The hours spent on recruitment are hours not spent on high-value activities that directly impact the company’s bottom line.

It’s the same reason I don’t do my own plumbing or accounting. Sure, I could figure it out, but my time is better spent on activities that drive growth for my company, not on tasks where I lack expertise. The idea that “doing it yourself” saves money often overlooks the opportunity cost and the potential for mistakes or inefficiencies that could be avoided with professional expertise.

Recruiters Do More Than Fill Roles

Many executives view recruiters as people who simply “find candidates.” In reality, recruiters bring much more to the table. They understand the market dynamics, know where to find the right talent, and, crucially, they know how to present your company to attract top-tier candidates. They serve as a strategic partner in your talent acquisition efforts, not just an administrative function.

Recruiters also provide access to a broader and often more passive talent pool—candidates who aren’t actively applying to job boards or LinkedIn ads but might be perfect for your role. By leveraging these networks and market insights, recruiters increase the likelihood of finding candidates who aren’t just qualified on paper but who will thrive in your organization’s unique culture.

The Reciprocity Dilemma: Why Relationships Matter

Here’s where it gets interesting. Many executives value recruiters only when they need a new job. They understand that having a recruiter “in their back pocket” can be crucial for their next career move. But the question arises: how can you expect recruiters to prioritize you when you aren’t valuing their work in hiring?

The truth is, strong professional relationships are built on reciprocity. When you engage with recruiters as partners rather than service providers, you create a win-win situation. You gain access to top talent efficiently, and the recruiter gains a valued client who understands the importance of their work.

Reconsidering the Role of Recruiters in Your Strategy

If you're an executive, ask yourself: Are you leveraging your time and resources for the greatest impact? Are you building strong, reciprocal relationships with recruiters who can be strategic partners now and in the future? In a world where talent is one of the most critical drivers of success, the answer might be more important than you think.