How to evaluate a recruiter.

The field is pretty crowded. How do you evaluate?

1. Presentation. Does the recruiter present him or herself well? This person will be representing you to prospective employers, and you want this to be done with polish and knowledge. A recruiter who has practiced law at both a top firm and in-house will understand the key requirements for a job, as well as have credibility with employers (all the better to pitch you!).
2. Experience and connections. Look at the quality of LinkedIn connections, and inquire about depth of relationships. What kind of information can he or she provide beyond the job description, e.g., what skills and traits are prioritized, length of work hours (and if there’s telecommuting possibilities), expected career trajectory, and compensation range? Does he or she have enough experience to comment on the market and whether what you are looking for is reasonable or not?
3. In-person meeting. The recruiter should meet with you in person so he or she can pitch you properly and guide you on what does (or does not) make sense. Similarly, you need to meet so you can assess the recruiter.
4. Coaching. Your recruiter should help you tailor your resume and personal presentation for each job possibility and for every step of the job process: resume, interview, offer, and salary negotiations.
5. Reputation. What have you heard about the recruiter? Is he/she known for effective placements, long-term relationships, and honesty? Find out from your friends, and look at the quality of testimonials. Do you trust this person to evaluate whether an offer is competitive?