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Time We Discuss: Day in the Life of a Recruiter

Watch/Listen to this Episode Day in the Life of a Recruiter Become a recruiter; Host of Time We Discuss is giving two thumbs-up. Pcture of guest Laura Couvillon is in the top right corner.

This episode of Time We Discuss features business owner and recruiter Laura Couvillon from Integrate Up, a recruiting agency. Laura shares insights into the world of recruitment, how she got started, and how her business has evolved over time. She begins by explaining the difference between recruiters and headhunters—recruiters work on behalf of companies to find talent, while headhunters assist candidates in finding jobs. Her agency primarily serves online businesses, specializing in recruiting for sales, marketing, operations, finance, and delivery roles.

Laura describes the different recruitment methods her agency employs, including inbound strategies such as posting job openings on platforms like LinkedIn and Indeed, and outbound recruiting, where they actively seek out candidates. A significant part of her work also involves assisting companies with onboarding new hires, ensuring both the employee and employer are set up for success.

Her journey into recruitment was not a straightforward one. She initially worked in corporate event planning before taking time off to raise her children. Upon re-entering the workforce, she held an operational role, where she naturally began helping businesses with hiring. After several successful hiring projects, a business partner suggested they formalize their process, leading to the creation of her recruiting agency. Over the past five years, the business has grown steadily, relying heavily on referrals and repeat clients.

Laura emphasizes the importance of hiring strategically, rather than just filling gaps. Many entrepreneurs, she explains, hire reactively rather than proactively. By guiding companies to think strategically about their hires, her agency helps businesses scale more effectively. She also describes how her company evolved from hiring part-time recruiters to employing full-time staff, as consistency and reliability proved essential for business success.

When it comes to being a recruiter, Laura highlights key skills necessary for success, including strong communication, the ability to assess candidates effectively, and the resilience to deal with uncertainties—such as candidates backing out at the last moment. She shares anecdotes about last-minute offer rejections and the challenges of matching the right person to the right company.

The conversation then shifts to how recruiters earn money. Laura explains two common business models: contingency recruiting, where recruiters earn a percentage (typically 18-25%) of a candidate’s salary if placed successfully, and retained recruiting, where companies pay a flat fee, usually split between an upfront payment and a success fee upon placement. Her agency follows the retained model, allowing them to immerse themselves in a company’s culture and make better hiring decisions.

Laura offers advice for aspiring recruiters, emphasizing that experience is the best way to break into the field. While certifications exist, she believes hands-on experience—whether in an agency or an in-house recruiting role—is more valuable. She also discusses how economic trends impact recruiting, explaining how shifts between a candidate-driven and employer-driven market influence hiring strategies.

Towards the end, Laura introduces an upcoming product called "57 Hats," a card-based tool designed to help business owners delegate roles effectively. She believes it will be a valuable resource for entrepreneurs looking to streamline their operations.

The discussion concludes with Laura reinforcing the importance of recruiters understanding their clients' industries and business needs. She advises companies seeking recruiters to vet them thoroughly, ensuring they have experience relevant to the roles they are hiring for.

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