A successful interview using a third party recruiter.

Job Boards Don’t Work: Why Third-Party Recruiters Are Faster


Are you frustrated by the lack of sales at your organization? Are you ready to shake things up and make some big changes? Do you have an open position you need to fill right away? Before you conjure up a job listing, post it to the usual job boards, and prepare yourself for the onslaught of resumés, wait! There’s a better way. Consider partnering with professional sales and marketing recruiters.

CulverCareers is the proud recipient of the 2024 Best of Staffing: Client and Talent Awards.

Hiring Top Talent is a Challenge

There’s a lot to consider when recruiting professionals for your team. You need people quickly, but you don’t want to sacrifice quality. Those new hires are essential for keeping your company competitive. The problem is, that you don’t have the time it takes to go through loads of applications to find people who are sufficiently qualified and the right fit for your business. And how do you ensure that they’re reliable and trustworthy, with the background and expertise they claim to have?

The Problem with Job Boards

There are many problems with job boards. While they seem to be a convenient way to get your job in front of the most eyes, they’re highly inefficient at attracting the most qualified professionals. 

  • Job Boards are Passive – They’re used by people who are actively looking for jobs, but they won’t tell you about candidates who may be employed yet open to new opportunities. 
  • You’ll Get Many Responses from Unqualified Individuals – Since there is no “gatekeeper,” not every applicant will pay attention to requirements, which wastes your valuable time.
  • Quality Candidates Get Lost in the Crowd – Because job boards are seen by thousands of people, finding the ideal candidate is like looking for the proverbial ‘needle in the haystack.’
  • Job Boards can Hurt Your Brand – Having hundreds of hopefuls contact you, only to be rejected because they’re not qualified, can lead to negative opinions of your organization.

These are just some of the reasons why, as an employer, you should be wary of “open online recruitment.”

Benefits of Third-Party Recruiters

When you work with professional sales and marketing recruiters, you reap the rewards of experience. You can work with industry-specific recruiters to make the process even smoother since they already understand your business. 

Professional recruiters provide the following:

Access to a Large Pool of Vetted Candidates

This includes passive candidates who aren’t actively looking for a job but may be open to new opportunities. They may already be working in your industry with up-to-date knowledge and skills.

Ability to Target Strategic Skills

Since a recruiting firm has a comprehensive database of candidates, they can more easily target strategic skills. They work with your organization to determine the skills your company requires.

Rigorous Screening

Unlike online recruiting with job boards, professional recruiters will run comprehensive background checks on candidates before sending them to you, reducing potential risk for your company.

Time and Cost Savings

Do you need someone fast for an urgent hire? Recruiters can greatly streamline the hiring process, which also reduces costs. A highly skilled, motivated new team member will save you money on operating expenses.

Recruitment agencies can provide whatever recruitment services you need, offering you the ultimate level of flexibility. Since they have market experience, they’re highly efficient at finding the best candidate for the role.

Is it Better To Use a Job Board or a Recruiter?

From access to a pre-screened network of active and passive talent to having someone do the legwork of skills matching, resume reviews, personality appraisals, and background checks, using a recruiter is far more efficient and effective than a job board. 

What is the Best Way To Fill an Urgent Position?

Do you require an urgent hire? Working with a staffing agency is the best way to fill that immediate need at your organization. A recruitment professional will discuss your company’s requirements and be able to immediately tap into the best talent in their professional network.

What Kinds of Positions Can CulverCareers Help Fill?

At CulverCareers, we work with clients in many different industries to fill a wide range of roles. We recruit sales talent, marketing talent, IT professionals, industrial and manufacturing positions, and senior-level executives.

Hire the Best Sales Professionals with CulverCareers

For fast and easy recruiting, CulverCareers is the perfect choice. With more than 30 years of hiring experience, a deep pool of pre-qualified talent, and a stellar reputation, we create strategic partnerships for sustainable success. We match the right candidates with the ideal organizations, providing you with the people you need for your company to thrive.

Don’t wait to grow your team, let CulverCareers help you fill urgent positions today. Get in touch with our recruiting experts and see the difference between a professional and a job board.

Ty Culver headshot
Written by

Ty Culver is the Client Development Director of CulverCareers focusing on talent acquisition and workforce solutions with a wide variety of local, national and global clients.

Ty has been working in various aspects of the industry for over 10 years and developed deep expertise in Executive Search, Executive Benefit and Talent Acquisition Programs along the way. He has a range of experience from SMB to Enterprise clients and hyper specific executive searches to high volume recruiting with companies in a dynamic state of flux.

Today, Ty leads a talented team of Talent Acquisition Specialists, Executive Recruiters and Client Success Managers at one of the most respected Recruiting Firms in the Nation, CulverCareers. While leadership is a key aspect of his role, Ty still enjoys working with clients on recruiting strategies, executive benefit solutions and workforce solutions to help clients build a holistic approach to talent acquisition and talent retention.

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