The Power of Partnership: The Value of Third-Party Recruiters in Talent Acquisition
March 19, 2025 – Third-party recruiters bring tremendous value to a talent acquisition team by acting as strategic partners in the pursuit of top senior-level talent. Their extensive networks allow them to access passive candidates, while their expertise in recruitment enables them to quickly compile shortlists of qualified applicants tailored to a company’s specific needs, according to a recently released report from SGA Talent.
“By handling aspects such as referral generation and confidential searches, these recruiters streamline the hiring process and enhance overall efficiency,” the search firm explained. “Moreover, their proactive approach to identifying and engaging potential candidates ensures that organizations can secure the right talent swiftly.”
SGA Talent offers up a few reasons why a third-party recruiter can be an invaluable resource for companies seeking key talent:
1. Speed and Efficiency: Third-party recruiters excel at rapidly curating a shortlist of qualified candidates, often within just two weeks, according to the SGA Talent report. “Leveraging a data-driven and proven methodology, they efficiently highlight the top-tier talent needed to fill critical roles,” the study said.
2. Extensive Networks: SGA Talent notes that these recruiters often possess large, well-established networks and talent communities spanning diverse industries and job functions. The firm explained that this expansive reach empowers them to connect with passive candidates—individuals who may not be actively job hunting but are open to considering exceptional opportunities when presented.
3. Referral Expertise: Recruiters are highly skilled at systematically leveraging their networks to seek referrals, significantly broadening the pool of potential candidates, according the SGA Talent study. By capitalizing on these connections during recruiting calls, they not only expedite the hiring process but also enhance overall recruiting efficiency, ensuring that organizations have access to a diverse array of top talent.
4. Direct Access: “They often have the ability to communicate directly with candidates through corporate emails or by telephone, facilitating a more efficient recruiting process without the barriers that internal recruiters may face,” the SGA Talent report said.
5. Confidential Searches: The firm also noted that for sensitive positions, third-party recruiters can conduct confidential searches, protecting the identity of both the company and candidates until the time is right.
6. Proactive Recruiting: “Instead of merely posting job openings and waiting for candidates to apply effective recruiters actively seek out and engage with strong candidates,” SGA Talent said. “This proactive approach leads to better hires, as they can present candidates who are a good fit for the company culture as well as the role.”
Related: Interim Positions: Effectively Closing Talent Gaps
It is true that third-party recruiters play a vital role in enhancing talent acquisition efforts through true collaboration, according to the SGA Talent report. “By partnering with organizations, they can accelerate the hiring process, broaden access to a diverse talent pool, and bring specialized expertise that significantly improves recruiting outcomes,” it said. “This powerful partnership not only streamlines the search for top talent but also ensures that companies find the right fit for their unique needs, ultimately driving success and fostering growth. Together, the team can create a dynamic synergy that transforms the way organizations approach hiring.”
5 Common Mistakes in Succession Planning and How to Avoid Them
Succession planning is more than a strategy—it’s the key to securing a company’s future. Yet even well-meaning organizations, brimming with potential, often misjudge how to execute this crucial process effectively, according to a recently released report from SGA Talent. Below, the executive search firm breaks down five frequent missteps in the succession planning process and, more importantly, how to dodge them.
Many companies fall into the trap of reactive succession planning, according to the SGA Talent report. “They only start looking for replacements when a key leader resigns or retires, leading to frantic, last-minute scrambles,” the study explains. “This approach narrows the talent pool and risks leadership gaps.”
SGA Talent is a 100 percent women-owned company that utilizes a research-first strategy to secure senior hires in the professional services, hospitality, financial services, insurance, healthcare/pharmaceutical, manufacturing, utilities, and aerospace and defense industries. Some of SGA’s clients include McKinsey & Company, Northrop Grumman, PayPal, New York Life, Compass Group, and a Big Four consulting firm.
SGA Talent offers “recruiting on-demand express” and “research on-demand express” solutions to provide hiring managers, human resources professionals, and talent acquisition leaders with additional options beyond traditional recruiting services. SGA Talent’s recruiting on-demand express delivers a high-quality targeted talent candidate pipeline in three days. This service utilizes SGA Talent’s propriety recruitment methodology and offers the answer to time-constraint recruiting activities. “This service is often used when an internal recruiting team is overextended and needs results quickly,” the firm said. “It is designed for mid-level to junior-level candidates; it is not designed for executive search level candidates.”
Sheila Greco is founder and CEO of SGA Talent. She is a proven leader with over 30 years of recruiting experience. In addition to managing the firm, Ms. Greco leads the firm’s engagements for senior level positions for many of the company’s long-standing clients, with a particular expertise in professional services, healthcare, consumer packaged goods and manufacturing. As an industry expert, she has developed trusted relationships with talent acquisition leaders and human resources at Fortune 1000, start-ups, as well as emerging growth companies.
Related: What Defines an Effective Recruiting Team
Contributed by Scott A. Scanlon, Editor-in-Chief and Dale M. Zupsansky, Executive Editor – Hunt Scanlon Media
