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“Tone policing is defined as "a conversational tactic that dismisses the ideas being communicated when they are perceived to be delivered in an angry, frustrated, sad, fearful, or otherwise emotionally charged manner." Managers striving to create a workplace based on equity and inclusion must understand how tone policing silences members of marginalized groups and allows discrimination to persist.” https://www-businessinsider-com.cdn.ampproject.org/c/s/www.businessinsider.com/how-to-identify-and-help-stop-tone-policing-in-workplace-2020-8?amp
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Recruiters are used car salesmen and you’re the used car.
I don't personally love using a recruiter. Some are great, don't get me wrong. But most of the time they have poor communication skills and ultimately will ghost you. I would honestly just apply to firms directly.
Recruiters can be good but most times seem to just be pushy and then ghost you if it doesn’t work out the way they want. I feel like applying directly is more helpful. They go ghost sometimes as well but there is a better chance of receiving a response at least.
Recruiters have helped me make moves. Set up a time to talk, find out more about the role, and usually, you’ll get a feel for what they are looking for. I don’t even mind it being a rush if it’s a good fit.
Recruiters should be doing a lot to help you with the process including helping with your resume, interview prep, career coaching, helping you identify roles that fit with your career interests and goals, coordinating, negotiating, and generally being a partner in your search. I’m often in touch with candidates on a daily basis and respond to texts at night and on the weekends. There is can be a real difference between good and bad recruiters, and you will likely get more responses here from people who had bad experiences with recruiters.
Why are you thinking of applying without a recruiter?
Depends. recruiters are very resourceful and helpful when you have the right profile. If you have less than 2-3 years of experience, I recommend you apply directly to the firm. Firms are typically reluctant to pay recruiter fees for junior level roles (firms will obviously not say this, they'd just pass you over for someone with the same experience that applied directly or for someone with more years of experience). Some firms don't even accept recruiter submissions for junior roles. I had to learn this the hard way. For Mid-senior to senior roles, recruiters can be very helpful in getting your resume to the front of the line (assuming it is a recruiter that has a relationship with the firm). Also, be strategic on the recruiters you engage with. The best way to find a solid recruiter is through recommendations.
I went through some shitty recruiters until I found a great one. She took timd to learn about my experience, helped me craft the narrative for why I'm moving, edited my resume, gave me insider info on different firm cultures, connected me with people who had worked at the firms I was looking at, handled all of the scheduling and admin, and negotiated class year / EOY bonus / starting date for me. The firm I ended up at had not even given me a screener when I first applied through a different recruiter some months prior. So yeah, the right recruiter can actually really help even if you're junior. FWIW my search took place between my second and third year.
I am six years in and have yet to find a good one. I assume they exist.