Specialist or generalist recruiters: When to trust non-industry experts

Can a recruitment agency that doesn’t specialise in my industry understand what I need? 

Choosing the right recruitment partner can make or break your hiring results. A good agency can save you time, reduce hiring risk, and open doors to talent you might not find otherwise. But not all agencies work the same way, and their industry knowledge can significantly impact results

So, how important is it that your recruiter specialises in your industry? And can a generalist agency still meet your needs effectively?

This guide answers these questions to help you choose the best recruitment partner for your business.

Specialist vs generalist: What’s the difference? 

Understanding the difference between specialist and generalist agencies helps you make better hiring decisions. 

Specialist agencies 

Specialists focus on one industry or skill set. They build strong candidate networks, stay on top of industry trends, and understand technical role requirements. 

They’re ideal for: 

• Technology roles (e.g. developers, AI engineers)
• Healthcare positions (with compliance and certifications)
• Finance (accounting, banking, risk management) 
• Engineering (civil vs. mechanical, etc.) 

Specialists often already have pre-vetted candidates, meaning faster, more accurate placements and fewer unqualified applicants. 

Generalist agencies 

Generalists operate across industries and job types. They’re ideal when you have varied or high-volume hiring needs, especially for:

• Entry-level or temporary positions: They quickly fill short-term or beginner roles with a large candidate pool. 
• Admin and clerical roles: They efficiently match candidates with strong organisational and communication skills. 
• Customer service or retail: They find people with excellent interpersonal skills for fast-paced, customer-facing jobs. 
• Manufacturing and warehousing: They provide reliable workers ready for physically demanding and shift-based roles. 

Their strength is versatility. However, without deep industry knowledge, they may miss subtle but crucial job-fit cues.

Why choose a specialist recruitment agency?

If you’ve been frustrated by poor-fit candidates or wasted interviews, the issue might not be the talent—it could be the process. 

Here’s why industry specialisation can make a big difference:

They understand your world 

Specialist recruiters are deeply embedded in the sectors they serve. They keep up with the latest trends, skills in demand, and even the pain points hiring managers face. 

That means: 

• You spend less time explaining what you're looking for. 
• They can anticipate what kind of candidate will thrive in your team. 
• You get market insight that helps you stay competitive as an employer. 

They tap into hard-to-reach talent 

Specialist recruiters often have relationships with passive candidates—those who aren’t applying to jobs but would consider them if the right opportunity presented itself. These are often high-calibre professionals that general job ads simply won’t reach. 

Working with a specialist gives you access to:

• Curated, pre-qualified candidate pools.
• Candidates who are open to opportunities but not actively searching. 
• Faster connections with better-fit applicants. 

They dig deeper during screening

Anyone can match a resume to a job description. But a specialist knows how to dig deeper. This means you only meet candidates ready to contribute, not just pass the paper test. 

They speak the language of your industry, so they can: 

• Ask meaningful, technical questions during interviews.
• Spot real expertise (and filter out buzzwords).
• Identify soft skills and cultural fit that align with your business. 

They boost retention 

Because specialist recruiters understand both the role and the team dynamics, their placements tend to stick. 

Companies that partner with specialist agencies often see: 

• Higher offer acceptance rates.
• Stronger first-90-day performance.
• Lower turnover and rehiring costs.

What generalist agencies do best

While specialist agencies thrive in niche markets, generalists bring their own strengths. They might not go as deep into one industry, but their strength lies in their breadth.

If your hiring needs span departments or change frequently, they can be a strategic, efficient solution, helping you stay agile and well-staffed without overcomplicating your recruitment process. 

Generalists excel in:

• Admin, retail, or support roles: They quickly fill non-technical roles with a broad candidate pool. 
• High-volume or seasonal hiring: They scale hiring fast during busy periods or growth phases. 
• Projects needing quick ramp-ups: They provide flexible staffing to meet tight deadlines. 

They offer: 

• Large candidate databases: They have access to diverse talent across industries. 
• Quick turnarounds for less specialised roles: They can fill entry-level jobs rapidly to reduce delays. 
• Flexible support across job types or departments: They can manage hiring across multiple teams through one partner.

If your organisation frequently hires across functions (marketing, sales, HR), generalists can simplify workflows by being your one-stop hiring partner. 

To assess a generalist’s fit, ask yourself: 

• Do they ask the right questions? 
  Are they genuinely interested in your challenges, team structure, and success metrics? 
• Can they show proof of past results? 
  Ask for examples of roles they've filled in your industry, and how those hires performed. 
• Are they committed to learning your business? 
  Do they read up on your market, follow your competitors, or offer insights beyond just CVs? 
• How do they define success? 
  Listen for answers that focus on long-term fit, retention, and client satisfaction—not just speed. 

Risks of using a non-specialist agency for specialist roles

While generalist agencies bring convenience, they aren’t always the best choice, especially for specialised roles. 

Risks include: 

Limited industry understanding can lead to mismatches 

Generalist recruiters often work across many industries, which means they may not be fluent in your specific language, skills, or challenges. 

That can result in: 

• Misinterpreting role requirements. 
• Recommending candidates who look good on paper but lack real-world relevance.
• Wasting time reviewing resumes that just don’t fit. 

Missed access to high-quality, passive talent 

Top-tier professionals—especially those with in-demand skills—often don’t apply for jobs. Instead, they rely on trusted relationships with industry-specific recruiters. 

Because generalist agencies cast a wider net, they may: 

• Miss out on passive talent that requires niche outreach.
• Rely more on active job seekers and public job boards.
• Deliver a less competitive talent pool 

Shallow screening 

• Superficial candidate evaluations.
• Missed red flags in skill or culture fit.
• Extra pressure on your internal team to do deeper vetting later on.

Higher turnover from poor fit 

When candidates aren’t properly vetted for your industry’s demands, they’re more likely to: 

• Struggle to keep up with role expectations.
• Lose engagement quickly.
• Leave sooner than expected.

High turnover doesn’t just disrupt your team—it’s expensive. Partnering with a recruiter who knows your industry reduces the odds of a misfire.  

When can you trust a generalist agency? 

It’s easy to assume that if an agency isn’t a specialist, they’re not the right fit. But that’s not always the case. 

In fact, a generalist recruitment agency can still be a highly effective partner—if they show the right traits and track record. The key is knowing what to look for: 

Your hiring needs are broad or entry-level 

Generalist agencies shine when: 

• You’re hiring across multiple departments.
• The roles are entry-level or non-technical.
• Speed and volume are important.

They’re curious and adaptable 

A good generalist agency doesn’t apply the same process to every client. Instead, they take time to: 

• Understand your industry and company culture.
• Tailor their approach to your specific role requirements.
• Stay responsive as your needs evolve.

This level of engagement can often compensate for a lack of deep industry experience, especially if your roles don’t require hard-to-find technical expertise.  

They’ve delivered in your sector 

Some generalist firms, over time, develop real insight into certain industries—even without formally specialising. 

If an agency can show: 

• Case studies or success stories in your field.
• References from satisfied clients in similar roles.
• Metrics that back up their placement success. 

Then they may offer the best of both worlds: broad reach with relevant results. 

Evaluating the fit of a recruitment agency 

Choosing the right recruitment partner can have a lasting impact on your business, affecting everything from team performance to long-term growth. So, how do you know if an agency is truly up to the task? 

Here are five key areas to consider: 

Look into their track record 

Start with the basics: How long have they been in business? What types of companies do they usually work with? Which industries do they know best? 

Look for: 

• Client testimonials. 
• Online reviews (especially on B2B platforms like Clutch or LinkedIn).
• Case studies that reflect challenges similar to yours.

Agencies with a solid track record and repeat clients are more likely to deliver consistent, high-quality results. 

Ask how they get to know your business 

Great recruiters don’t just fill jobs—they act as an extension of your team. That starts with asking the right questions.

Ask them: 

• How do you learn about our company culture and goals? 
• Have you recruited for roles like this before? 
• How do you tailor your search to match our specific needs? 

An agency that’s curious, thoughtful, and willing to dig deep is likelier to deliver candidates who truly fit. 

Request references from similar clients 

One of the best ways to evaluate an agency is to speak directly with companies they’ve worked with. 

Ask for: 

• Two or three references from clients in your industry.
• Details about the roles filled and how those hires performed.
• Honest feedback on the agency’s communication, speed, and follow-through.

References offer real-world insight you won’t get from a sales pitch. 

Understand their sourcing strategy

Not all talent pipelines are created equal. Ask where the agency finds candidates and how proactive they are. 

Look for answers like: 

• “We actively headhunt on platforms like LinkedIn and GitHub.” 
• “We maintain a network of passive candidates who aren't on job boards.” 
• “We use targeted outreach, not just post-and-pray.” 

Strong sourcing means you’ll be introduced to better, more relevant candidates faster. 

Dig into their screening process 

Good recruitment isn’t just about finding candidates—it’s about filtering out the wrong ones. 

Ask them: 

• How do you screen candidates beyond the resume? 
• Do you run technical or behavioural assessments? 
• How do you evaluate cultural fit? 

A robust screening process protects your time and increases your chances of making a great long-term hire.  

How Airswift can help

At Airswift, we combine deep industry expertise with global reach to connect you with the right talent—fast and efficiently. Contact us for a no-obligation consultation and discover how we can support your next hire.