Employment & Labor Alert – How to Select the Right Search Firm or Staffing Agency

January 15, 2026 | By: Steven G. Heinen

Hiring decisions carry significant risks. A poor fit can lead to lost time, increased costs, and disruption to culture and operations. At the same time, the recruiting landscape continues to evolve, with talent shortages, faster hiring cycles, and increased reliance on data-driven recruiting tools.

Key Considerations for Employers

First, organizations should clearly define their needs before engaging a firm. This includes understanding the type of role being filled, the urgency of the hire, internal recruiting capacity, budget parameters, and confidentiality concerns. Establishing these factors early allows for more effective alignment with external partners.

Second, employers should closely evaluate a firm’s expertise and process. Relevant industry experience, demonstrated performance metrics such as fill rates and retention rates, sourcing strategies, candidate experience, and compliance practices all provide insight into whether a firm can deliver consistent and positive results.

Finally, the relationship itself matters. Fee structures, communication expectations, transparency, and who actually conducts the search should all be clearly understood. Strong partnerships are marked by responsiveness, clear reporting, and shared accountability.

Bottom Line

Selecting a search firm or staffing agency should be a structured and productive decision, not a reactive one. Using a clear evaluation framework helps organizations reduce risk, improve hiring outcomes, and build long-term recruiting partnerships that align with business goals.

For questions regarding this topic or any other employment and labor questions, please contact your GableGotwals attorney or a member of our Employment & Labor Group.

Steven G. Heinen
918-595-4869
sheinen@gablelaw.com

This article is provided for educational and informational purposes only and does not contain legal advice or create an attorney-client relationship. The information provided should not be taken as an indication of future legal results; any information provided should not be acted upon without consulting legal counsel.