Candidate and Client Control: The Invisible Thread of Successful Recruiting

In partnership with

The gold standard of business news

Morning Brew is transforming the way working professionals consume business news.

They skip the jargon and lengthy stories, and instead serve up the news impacting your life and career with a hint of wit and humor. This way, you’ll actually enjoy reading the news—and the information sticks.

Best part? Morning Brew’s newsletter is completely free. Sign up in just 10 seconds and if you realize that you prefer long, dense, and boring business news—you can always go back to it.

Join 4.3 Million Readers Now

Control isn’t about power. It’s about clarity.

Candidate and client control is the art of setting expectations, guiding the process, and ensuring every step moves forward without unnecessary friction. It’s not a power play—it’s a service. Your candidates and clients deserve a process that feels seamless, even when the realities of the market are anything but.

Here’s the deal: If you’re not actively managing both sides of the equation, the process will manage you. That’s a recipe for ghosted candidates, frustrated clients, and deals that die on the vine.

So let’s break it down: What does candidate and client control look like in practice? How do you execute it without feeling like a micromanager? And why does it matter more than ever in today’s market?

Setting the Foundation: Why Control Matters

Imagine a relay race. The baton passes seamlessly from one runner to the next. But what happens when a runner stumbles or hesitates? The whole team suffers.

Recruiting is no different. If you don’t set clear expectations upfront, candidates and clients will interpret the process through their own lens. And trust me, their lenses are often fogged by misconceptions, market myths, and wishful thinking.

Control ensures:

• Clarity: Everyone knows what’s happening, when, and why.

• Momentum: The process doesn’t stall because someone is "waiting for an update."

• Trust: Both parties feel like they’re in good hands, even when the waters get choppy.

Controlling the Candidate: The Example of Sarah, the Senior Engineer

Sarah is a jacked up Senior Engineer. She’s intrigued by your opportunity, but she’s also juggling three other conversations.

Without control, Sarah might:

• Disappear for days, leaving your client wondering if she’s even interested.

• Drop out at the offer stage because she “didn’t realize” the role required relocation.

• Blindside you with a counteroffer she’s been entertaining in secret.

Here’s how you take control:

1. Set expectations upfront.

On your first call, you say: “Sarah, I know you’re busy and likely exploring multiple opportunities. That’s totally normal. My job is to make sure this process is as smooth and transparent as possible for you. Here’s how it will work: I’ll keep you updated every step of the way, and in return, I ask that you keep me in the loop if anything changes on your end—whether it’s a competing offer or a change in your timeline. Deal?”

2. Maintain consistent communication.

Every week, you check in: “Hey Sarah, quick update: The hiring manager loved your resume, and we’re scheduling interviews for next week. Are you still feeling good about this opportunity?”

3. Anticipate roadblocks.

Before the offer stage, you ask: “Sarah, if we get to an offer, what factors will you weigh when making your decision? Is there anything I should know about—like other offers or personal considerations—that could impact your choice?”

By staying proactive, you’re not just a recruiter. You’re a trusted advisor. Sarah feels heard, supported, and confident in the process.

Controlling the Client: Example of Tom, the Hiring Manager

Tom is a hiring manager at a fast-growing startup. He’s smart, but he’s also juggling 20 priorities. Hiring is important to him—but it’s not his only priority.

Without control, Tom might:

• Drag his feet on scheduling interviews, causing top candidates to lose interest.

• Push for a "unicorn" candidate who doesn’t exist.

• Lowball an offer because he doesn’t understand the market.

Here’s how you take control:

1. Set expectations upfront.

In your kickoff call, you say: “Tom, hiring top talent is competitive right now, especially for roles like this. To make this process successful, we’ll need to move quickly and stay aligned. Here’s what I need from you: Clear feedback within 48 hours of interviews and flexibility on scheduling. In return, I’ll keep you informed about market conditions, candidate availability, and any red flags I see. Does that work for you?”

2. Educate on the market.

When Tom insists on a needle in a haystack, you push back: “Tom, I understand why you want someone with 10 years of experience in a technology that’s only been around for five. Let me show you what the market looks like for this skill set and discuss what’s realistic.”

3. Keep the process moving.

When Tom delays feedback, you nudge: “Tom, I get it—your plate is full. But Sarah is interviewing with three other companies, and I don’t want to lose her to a competitor. Can we lock in a time for feedback by tomorrow?”

By taking control, you’re not just a vendor. You’re a partner. Tom respects your expertise and appreciates your proactive approach.

The Mindset Shift: Control as a Service

Control gets a bad rap because it sounds rigid. But the truth is, control is liberating. When you set expectations and guide the process, you remove ambiguity. And ambiguity is what causes frustration, miscommunication, and broken deals.

Here’s the mindset shift:

• You’re not imposing rules. You’re creating structure.

• You’re not micromanaging. You’re facilitating.

• You’re not being pushy. You’re being proactive.

The Three Pillars of Candidate and Client Control

1. Transparency: Be upfront about what’s happening, why, and what’s next. Never leave people guessing.

2. Consistency: Regular check-ins keep the process moving and build trust.

3. Proactivity: Anticipate roadblocks and address them before they become deal-breakers.

Closing Thoughts

Candidate and client control isn’t a tactic—it’s a philosophy. It’s about recognizing that the recruiting process is inherently chaotic and stepping in to create order.

When you master this skill, you’re not just filling roles. You’re building relationships, enhancing your reputation, and delivering results that set you apart in a crowded market.

So, the next time you’re about to kick off a search, ask yourself:

• Have I set clear expectations with both the candidate and the client?

• Am I proactively managing the process, or am I reacting to it?

• Am I positioning myself as a partner who adds value, or just another recruiter?

The answers to those questions will determine your success. And remember: Control isn’t about power. It’s about clarity.