Agency Recruiters VS Internal Talent Acquisition: From Frenemies to Besties?

Liz Jones • December 1, 2024

Agency Recruiters VS Internal Talent Acquisition:
From Frenemies to Besties?

In the world of recruitment, there's a tension that everyone feels but no one talks about. A battle that plays out across LinkedIn, in Zoom calls, or the occasional side-eye during team meetings.

It’s the silent battle between Agency VS Internal Talent acquisition.

On one side, the Agency Recruiter - the hunters, the closers, the LinkedIn Premium champions who thrive on competition and the thrill of a placement. They’re known for finding talent fast and building pipelines like pros. They live for the chase, the pipeline, and the occasional brag worthy ‘unicorn’ hire (guilty!)

And on the other side, the Internal Recruiter/ Talent Acquisition- the strategists, gatekeepers, the champions of ‘employer brand’. They’re in it for the long run, making sure every hire strengthens the company’s future. Internal Talent Acquisition teams are warriors who know the org chart (and the org gossip), speak in acronyms like ‘EVP’ and ‘D&I’, and have the power to greenlight, or reject, agency partnerships.

We’re led to believe these two teams are supposed to be sworn enemies, like Batman vs. Joker or cats vs. cucumbers (the cat lovers will understand). But what if I told you that agency recruiters and internal TA aren’t rivals? Together, we make a killer team, unlocking recruiting success that neither can do alone.

This isn’t a story of rivalry, it’s not a case of ‘us vs. them’. It’s a story of collaboration, joining forces and turning professional frenemies into recruiting allies.

Step 1: Respect the Process: Don’t go Rogue!
A shout out to my agency colleagues. You truly are the trailblazers of recruiting. The go-getters, rainmakers, ready to pounce on that hot lead. But, as tempting as it may be to bypass internal TA and charm the hiring manager, DON’T GO ROGUE!

Sure, you might land a quick win, but you will be setting yourself up to be ghosted faster than you can say ‘InMail’.

Internal TA know their hiring manager. They’ve spent months (or years) decoding their preferences, interpreting vague job specs, and adapting to the shifting goalposts of the hiring process. They know what makes that manager tick and can help shape a candidate profile that works. Skipping over them to hit up the hiring manager directly may seem efficient at first, but it erodes trust.

That’s not to say you can’t build a relationship with the hiring manager, but don’t go over TA’s head. By respecting the process, including them and collaborating, you build a bridge to a long-term partnership. A win-win for everyone, especially the candidate.

Step 2: The Benefits of a ‘Friendship’ (Don't Make It Weird!)
So how do you win over your new internal TA friends? Don’t make it weird!

A little transparency goes a long way. Keep internal TA in the loop with what’s happening with candidates. Work with them - don’t sneak around like a rebellious teenager breaking curfew. Show respect for their process, and even (dare I say) ask for their advice. You’d be surprised how quickly the dynamic changes when both teams see each other as collaborators rather than rivals.

And to our internal TA’s colleagues, don’t forget the value agency recruiters can bring to the table. We have connections you don’t. We specialise in building strong candidate pipelines, and we move fast. When you bring an agency in, it’s not an admission of defeat; it’s like adding rocket fuel to your hiring strategy. Agency recruiters are there to make you look good by filling hard to fill roles and are as invested in your company’s success as you are.

Step 3: Making the Partnership Work
Here’s the big secret - when we do work together, we become an unstoppable force. We each bring something invaluable to the table and when agency recruiters and internal TA are in sync, share insights, and work towards a common goal, we can tap into the best possible talent, shaping the future by building the businesses and careers of tomorrow.

So how do we make it work:

Collaborate on Candidate Profiles: Agency recruiters bring fresh market data, diverse connections, and can tell if a candidate has more than the standard cookie-cutter resume, while internal TA brings knowledge of the company’s unique needs and culture. You have the inside scoop - share your knowledge with us and don’t be afraid to honest give feedback.

Keep Communication Lines Open: Don’t go silent! Internal TA, let agency recruiters know when they’re on the right track or if there are areas that needs improvement. Agency recruiters, be honest about candidate pipelines and market challenges. Forget transactional - pick up the bloody phone and talk, or even better, (gulp) meet in person.

Share Feedback: Feedback goes both ways. Debrief with each other. What’s working? What’s not? Were there surprise questions that threw the candidate off? Share insights, refine and improve the hiring process with each candidate

Celebrate Wins Together: Guess what? When a role is filled, we both win and should celebrate this together. WE did it. we placed the hard to fill role, contributed to the company’s success and let’s not forget, we changed someone’s life. Go us!

Calling a Truce: From Frenemies to Allies

Ultimately, the ‘us VS them’ mentality is outdated. Agency Recruiters/ Internal Talent teams – we are industry colleagues and the only ‘fight’ we should be having is the fight to find the best talent.

We each bring unique strengths, and it’s that diversity that drives better results. Dropping the rivalry and working together is where the magic happens.

Time to call a worldwide truce and become the ultimate talent dream team.

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In business since 2002 in Australia, NZ, and the United Kingdom, people2people is an award-winning recruitment agency with people at our heart. With over 12 offices, we specialise in accounting and finance, business support, education, executive, government, HR, legal, marketing and digital, property, sales, supply chain, and technology sectors. As the proud recipients of the 2024 Outstanding Large Agency and Excellence in Candidate Care Awards, we are dedicated to helping businesses achieve success through a people-first approach.

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Why British workers struggle to switch off despite leading in workplace trust

By Liz Jones • September 8, 2025

A workplace culture writer specialising in employee wellbeing, flexible working trends, and HR innovation. Helping organisations create healthier, more productive work environments through trusted insights and data-driven content.

UK Labour Market Holds Strong Despite Slower Pay Growth

By Liz Jones • August 27, 2025

The latest data shows that the UK labour market continues to perform steadily in 2025, with employment levels holding firm and job vacancies remaining historically high. While pay growth has slowed slightly, overall workforce activity remains strong, supported by high participation and resilient hiring demand. Liz Jones, Recruitment Director at people2people UK, says that this steady picture aligns closely with trends identified in the firm’s 2025 UK Market Report. “We are still seeing a healthy labour market,” she explains. “Employment is growing, and job openings remain strong, especially in sectors such as healthcare, logistics and professional services.” Employment Rate Rises, Unemployment Falls According to the July 2025 bulletin, the UK employment rate rose to 76.4 percent, the highest in over a year. The unemployment rate dropped to 3.7 percent, a level not seen since early 2020. This marks continued improvement in labour force participation following a volatile period during the pandemic recovery. Jones notes that this trend is being felt across multiple industries. "Businesses are rebuilding workforces and candidates are returning to the labour market," she says. "It is encouraging to see stronger engagement from both employers and jobseekers." Pay Growth Slows but Remains Positive One notable shift in the July update is a softening of pay growth. Annual wage increases for the period stood at 5.2 percent, down from 6.1 percent earlier in the year. This reflects a more balanced economic climate as inflation eases and employers stabilise budgets. “While pay growth is slowing, it is still above historical averages,” Jones comments. “Employers are adjusting to cost pressures, but most remain committed to offering competitive salaries to retain talent.” Vacancies Stay High, Reflecting Continued Demand Despite slower wage growth, the number of job vacancies remains elevated. Sectors such as care, education, and IT continue to post consistent hiring demand, with temporary and contract roles seeing a modest rise in 2025. “Our market report shows that employers are being more selective, but they are still hiring,” says Jones. “The competition for skilled talent is keeping demand steady, especially for roles that require specialist expertise or qualifications.” Implications for Employers With a stable employment base and slower but sustained pay growth, Jones suggests that now is a critical time for companies to refine their recruitment strategies. She recommends: Reviewing salary benchmarking to stay competitive in priority roles Streamlining recruitment processes to reduce vacancy durations Investing in retention through training and internal mobility Enhancing employer branding to attract passive candidates “The market is not slowing down,” she says. “It is settling. Employers who respond with clarity and flexibility will continue to secure great talent.” Summary The July 2025 labour market update confirms a period of stability for the UK workforce. While pay increases are moderating, employment levels remain high and hiring activity continues across core sectors. For recruitment leaders, this is a time to invest in strategy, not to pull back. With the right planning, employers can navigate this market with confidence.

Return-to-Office Pressure Drives Resentment

By Liz Jones • August 20, 2025

Pressure to Return to the Office Is Driving Resentment Among UK Workers As flexible working continues to define the future of employment, new findings suggest the UK may be facing a growing disconnect between employer expectations and employee preferences. According to people2people UK’s 2025 Market Report, more than half of workers feel increasing pressure to spend additional time in the office, a shift that is impacting engagement and retention across multiple sectors. Liz Jones, Recruitment Director at people2people UK, says that rigid workplace policies are now a leading contributor to candidate reluctance and employee churn. "Our data shows that 54 percent of UK employees feel pushed to return to the office more than they want to," she explains. "This pressure is not just inconvenient. It is reshaping how people view their current roles and future opportunities." Where the Pressure Comes From The 2025 Market Report found that much of the drive to return to the office stems from top leadership, with executive teams leading the call for more on-site presence. This push is not always aligned with performance metrics or employee feedback. "This is not about output or productivity," says Jones. "It is about outdated assumptions. Leadership often equates visibility with value, but that mindset is increasingly out of step with how modern teams work best." The mismatch between executive expectations and employee needs is contributing to declining morale, particularly in office-based roles that could easily operate on a hybrid basis. Flexibility Still Matters Despite the push to increase office attendance, flexibility remains a top priority for candidates and employees. The Market Report confirms that roles offering flexible working continue to receive more applications, fill faster, and maintain lower turnover rates. "Flexibility is not a temporary trend," Jones adds. "It is now a standard part of what professionals expect. Candidates are telling us clearly that how they work matters just as much as where or for whom." The data reveals that teams which embrace flexible models tend to report stronger engagement, better collaboration, and improved retention outcomes, especially in sectors such as tech, finance, and professional services. What Employers Should Do To stay competitive, Jones advises that employers need to reevaluate their return-to-office strategies with both data and empathy in mind. people2people UK recommends: Involving employees in setting attendance expectations Tailoring policies by role, function, and team needs Communicating the reasons for on-site requirements clearly and consistently Measuring the impact of attendance policies on productivity and engagement "One-size-fits-all approaches no longer work," Jones notes. "Companies that listen to their teams and create flexibility within structure will outperform those that rely on top-down mandates." Looking Ahead As the labour market continues to evolve, the ability to offer meaningful flexibility will be a deciding factor in who attracts and retains top talent. The 2025 UK Market Report shows a strong correlation between adaptive working policies and long-term business resilience. "Employers have a choice," Jones concludes. "They can lead with trust and flexibility, or risk losing great people to those who do."

Candidate Availability Is Rising at the Fastest Rate in Over Four Years

By Liz Jones • August 13, 2025

Candidate availability in the UK labour market has increased at the fastest rate since December 2020. Our 2025 people2people UK Market Report highlights the same trend that has been flagged, with the volume of candidates rising sharply due to redundancies and subdued hiring activity. Market Supply Meets Reduced Demand Liz Jones at people2people UK notes that the shift represents a clear imbalance. "Candidate supply is surging as job openings contract," she commented, in line with findings from our 2025 market report. "More people are actively looking but there are fewer roles available. This impacts how recruiters and HR managers plan talent attraction and engagement strategies." Salary Impact and Recruitment Strategy The increase in candidate availability has also influenced pay trends. Salary growth has remained modest due to reduced hiring budgets and greater competition for fewer active roles. "With more talent available and slower demand from employers, organisations are better positioned to be selective," Liz shared from our analysis. "This is a chance to focus on quality of hire rather than speed of hire." What This Means for Employers In a market with rising candidate supply and fewer opportunities, jobseekers become more discerning. They are assessing potential employers based on culture, flexibility, development opportunities, and brand values. Liz Jones advises that businesses should: Clearly articulate what makes them stand out to candidates Review their employer value proposition against market expectations Consider investing in candidate experience platforms and employer branding Maintain recruitment agility so they can swiftly fill roles when market conditions improve Preparing for Market Recovery Our 2025 report shows that while hiring activity remains subdued, there are early signs of resilience in sectors such as engineering, logistics and healthcare. "This market may feel cautious," Liz explains, "but there are pockets of opportunity. Organisations that maintain readiness will be first to tap into recovering sectors and talent pools."

Impacts of the Lack of Flexibility in the Workplace

By Liz Jones • August 6, 2025

Flexible working is no longer a perk. It is a priority. Our people2people 2025 Market Report confirms that a lack of flexibility is pushing a significant portion of the workforce to look elsewhere. Employers who fail to adapt are already seeing the consequences. According to our research, more than one million people in the UK left their jobs in the last 12 months due to rigid working conditions. That is nearly three percent of the workforce walking out of roles that did not meet their expectations for flexibility. This shift is not limited to remote working. It also includes flexible hours, part-time arrangements and compressed working weeks. Employees are looking for control over when and how they work. A Disconnect Between Policy and Preference While flexible work continues to rank high on the list of job seeker priorities, our data shows that more than half of employers have increased expectations for in office attendance in 2025. This rise is driven primarily by leadership mandates rather than operational need. "There is a growing disconnect between leadership expectations and employee preferences," I said while reviewing our report findings. "The result is avoidable turnover and a widening talent gap in key sectors." This trend is most visible in professional services, finance and tech roles where hybrid work is both possible and preferred. Employers insisting on a return to pre 2020 working patterns are facing greater difficulty attracting and retaining skilled candidates. Flexibility Strengthens Recruitment Outcomes The business case for flexibility is clear. Our report found that job adverts which include flexible options receive up to 40 percent more applications and fill faster. These roles also report lower early-stage attrition, suggesting a better match between employer and candidate expectations. "Flexibility improves both the volume and quality of applicants," Liz Jones noted. "It gives companies an edge in a market where top talent has choices." Candidates now assess flexibility before they consider salary, commute or even job title. Those who have experienced hybrid or remote work environments are unlikely to go back to rigid models without significant trade offs. What Employers Can Do Now The solution is not a one-size-fits-all model. Instead, companies should aim to provide structure around flexibility that meets both business and employee needs. Based on our research, I recommend: Making flexibility a default part of job design and recruitment messaging Offering a mix of remote, hybrid and flexible hour options depending on role Providing training for managers to lead distributed teams effectively Tracking turnover data linked to flexible work policies to spot early warning signs The expectations of the workforce have changed. Flexibility is now a deciding factor for candidates and a retention tool for current employees. Firms that ignore these expectations will continue to lose talent. Those that embrace structured flexibility will gain a clear advantage in attraction, engagement and long-term workforce planning.

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