You wouldn't ask your family doctor to perform brain surgery. Both are medical professionals, but their expertise is worlds apart. The same logic applies to recruiting. A generalist recruiter is like a family doctor—versatile and great for common needs. But when you need to hire for a complex, high-stakes role like a Machine Learning Engineer, you need a surgeon. You need a specialist who lives and breathes your industry. This is why so many tech leaders are looking for alternatives to generalist recruiters. They understand that a niche focus isn't a luxury; it's a necessity for building a world-class team. Let's explore what sets specialists apart and how to find the right one for you.
Key Takeaways
- Know When to Go Beyond a Generalist: For highly technical roles in fields like AI, a generalist's one-size-fits-all approach often leads to a weak candidate pipeline and wasted time. A specialist is essential for positions that require deep industry knowledge.
- A Specialist is Your Strategic Partner: They do more than just find resumes. A niche recruiter brings deep industry knowledge, a network of top professionals who aren't actively looking, and the expertise to properly vet technical skills, ensuring you only meet with genuine contenders.
- View Specialization as an Investment: While the upfront cost may be higher, a specialist saves you money in the long run by preventing costly bad hires. Partnering with an expert for critical technical or leadership roles results in a better fit, higher retention, and a stronger team.
Why Your Generalist Recruiter Might Be Missing the Mark
When you’re trying to fill a highly specialized role in AI or machine learning, turning to a generalist recruiter can feel like using a map of New York to find your way around London. You might eventually get somewhere, but it won’t be efficient, and you’ll likely miss the best spots. Generalist recruiters play an important role in the hiring landscape, but their broad approach often falls short when precision is key.
Understanding the difference between a generalist and a specialist is the first step toward refining your hiring strategy. For roles that will define your company's future in AI, you need a partner who already knows the territory. Let's break down what a generalist recruiter does and why their approach might not be the right fit for your technical hiring needs.
What Is a Generalist Recruiter?
Think of a generalist recruiter as the jack-of-all-trades in the hiring world. They work across many different industries and fill a wide variety of job types, from administrative assistants and sales representatives to marketing managers and warehouse staff. Their strength lies in their breadth of experience, making them a solid choice when a company needs to fill common roles or hire many people quickly for non-specialized positions.
However, this broad focus means they rarely develop the deep technical knowledge required for niche fields. While they can find candidates for a general software developer role, they may not grasp the specific nuances that distinguish the different areas of expertise within the world of artificial intelligence.
The Problem with a One-Size-Fits-All Approach
When you're hiring for a role as specific as a Machine Learning Engineer, a one-size-fits-all approach can cause more problems than it solves. A generalist recruiter might not understand the intricate demands of the position, leading to a pipeline of candidates who aren't a good fit. You could miss out on top-tier talent, as the best professionals often rely on industry-specific recruiters and aren't actively applying to general job ads.
This lack of specialized knowledge means their screening process may not be thorough enough, leaving your team to spend more time interviewing people who don’t have the right skills. Ultimately, this can lead to a bad hire, and the cost of poor hiring decisions goes beyond just salary—it affects team morale, productivity, and your company’s bottom line.
Meet the Specialists: Types of Niche Recruiters
Once you decide to move beyond a generalist, you’ll find a few different types of specialist recruiters. While they all share a focused approach, they each have unique strengths. Understanding the differences will help you find the right partner for your specific hiring needs, whether you're filling a critical leadership role or building out a highly technical team. Let's look at the main players in the world of specialized recruitment.
Niche Industry Recruiters
Think of niche industry recruiters as true specialists in a particular field. Instead of covering every industry, they focus exclusively on one, like AI and machine learning, healthcare, or finance. This sharp focus allows them to build an incredibly deep understanding of the market, the key players, and the specific skills required for technical roles. They speak the language of the industry and have a curated network of talented people, many of whom aren't actively looking for a new job. This makes them exceptionally good at filling complex, hard-to-fill positions much faster than a generalist ever could.
Executive Search Firms
When you need to hire for the C-suite or other senior leadership positions, an executive search firm is your go-to. These firms, often called "headhunters," specialize in finding and placing high-level talent like CEOs, VPs, and directors. The process is typically very discreet and thorough, as these roles are critical to a company's success. Executive search firms are ideal when the stakes are high, confidentiality is a must, or you need to find a leader with a very specific and proven track record. They manage the entire process, from identifying potential candidates to negotiating the final offer.
Boutique Recruitment Agencies
Boutique recruitment agencies are smaller, highly specialized firms that offer a more personal touch. Like niche recruiters, they concentrate on specific industries or job functions, but their smaller size often translates to a more dedicated and hands-on partnership. When you work with a boutique agency, you get direct access to experienced recruiters who have a profound understanding of their niche. This close collaboration results in better candidate matches because the agency takes the time to understand your company culture and the precise needs of the role. They offer the expertise of a large firm with the personalized service of a dedicated partner.
Freelance and Independent Recruiters
Freelance or independent recruiters are self-employed professionals who work on a contract basis. They offer a flexible and often more affordable option for companies that need specialized hiring support without committing to a long-term agency relationship. An independent recruiter can step in to help your in-house HR team with a particularly challenging search, manage the entire recruitment process for a specific project, or provide strategic advice. This is a great solution for startups or companies that don't have a dedicated internal recruiter but still need to find top-tier, specialized talent.
The Specialist Advantage: What Sets Them Apart?
Specialist recruiters offer more than just a focused candidate pool. Their true value lies in the depth of their expertise and the strategic advantages that come with it. While a generalist casts a wide net, hoping to catch something relevant, a specialist uses a finely tuned radar, honed by years of experience within a single industry. In a field as complex and fast-moving as Artificial Intelligence, this focus isn't just a nice-to-have—it's essential for finding talent that can truly drive innovation.
Think of a specialist recruiter as an extension of your own team. They become a strategic partner who understands your world, speaks your language, and knows exactly where to find the people you need to move forward. They don't just fill a seat; they connect you with professionals who will become key contributors to your company's success. This deep alignment saves you time, reduces the risk of a bad hire, and ultimately gives you a competitive edge in the war for talent. The difference isn't just in the candidates they find, but in the entire hiring experience they provide. Let’s look at what really sets them apart.
Deep Industry Knowledge and Networks
A specialist recruiter lives and breathes your industry. For us, that’s the world of Artificial Intelligence and Machine Learning. We don’t just know the job titles; we understand the nuances between a Data Scientist and an MLOps Engineer, the latest industry trends, and which companies are known for their incredible tech stacks. This deep knowledge means we can have more meaningful conversations with both you and the candidates. We’re not just matching keywords on a resume—we’re connecting people based on a genuine understanding of the skills, culture, and career paths that define your field. This insider perspective helps us build targeted networks and find the right fit, faster.
Access to Top Passive Candidates
The best person for your team probably isn't scrolling through job boards. Top professionals, especially in high-demand fields like AI, are often "passive candidates"—they're happily employed but open to a great opportunity if it comes their way. Generalist recruiters often miss this talent pool because they rely on active job seekers. Specialist agencies, on the other hand, build long-term relationships within their niche. We know who the key players are and have earned their trust over time. This allows us to discreetly present compelling roles to exceptional individuals who wouldn't otherwise be on the market, giving you access to a much deeper and more qualified talent pool.
Expert Vetting for Niche Skills
In a technical field, you can't afford a recruiter who doesn't understand the work. A specialist’s ability to vet for niche skills is a game-changer. We can assess a candidate’s technical abilities with a level of detail that a generalist simply can’t match. For example, we know the right questions to ask about specific programming languages, frameworks, and machine learning models. This expert screening process saves your hiring managers countless hours by ensuring that only the most qualified and technically sound candidates make it to the interview stage. It’s the difference between getting a list of resumes and a shortlist of genuine contenders for your AI engineering team.
Actionable Market and Salary Insights
Working with a specialist is like having an industry consultant on your team. Because we’re constantly immersed in the AI and data sectors, we have a real-time pulse on the market. We can provide valuable insights on competitive salary benchmarks, in-demand benefits, and how to position your role to attract top-tier talent. This guidance is critical for creating a compelling offer that stands out. Our role goes beyond just filling a position; we provide the hiring solutions and market intelligence you need to build a successful, long-term team. We help you make informed decisions that not only secure your next hire but also strengthen your overall hiring strategy.
When Do You Need a Specialist Recruiter?
Knowing when to call in a specialist is a game-changer in hiring. While your in-house team or a generalist recruiter can handle many roles, some situations demand a more focused approach. When you're dealing with highly specific skill sets, senior leadership, or competitive markets, a one-size-fits-all strategy just won't cut it. Partnering with a specialist isn't just about filling a role; it's about making a strategic investment in your company's future. Let's look at the specific scenarios where a niche recruiter becomes your most valuable asset.
For Highly Technical or Specialized Roles
If you’re hiring for roles in AI engineering or machine learning, a specialist is non-negotiable. These positions require a deep understanding of complex frameworks, algorithms, and programming languages that a generalist recruiter simply won’t be familiar with. A specialist recruiter speaks the language. They can accurately assess a candidate's technical abilities, understand the nuances between different AI subfields, and differentiate a great resume from a great engineer. This expert vetting saves your technical team countless hours of screening interviews and ensures that only the most qualified candidates make it to the final round. They know what top-tier technical talent looks like because it’s all they focus on.
For Executive and C-Level Positions
When you need to hire a VP of AI or a Chief Data Scientist, you're not just filling a seat—you're shaping your company's future. These high-stakes executive searches require a level of discretion and a network that generalists can't provide. Specialist executive search firms operate within these senior circles, building relationships with established leaders over years. They understand the unique blend of technical acumen, business strategy, and leadership skills required for C-level roles. They can also navigate sensitive negotiations and manage the entire process with the confidentiality that such important hires demand. These are the hiring solutions that secure transformative leaders for your organization.
For Hard-to-Fill Roles with Unique Requirements
Ever had a role that felt impossible to fill? Maybe you need a data scientist with experience in both quantitative finance and natural language processing. These are the roles where specialists truly shine. They have curated networks of passive candidates—the top performers who aren't actively looking for a new job but are open to the right opportunity. A specialist knows exactly where to find these individuals and how to craft a message that resonates. They can effectively screen for that unique combination of skills and ensure a strong cultural fit, turning a frustrating search for a "purple squirrel" into a successful placement.
When Entering New Tech Markets
Building your first AI team or expanding into a new technical domain is a major strategic move. Without in-house expertise, it's easy to make costly hiring mistakes. A specialist recruiter acts as your strategic partner in these moments. They provide critical market intelligence on salary benchmarks, necessary skills for a foundational team, and how to structure your new department for success. They connect you with candidates who not only have the right technical skills but also the vision and adaptability to thrive in a new venture. This partnership ensures you build a strong foundation from day one, guided by people who truly understand the AI and data landscape.
The Real-World Benefits of Going Niche
Partnering with a specialist recruiter isn't just about filling a role; it's a strategic investment in your team's future. While a generalist might find someone who looks good on paper, a specialist focuses on finding the person who will thrive in the role, contribute to your culture, and stick around for the long haul. The difference lies in their deep understanding of your industry's unique landscape. They know the key players, the necessary skills, and the subtle qualities that separate a good candidate from a great one. They've seen what works and what doesn't, giving them an intuitive edge in identifying true potential.
This specialized approach translates into tangible benefits that impact everything from your timeline to your bottom line. You're not just getting a filtered list of resumes; you're getting a curated selection of top-tier professionals who are already aligned with your world. This saves you time, reduces the risk of a bad hire, and ultimately builds a stronger, more cohesive team. These are the kinds of hiring solutions that move your business forward, ensuring each new team member is a perfect fit for the challenges ahead and can start contributing meaningfully from day one.
Hire Faster with a Targeted Network
When you have a critical role to fill, time is of the essence. Generalist recruiters often start from scratch, casting a wide net and hoping to catch a few qualified candidates. A specialist, on the other hand, comes prepared with a cultivated network of talent within your specific field. They’ve spent years building relationships with top professionals, including those who aren't actively looking for a new job. This means they can tap into a targeted pool of pre-vetted individuals, cutting down the time it takes to find the right person for a complex role in AI Engineering or another technical field. You get to skip the noise and connect directly with high-caliber candidates.
Secure Higher-Quality Candidate Matches
A specialist recruiter speaks your language. They understand the nuances of your industry and the specific technical skills required for a role, which means they can screen candidates with a level of detail a generalist simply can't match. They dig deeper than keywords on a resume, assessing a candidate's practical experience and problem-solving abilities. This expertise is invaluable in fields like Data Science & Analytics, where the right combination of skills is crucial. The result is a higher-quality match—someone who not only meets the job requirements but has the proven ability to excel from day one.
Find a Better Cultural Fit
You can teach someone a new software, but you can't teach them to fit in with your team. Cultural alignment is one of the most important, yet hardest to gauge, factors in hiring. A niche recruiter who is immersed in your industry has a much better feel for the personalities and work styles that succeed in it. They take the time to understand your company's unique environment, values, and team dynamics. This allows them to act as a true partner, finding candidates who will not only contribute their skills but also mesh seamlessly with your existing team, fostering collaboration and a positive work environment.
Reduce Employee Turnover
Hiring is expensive, but a bad hire is even more costly. When an employee leaves after just a few months, you’re back to square one, having lost time, money, and productivity. The benefits of working with a specialist—a faster process, a better skills match, and a strong cultural fit—all contribute to a major long-term advantage: lower turnover. A new hire who is genuinely right for the role and the company is more engaged, more productive, and far more likely to build a lasting career with you. By focusing on quality from the start, you create stable, effective teams that grow with your company, reflecting a commitment to building relationships that last, which is a core part of who we are.
Are There Any Downsides to Using a Specialist?
Partnering with a specialist recruiter can feel like a game-changer, but it’s smart to go in with a clear picture of the entire process. While the benefits are significant, especially for complex roles in fields like AI and machine learning, there are a few trade-offs to consider. Think of these less as "downsides" and more as factors to weigh as you decide on the best approach for your company.
Understanding these points helps you set realistic expectations and build a stronger, more effective partnership with your chosen recruiter. It’s not about finding a flawless solution, but about finding the right-fit solution for your specific hiring needs. When you know what to expect, you can plan accordingly and make sure you’re getting the most value from their specialized expertise. From budget considerations to the scope of their services, here’s a transparent look at what to keep in mind.
Higher Upfront Costs
Let’s address the elephant in the room: specialist recruiters often come with a higher price tag than their generalist counterparts. This isn't arbitrary—you're paying for a premium service. Their fees reflect deep industry knowledge, a curated network of hard-to-reach candidates, and a rigorous vetting process tailored to niche skills. Think of it as an investment rather than a cost. The expense of a bad hire in a critical technical role—in terms of lost productivity, team morale, and recruitment do-overs—can far exceed a specialist's fee. By securing the right person faster, you’re ultimately saving resources in the long run.
A More Focused Hiring Scope
The very thing that makes a specialist recruiter so effective—their niche focus—is also their primary limitation. If you need to hire an AI Engineer, a sales director, and a marketing coordinator all at once, a single AI-focused agency won't be your one-stop shop. They excel within their defined lane. For companies with diverse hiring needs across multiple departments, this means you might need to work with several specialist agencies or use a generalist for non-technical roles. It’s a trade-off between depth and breadth. For your most critical, specialized roles, the depth a specialist provides is almost always worth it.
Reliance on External Expertise
When you partner with a specialist, you’re placing a great deal of trust in their process, judgment, and network. You are relying on them to represent your brand accurately and to identify candidates who align with your company culture, not just the job description. This makes choosing the right partner absolutely critical. A great specialist will act as an extension of your team, taking the time to deeply understand your goals and what makes a candidate truly successful at your company. This is why vetting the agency itself is such an important first step in the hiring solutions process.
Potential Scheduling Conflicts
Top specialist recruiters are in high demand. Because they provide a high-touch, intensive service for very specific roles, they often work with a limited number of clients at any given time. This can sometimes lead to scheduling challenges or a waiting period before they can take on your search. Their focused approach means they can’t be everywhere at once, and their availability might not always align perfectly with your most urgent hiring timeline. The best way to handle this is to be proactive. Building a relationship with a trusted recruiter before you have a critical, time-sensitive opening can ensure you’re at the top of their list when the need arises.
How to Choose the Right Specialist Recruiter
Once you’ve decided to partner with a specialist, the next step is finding the right one. This isn’t just about hiring a vendor; it’s about finding a true partner who understands your vision and can connect you with the people who will bring it to life. The best specialist recruiters act as an extension of your team, offering insights and guidance that go far beyond just sending you resumes. To find a firm that fits your needs, you’ll want to look closely at their experience, process, and what their past clients have to say.
Evaluate Their Industry Experience and Track Record
A specialist’s main advantage is their deep industry knowledge, so this is the first thing you should verify. Go beyond the buzzwords on their website and look for concrete proof of their expertise. Do they have specific areas of expertise that align with your needs, like AI Engineering or Data Science? A strong track record includes case studies, testimonials, and a history of filling roles similar to yours. When you speak with them, ask about their recent placements. A great recruiter will connect you with candidates who have the right technical skills and the long-term potential to grow with your company.
Assess Their Communication and Process
Finding the right talent is a collaborative effort, and clear communication is essential. A great recruitment partner will be transparent about their process from the very beginning. Ask them to walk you through their hiring solutions and explain what you can expect at each stage. They should ask thoughtful questions to understand not just the role’s technical requirements but also your company culture and team dynamics. Look for a human-driven approach where the recruiter feels like a strategic partner, not just a service provider. Regular updates and honest feedback are signs you’ve found a firm that is truly invested in your success.
Understand Their Fee Structure and Guarantees
Before you sign any contracts, make sure you have a crystal-clear understanding of the costs and terms. Most specialist recruiters work on either a contingency or retained basis, and they should be able to explain their fee structure clearly. Don’t hesitate to ask questions until you feel completely comfortable. It’s also important to inquire about guarantees. What happens if a new hire doesn’t work out within the first few months? A reputable agency will stand by its placements and offer a guarantee, which shows they are confident in the quality of their matches. Get everything in writing to ensure both parties are aligned.
Check References and Client Reviews
The best way to gauge a recruiter’s effectiveness is to hear from the people who have worked with them. Start by looking for online reviews and testimonials, but don’t stop there. Ask the agency for a few client references you can speak with directly. This is your chance to get an unfiltered perspective on their process, communication style, and the quality of the candidates they sourced. A confident recruiter with a strong track record will be more than happy to connect you with their satisfied clients. Hearing positive feedback directly from a past client is one of the strongest indicators that you’ve found the right partner.
Common Myths About Specialist Recruiters, Busted
When you’re looking to fill a critical role, you hear a lot of opinions about the best way to do it. Specialist recruiters often come up, but so do a few common misconceptions. Let's clear the air and look at what’s really going on when you partner with a niche expert.
Myth: They're Too Expensive
It’s easy to look at the fee for a specialist recruiter and think it’s a bigger expense than using a generalist. But it’s more helpful to think of it as an investment. The real cost comes from a bad hire—think wasted salary, lost productivity, and the expense of starting the search all over again. A specialist in a field like AI and Machine Learning gets it right the first time. They find candidates who not only have the right technical skills but also fit your team culture, which dramatically reduces the risk of a costly mis-hire. Their efficient process also means your role gets filled faster, saving you money on lost output.
Myth: Their Network Is Too Small
Some people assume that a narrow focus means a limited talent pool. In reality, a specialist’s network is their superpower. Instead of a wide, shallow ocean of contacts, they have a deep, curated pool of top-tier professionals in their specific field. They’ve spent years building relationships with the best talent, including passive candidates—the high-achievers who aren’t actively looking for a job but are open to the perfect opportunity. These are the people you won’t find on job boards. A specialist knows exactly who they are and how to reach them, giving you access to a level of talent that generalists simply can’t match.
Myth: Quality Doesn't Justify the Cost
This myth falls apart when you see the results. A specialist recruiter does more than just match keywords on a resume. They have deep industry knowledge that allows them to conduct expert-level vetting, asking the right questions to truly assess a candidate's skills and experience. This rigorous screening process means you only see candidates who are a genuine fit, saving your team countless hours on interviews. The result is a higher-quality hire who integrates faster, performs better, and is more likely to stay with your company long-term. That improved retention alone provides a massive return on your initial investment.
Which Industries Need Specialist Recruiters Most?
While almost any company can benefit from a specialist’s touch, some industries are so complex and fast-moving that a niche recruiter becomes essential. In fields defined by highly technical skills, strict regulations, or rapid innovation, a generalist’s broad approach often falls short. They simply don’t have the deep network or granular knowledge to find the truly exceptional candidates who can make a real impact. Here are a few of the key sectors where partnering with a specialist recruiter isn’t just a good idea—it’s a strategic necessity for staying competitive.
Technology and AI/ML
The tech world, especially the AI and machine learning space, moves at lightning speed. A role that was niche a year ago might be mainstream today, and new specializations are constantly emerging. This is where a generalist recruiter can quickly get lost. They might not grasp the critical difference between a Natural Language Processing expert and a Computer Vision engineer. A specialist recruiter, on the other hand, lives and breathes this world. They understand the nuances of different AI engineering roles and can connect you with candidates who have the right technical skills and the potential to grow with your company. Finding the right AI talent is a challenge, but partnering with a human-driven AI recruitment agency gives you a serious advantage.
Healthcare and Life Sciences
The intersection of healthcare and technology is one of the most complex and regulated fields out there. Hiring for roles in areas like bioinformatics, computational biology, or AI-driven medical diagnostics requires more than just a keyword search on a resume. You need someone who understands the strict regulatory environment (think HIPAA and FDA compliance) and the unique blend of scientific and technical expertise required. A specialist recruiter can bridge the gap between the clinical and the technical, ensuring that candidates not only have the right data science skills but also understand the patient-centric mission of the healthcare industry. They can find professionals who can handle this intricate landscape effectively.
Finance and Investment Banking
Finance is another high-stakes, heavily regulated industry where a single mis-hire can have significant consequences. Roles in quantitative analysis, algorithmic trading, and risk management demand a rare combination of deep financial market knowledge, advanced mathematics, and cutting-edge machine learning expertise. A generalist recruiter is unlikely to have the background to properly vet a candidate for a quant developer position or to understand the specific cultural fit required for a fast-paced trading floor. Specialist recruiters in this space have established networks within this often-insular world. They know the key players and can identify top performers who aren’t actively looking for a new role but are perfect for your team.
Engineering and Manufacturing
Modern engineering and manufacturing are becoming increasingly data-driven. This has created a demand for highly technical roles that are often hard to fill, from robotics engineers to specialists in industrial IoT. These positions require a specific mix of traditional engineering principles and advanced data skills. Specialist agencies excel here because they focus on one industry and understand its unique challenges. They know the landscape and can find talented people who aren't browsing job boards. Whether you need to build out your MLOps infrastructure for predictive maintenance or hire a data scientist for supply chain optimization, a specialist recruiter will deliver faster, better results.
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Frequently Asked Questions
How can I justify the higher cost of a specialist recruiter to my team? Think of it as an investment in getting the hire right the first time. The real cost isn't the recruiter's fee; it's the price of a bad hire. When you factor in the wasted salary, lost productivity, and team morale hit from bringing on the wrong person, a specialist's fee is a small price to pay. They reduce that risk by delivering highly qualified candidates faster, which means your team can get back to focusing on their work instead of endless interview cycles.
My generalist recruiter is finding some candidates. How do I know it's time to switch? The key is to look at the quality, not just the quantity, of the candidates. If your technical team is spending most of their interview time discovering that candidates don't have the fundamental skills for the job, that's a clear sign. Another signal is when the search drags on for months with no real contenders. A specialist will send you a smaller, more targeted list of people who are genuinely qualified, saving your team from the frustration of screening mismatched applicants.
Why is access to "passive candidates" so important for hiring in AI? The most talented and innovative professionals in AI are rarely looking for a job. They are typically happy and well-compensated in their current roles, which means they aren't scrolling through job boards or submitting applications. These are the "passive candidates" a specialist can reach. Because we build long-term relationships within the AI community, we have the trust and access to present your opportunity to top-tier individuals who would otherwise be completely off the market.
What's the biggest difference I'll notice when working with a specialist versus a generalist? The biggest difference is the quality of the conversation. A specialist recruiter will feel more like a strategic partner or an industry consultant. They will understand the technical nuances of the role you're trying to fill and can offer valuable insights on salary benchmarks and the market. Instead of just sending you a pile of resumes that match a few keywords, they will present a curated shortlist of candidates who have been thoroughly vetted for both technical skill and cultural fit.
I need to fill an AI role, but also a marketing role. Should I still use a specialist? Yes, but you should think of it as using the right tool for the right job. You would partner with an AI specialist recruiter for your highly technical AI position to get that deep industry expertise. For your marketing role, you might use a generalist or a different agency that specializes in marketing. A single specialist agency won't be a one-stop shop for all your hiring needs, and that's their strength—they provide unmatched depth within their specific field.
