🔄 What is a 360 Recruiter? (Full-Cycle Recruiter)
A 360 recruiter, also known as a full-cycle recruiter, handles every stage of the recruitment process. From generating new business to sourcing candidates and finalising offers, they manage the full journey, making them the go to point of contact for both clients and candidates.
Full-Cycle Recruiter Responsibilities:
- Business Development: Prospecting, pitching, and converting new clients.
- Account Management: Maintaining strong client relationships.
- Sourcing Candidates: Writing job ads, CV database searches, and LinkedIn outreach.
- Screening & Interviews: Conducting interviews and shortlisting talent.
- Offer Management: Presenting offers, salary negotiation, and managing counteroffers.
- Post-Placement Follow-up: Ensuring smooth onboarding and satisfaction from both sides.
Pros of the 360 Recruitment Model:
- Complete control and visibility over the hiring process
- Stronger client and candidate relationships
- Higher earning potential through end to end recruitment
Cons:
- High workload and time pressure
- Requires proficiency in both sales and candidate sourcing
- May limit scalability for high-volume hiring
🧩 What is a 180 Recruiter? (Split Desk Recruitment)
A 180 recruiter operates in a split desk recruitment model, focusing on either the client side or the candidate side, but not both. This allows for specialisation and speed, especially in larger recruitment agencies.
Common 180 Recruitment Roles:
- Resourcer (Candidate-Focused) – Sources, screens, and submits candidates, with no client interaction.
- BD/Account Manager (Client-Focused) – Manages job orders and client communication, while candidate sourcing is delegated.
Pros of the 180 Recruitment Model:
- Ideal for specialist recruiters who excel in one area
- Faster turnaround due to focused responsibilities
- Easier to train team members on specific tasks
Cons:
- Less control over the full recruitment lifecycle
- Can feel transactional to candidates and clients
- Requires strong internal communication and alignment
🤔 Why Does the Difference Matter?
Choosing between a 360 or 180 recruiter setup can impact:
- Speed and efficiency of the recruitment process
- Quality of candidate placements
- Client experience and satisfaction
- Internal recruitment agency structure
For clients seeking tailored recruitment solutions with a single point of contact, a 360 recruitment model offers consistency and accountability. For businesses that need volume hiring or a fast-paced delivery model, 180 recruiters may be more efficient through focused specialisation.
🧠Final Thoughts: Which Model Is Right for You?
There’s no one-size-fits-all answer. It depends on your business goals, industry, and the type of roles you’re hiring for. If you're after long-term relationship building and end-to-end recruitment, go with a full-cycle recruiter. If you value speed and scalability, a split desk model may be the better choice.
