A job agency in Paris is a recruitment firm or staffing agency that matches candidates with employers across Île-de-France, handling sourcing, pre-selection, and placement. Paris and the surrounding Île-de-France region concentrate a large share of France's white-collar employment, which is why the city hosts hundreds of recruitment consultants, temporary work providers, and executive search firms. This guide explains how a job agency in Paris works, which agency types suit which candidates, what the recruitment process looks like from first contact to signed contract, how visa and language questions affect international applicants, and how to combine agency relationships with direct search on platforms like Faruse. You will also find salary context, workflow tables, role-specific examples, and answers to the questions candidates ask most.

What a Job Agency in Paris Actually Does and How It Works

A job agency in Paris connects job seekers with employers by sourcing candidates, screening applications, running pre-selection interviews, and presenting shortlists to hiring companies. The agency is usually paid by the employer, not the candidate, which shapes everything about how the recruitment process behaves.

Recruitment agency is a business that finds, screens, and places candidates into roles on behalf of client companies. It matters to you because the agency's incentives are tied to filling a specific job description quickly and accurately, not to advancing your career in general.

In practical terms, a job agency in Paris performs a defined set of services. Consultants receive a mandate from an employer with a job title, salary range, required technical skills, and a target start date. They then run candidate search across their own database, public job platforms, LinkedIn, and their local network. Candidates who match are contacted, screened by phone, interviewed, and sometimes tested before being submitted. The employer runs its own interviews, and the agency manages offer negotiation, compliance paperwork, and follow-up during the trial period.

Quick answer: A job agency in Paris sources candidates, screens them, and presents shortlists to employers who pay a placement fee. Candidates are not charged. Agencies specialise by sector such as technology, finance, sales, marketing, logistics, hospitality, and healthcare staffing, and by contract type including permanent roles, temporary work, and interim management across Île-de-France.

The Five Core Services Paris Agencies Provide

1. Candidate sourcing and database matching

   Consultants search an internal database of registered candidates first because it is faster and cheaper than external sourcing. Registering properly, with accurate keywords, job title, and salary expectations, is what determines whether you surface in an advanced search.

2. Pre-selection and screening interviews

   Pre-selection is the filtering stage where a consultant checks your experience, availability, work authorisation, language level, and salary expectations against the client brief. Most rejections happen here, often within a fifteen minute call.

3. Client presentation and shortlisting

   The consultant writes a candidate summary and submits three to six profiles per role. Your CV is often reformatted into the agency's template, which is why the substance of your experience matters more than the design of your document.

4. Interview coordination and feedback

   Agencies schedule interviews, brief you on the hiring team, and collect feedback. This is one of the genuine advantages over applying directly, because you get information a direct applicant never receives.

5. Contract, compliance, and payroll administration

   For temporary work and interim assignments, the agency is often the legal employer. It handles the contract, social contributions, and compliance with French labour rules, then invoices the client company.

The distinction between these services matters when you decide how much time to invest in any single agency. If a consultant only ever performs step one and step two on your profile, you are in a database, not a pipeline. Candidates who get placed usually have a named consultant who has presented them to at least one client and can describe the feedback received.

DID YOU KNOW: The European Commission and the EURES network describe private employment services as a recognised part of the EU labour market infrastructure, working alongside public employment services such as France Travail, which means using both public and private channels is standard practice rather than an unusual tactic.

One structural point that international candidates often miss: a job agency in Paris rarely creates jobs. It fills existing mandates. If no client has an open role matching your profile this quarter, no amount of follow-up will produce an interview. This is why agency relationships should run in parallel with direct applications through job platforms and company career pages rather than replacing them. You can start that parallel track by browsing English-speaking jobs in Paris and comparing what employers post directly against what agencies present to you.

KEY TAKEAWAY: A job agency in Paris is a fee-paid intermediary that fills existing employer mandates, so your goal is to become the obvious match for a live brief rather than a passive entry in a candidate database.

Understanding the agency model is only useful once you know which type of agency fits your profile, which is where the differences between staffing, recruitment, and executive search become important.

Types of Recruitment Agency in Paris: Staffing, Specialist, and Executive Search

Paris agencies fall into four main categories: general staffing agencies handling temporary work and high-volume roles, specialist recruitment firms covering one industry or function, executive search firms placing senior leaders, and international recruitment agencies focused on multilingual and English-speaking candidates. Choosing the wrong category is the most common reason candidates get no response.

Staffing agency is a provider that supplies workers on temporary or fixed-term contracts, often becoming the legal employer during the assignment. Staffing agencies matter for candidates who need income quickly, flexible schedules, or a route into a company that later converts the role to permanent.

General staffing companies in Île-de-France cover office services, light industrial work, skilled trades, logistics, production, hospitality, and customer service. Firms such as Staffmatch operate in this space in France, handling seasonal hiring and production fluctuations where clients need people within days. The recruitment cycles here are short, the volume is high, and the screening focuses on availability, reliability, and practical skills rather than long career narratives.

Specialist recruitment firms work differently. A consultant covering technology in Paris will know which startups are scaling, which teams have budget, and what salary a mid-level backend engineer commands this quarter. Agencies like Approach People Recruitment, Aizen Recruitment, and similar Paris-based firms build reputations around specific verticals such as IT, finance, sales, marketing, luxury retail, FMCG, automotive, and international business development. Their value is market awareness, not volume.

Quick answer: Use a staffing agency for temporary work, logistics, office services, and immediate income in Paris. Use a specialist recruitment firm for permanent roles in technology, finance, marketing, or sales. Use executive search for director and C-level positions. Use an international recruitment agency if you need English-speaking roles or visa sponsorship in Île-de-France.

Comparing Agency Types in Île-de-France

The table below compares the four main agency categories on the factors that actually change your outcome as a candidate.

For most international candidates targeting Paris, the practical recommendation is to build relationships with two or three specialist recruitment firms in your industry and one international agency, while using job platforms for direct applications. If you need income within a month, add one general staffing agency for temporary work in office services or customer service.

Public services also matter. The City of Paris runs and supports centres that welcome, guide, and support job seekers, and candidates registered with France Travail or a Mission Locale can access these programmes. These are genuinely useful for CV workshops, local network building, and access to subsidised contracts, though the service is delivered in French and is designed primarily for residents already in the French system.

TIP: Ask any Paris recruiter one question on the first call: how many roles like mine have you filled in the last six months? A consultant with recent placements in your function has live client relationships. A consultant who deflects is building a database, not a shortlist.

KEY TAKEAWAY: Match the agency type to your contract goal and seniority, because a staffing company optimised for seasonal hiring cannot help a senior marketing candidate and an executive search firm will not place you in a three-month interim assignment.

Once you know which agency type fits, the next question is which industries in Paris actually generate the mandates those agencies fill.

Which Industries Paris Recruitment Agencies Hire For Most

Paris recruitment agencies fill the highest volume of roles in technology, finance, sales, marketing, consulting, logistics, hospitality and tourism, customer service, and healthcare staffing. Île-de-France concentrates the headquarters of most large French groups and the European offices of many international companies, which creates sustained demand for multilingual and English-speaking professionals.

Eurostat publishes regional labour market statistics for EU regions including Île-de-France, and reviewing these indicators before targeting a sector matters because employment growth, vacancy rates, and unemployment differ sharply between regions and industries. Candidates who check regional data before choosing a target sector waste far less time than candidates who apply broadly.

Sector-by-Sector Demand for Agency Placements

1. Technology and IT

   Software engineering, data, cloud infrastructure, cybersecurity, and product roles are the most English-tolerant category in Paris. Many product and engineering teams operate in English because the team itself is international. Specialist tech recruiters in Paris typically work on permanent contracts and freelance contractor placements.

   Use this when:

   • You have two or more years of hands-on technical skills
   • You want a role where French is useful but not blocking
   • You are open to contractor or freelance arrangements

   Best for: Developers, data engineers, DevOps specialists, product managers. Explore English-speaking IT jobs in Europe to compare Paris against other markets.

2. Finance and accounting

   Paris hosts major banks, asset managers, insurers, and the European operations of international financial groups. Agencies place financial analysts, controllers, auditors, treasury specialists, and compliance officers. English is common in international teams, but French is frequently required for roles touching French statutory reporting.

   Use this when:

   • You hold a recognised accounting or finance qualification
   • You have experience with international reporting standards
   • You can demonstrate attention to detail and compliance knowledge

   Best for: Analysts, controllers, compliance professionals, audit specialists.

3. Sales and international business development

   Sales is the function where language skills convert most directly into salary. Paris-based international companies hire English-speaking sales professionals to cover Northern European, Middle Eastern, or global accounts. Performance incentives form a significant part of total compensation, and high turnover rate in some sales teams keeps recruitment cycles constant.

   Use this when:

   • You have a track record with measurable revenue results
   • You speak English plus one additional European language
   • You are comfortable with variable compensation

   Best for: Account executives, business development managers, partnership managers.

4. Marketing, brand management, and communication

   Luxury, FMCG, fashion, cosmetics, and technology companies headquartered in Paris hire marketing professionals for strategic marketing, brand management, digital tools, and communication strategy roles. Agencies specialising in luxury and fashion talent operate across European countries and often handle relocation candidates.

   Use this when:

   • You have portfolio evidence of campaign or brand results
   • You understand a specific consumer category deeply
   • You can work between English-speaking headquarters and French local teams

   Best for: Brand managers, digital marketing specialists, content and communications professionals. Compare openings on the English-speaking marketing jobs in Europe page.

5. Tourism, travel, and hospitality

   Paris is one of the most visited cities in the world, which sustains demand for roles such as Travel Agency Manager, reservations specialists, guest relations, and positions with tour operators and airlines. These roles reward customer service excellence, market awareness of travel trends, and the ability to handle commercial offers in multiple languages.

   Use this when:

   • You have customer-facing experience and strong language skills
   • You are comfortable with seasonal hiring patterns
   • You want a route into business management within tourism

   Best for: Hospitality professionals, travel specialists, customer service managers.

6. Logistics, supply chain, and production

   Île-de-France logistics hubs generate constant demand for warehouse coordinators, supply chain planners, and production supervisors. Staffing agencies dominate this space because production fluctuations and seasonal hiring require flexible workforce solutions. French is usually required for site-based roles, while planning and procurement roles in international groups are more English-friendly.

   Use this when:

   • You need work quickly and can accept temporary contracts
   • You have operational or planning experience
   • You are located within reasonable public transportation range of a site

   Best for: Supply chain analysts, logistics coordinators, production planners. See English-speaking supply chain jobs in Europe.

7. Healthcare staffing and public services

   Healthcare staffing agencies place clinical and support staff in hospitals, clinics, and long-term care facilities. Regulated clinical roles in France require recognised qualifications and, in most cases, professional French. Administrative and international patient coordination roles are more accessible to English speakers.

   Use this when:

   • You hold French-recognised clinical credentials
   • Or you target administrative and coordination roles
   • You can commit to shift-based schedules

   Best for: Qualified clinicians, care coordinators, healthcare administrators.

Across all seven sectors, the pattern is consistent. English-friendly roles cluster where the customer, the team, or the reporting line is international. Roles that touch French clients, French regulation, or French frontline operations tend to require professional French, regardless of how strong your technical skills are.

KEY TAKEAWAY: Target sectors where an international customer base or an international team makes English the working language, because sector choice affects your odds more than the number of agency applications you send.

Sector demand shapes what agencies can offer you, but salary expectations shape whether the conversation goes anywhere at all.

Salary Expectations When Working With a Paris Job Agency

Salary expectations are the single most common reason a Paris agency conversation ends early. Consultants screen against a client budget that is fixed before you enter the process, so a mismatch of ten to fifteen percent usually removes you from the shortlist regardless of your skills.

Salary benchmarking is the process of comparing compensation for a specific role, seniority level, and location against market data. It matters because a Paris recruiter will ask for your expectation within the first ten minutes and will interpret an unrealistic number as a lack of market awareness.

French compensation has structural features that international candidates often misread. Employers usually quote gross annual salary, often described as brut annuel, and may express it over twelve or thirteen months. Net take-home pay is materially lower than gross because of social contributions. Additional elements common in Paris packages include the Navigo transport reimbursement for public transportation, meal vouchers, a mandatory profit-sharing element in larger companies, and complementary health insurance. When you compare a Paris offer against one in another European city, compare total package and net position, not gross headline numbers.

Quick answer: Always state salary expectations in gross annual euros when speaking to a job agency in Paris, and give a range rather than a single figure. Confirm whether the figure includes variable pay, thirteenth month, and benefits such as transport reimbursement and meal vouchers, because these change the real value of a Paris offer significantly.

Directional Salary Guidance by Role Category

The table below gives directional guidance only. Actual ranges vary by employer size, sector, candidate experience, and current market conditions, and should be verified against live job postings and recruiter data before you commit to a number.

Salary ranges are directional, not guaranteed. Candidates should verify current ranges using official sources, live job offers, recruiter feedback, and salary benchmarking tools before negotiating. A structured way to do this is to run your target job title through the Faruse salary benchmark tool and compare that output against three to five current Paris job descriptions for the same role.

There is a negotiation dynamic specific to agency-led processes. Because the agency fee is often calculated as a percentage of your first-year salary, the consultant has a mild interest in a higher offer. That alignment is useful, but it does not override the client budget. The most effective approach is to give a range, explain what drives the upper end, and ask the consultant directly what the client has budgeted. Experienced Paris consultants will usually tell you, because a wasted process costs them more than it costs you.

IMPORTANT: Never quote a net monthly figure to a French recruiter unless asked. Gross annual is the standard reference, and quoting net signals unfamiliarity with the local market, which weakens your position before the interview stage begins.

KEY TAKEAWAY: Research gross annual salary bands for your exact job title in Paris before your first agency call, because a well-justified range is treated as market awareness while a vague or inflated number is treated as a screening risk.

Salary is one screening filter. For non-EU candidates, work authorisation is the other, and it is often the one that determines whether an agency progresses your file at all.

Visa, Work Permit, and Compliance Considerations for Non-EU Candidates

Non-EU candidates need valid work authorisation to be placed by a job agency in Paris, and agencies check this at the pre-selection stage. EU, EEA, and Swiss nationals have free movement rights and can be placed without a permit, which is a decisive difference in how quickly your file progresses.

Visa sponsorship is the process where an employer supports a work permit application so a non-EU candidate can legally take a role. It matters because many Paris agencies will only present sponsorship-requiring candidates for roles where the client has explicitly agreed to sponsor.

France operates several work authorisation routes relevant to international professionals, including the Passeport Talent category for qualified professionals and certain salary or qualification thresholds, standard employee work permits tied to a specific employer, and post-study routes for graduates of French institutions. Requirements vary by nationality, role, employer, and current immigration rules, and they change. Candidates should confirm current requirements with the official French immigration authority and the relevant prefecture before making decisions based on any third-party summary, including this one.

Quick answer: EU, EEA, and Swiss nationals do not need a work permit for a job in Paris. Non-EU candidates generally need employer-supported authorisation, and sponsorship is more common in technology, engineering, finance, and specialist roles where the skill is scarce. Sponsorship is never guaranteed and depends on the individual employer and current French immigration rules.

How Work Authorisation Status Changes Agency Behaviour

The practical implication is that non-EU candidates should be explicit and early about their status. Consultants dislike discovering a permit issue after presenting a candidate to a client, and it damages the relationship. Stating clearly in your first message that you hold, for example, an EU passport, a valid French residence permit, or that you require sponsorship, saves everyone time and increases the chance that a consultant will remember you when a sponsoring client appears.

Compliance also matters on the agency side. Temporary work in France is regulated, and staffing providers must comply with rules on contract duration, equal treatment of temporary workers, and payroll obligations. Some agencies advertise quality certifications such as ISO 9001:2015 to signal that their procedures and processes are audited. Certification is a signal of process discipline, not a guarantee of placement quality, but it is a reasonable data point when choosing between similar providers.

For a structured view of routes, documents, and country differences across Europe, the Faruse visa intelligence resource is a useful starting point before you verify details with official government sources.

IMPORTANT: Immigration rules, salary thresholds, and permit categories in France can change. Treat any summary, including agency advice, as a starting point and confirm details with the official French government immigration service before making relocation commitments.

KEY TAKEAWAY: Declare your work authorisation status in your first contact with any Paris agency, because early transparency keeps you in the pipeline while late disclosure typically removes you from it.

With status and salary clarified, the next step is understanding exactly what happens inside the agency recruitment process so you can prepare for each stage.

The Candidate Recruitment Process Step by Step

The candidate recruitment process at a Paris agency runs through seven stages: registration, sourcing match, pre-selection call, agency interview, client presentation, client interviews, and offer with compliance onboarding. Knowing what each stage tests lets you prepare specifically rather than generically.

Recruitment process is the structured sequence an agency follows from receiving a client mandate to placing a candidate. It matters because each stage has a different decision-maker and a different failure mode, and candidates who prepare for the wrong stage lose opportunities they were qualified for.

Full Workflow Table for Agency-Led Applications in Paris

Two stages deserve extra attention. The pre-selection call is short and formulaic. Consultants almost always ask what you are looking for, why you are leaving your current situation, your availability, your salary expectations, and your work authorisation. Prepare a written answer for each, keep them under thirty seconds, and you will pass a stage where many strong candidates fail simply because they improvise.

The client presentation stage is invisible to you but decisive. The consultant writes a short summary explaining why you fit the brief. If you have not given them concrete, quantified material, they cannot write a persuasive summary. This is why the agency interview should be treated as an information transfer exercise, not a personality test. Give the consultant numbers, named technologies, market segments, and outcomes they can reuse verbatim.

A structural warning about duplicate submissions: if two agencies send your CV to the same client, the client may reject both submissions to avoid a fee dispute. Always ask which client a consultant intends to submit you to and confirm before agreeing. Keep a written log of every submission with the date and company name.

TIP: After every agency interview, send a short follow-up email summarising your three strongest fit points for the specific role. Consultants often copy this text directly into the candidate presentation, which means you influence how you are described to the client.

KEY TAKEAWAY: Treat the agency interview as writing material for the consultant's client presentation, because the shortlist decision is made on the summary the consultant produces, not on the conversation you remember.

The workflow only converts if the documents you supply survive the screening technology and the consultant's one-minute scan.

CV, Cover Letter, and Application Standards Expected in Paris

Paris employers and agencies expect a concise CV of one to two pages, reverse chronological, with quantified achievements, explicit language levels, and a clear job title at the top. A tailored cover letter still matters in France more than in many other European markets, particularly for corporate and public services roles.

CV optimisation is the process of adapting your CV to a specific job description so that both an applicant tracking system and a human recruiter can immediately see the match. It matters because agency consultants often review dozens of profiles per mandate and use keyword filters to shortlist.

Applicant tracking system is software employers and agencies use to store, filter, and rank job applications. It matters because a CV that omits the exact job title and core keywords from the job description may never reach a human reviewer.

Quick answer: A France-ready CV should be one to two pages, list your target job title at the top, quantify results with numbers, state French and English levels using recognised scales, and mirror keywords from the job description. Photos and dates of birth appear on some French CVs but are optional and increasingly omitted by international employers in Paris.

What Paris Recruiters Scan For in the First Sixty Seconds

1. Job title alignment

   Recruiters check whether your current or most recent job title resembles the role they are filling. If your internal title is unusual, add a market-standard equivalent in brackets so a keyword search finds you.

2. Quantified results

   Numbers make a candidate presentable. Revenue managed, team size, budget owned, tickets resolved, systems migrated, or productivity improvements all give the consultant something concrete to write. Vague responsibility lists give them nothing.

3. Language levels

   State English and French levels using a recognised scale. Ambiguity here creates doubt, and doubt at pre-selection means rejection. If your French is limited, say so plainly and emphasise the roles where that is workable.

4. Work authorisation

   One line stating your right to work in France or the EU removes the largest single uncertainty for a Paris consultant reviewing an international profile.

5. Stability and availability

   French employers pay attention to tenure patterns and notice periods. State your availability clearly, including any notice period, because start dates drive many shortlist decisions.

6. Technical skills and tools

   List specific technologies, platforms, certifications, and digital tools. Generic descriptions such as strong communication add nothing to a keyword search and consume space that concrete skills should occupy.

Cover letters, called lettre de motivation in France, remain relevant. For agency submissions the consultant often replaces your letter with their own summary, so its main use is your direct applications to employers. A strong Paris cover letter is short, references the specific company and role, connects two or three of your achievements to stated requirements, and states your availability and work authorisation. Three paragraphs is usually enough.

Personalisation is the differentiator. In real international job searches, the same CV sent to forty Paris roles produces far fewer interviews than fifteen tailored applications. Tailoring does not mean rewriting your history. It means reordering bullet points so the most relevant three appear first, adjusting the headline job title, and matching the vocabulary in the job description.

If you want structured help with these documents, the Faruse career guides cover CV structure, cover letter frameworks, and interview preparation for European employers, including the differences between French, Dutch, German, and Nordic expectations.

A common mistake worth naming: sending an American-style resume with no dates, heavy design elements, and a two-column layout. Two-column layouts frequently break applicant tracking system parsing, which means your carefully written experience arrives at the recruiter as scrambled text. Use a single-column layout, standard section headings, and a common file format unless the employer requests otherwise.

Interviews in Paris typically involve two to four stages. Expect a screening call, a manager interview, sometimes a technical test or case study, and a final meeting with a senior stakeholder or HR. French interviews often probe your reasoning and your understanding of the company's market rather than only your past tasks. Preparing three achievement stories with clear situations, actions, and measurable outcomes covers most of what you will be asked.

KEY TAKEAWAY: Build one strong master CV and tailor the top third of it for every Paris application, because the first sixty seconds of recruiter attention decide whether the rest of your experience is ever read.

Strong documents help, but reaching the right consultant in the first place requires a deliberate approach to agency outreach.

How to Contact Recruiters and Build Agency Relationships in Île-de-France

The most effective way to contact a Paris recruiter is a short, specific message naming your target job title, your sector, your work authorisation, your availability, and your salary range. Generic messages asking whether there is anything available are ignored because they give the consultant nothing to match against a live brief.

Recruiter discovery is the process of identifying which consultants specialise in your function, sector, and location before contacting them. It matters because a message to the right specialist can produce an interview within a week, while the same message to a general inbox usually produces nothing.

Quick answer: Contact Paris recruiters with a five-line message: your job title, years of experience, sector, work authorisation status, and availability. Attach a one-page tailored CV. Follow up once after seven to ten days. Consultants respond to specificity because they are matching you against a written client brief with fixed criteria.

A Practical Outreach Sequence That Works

1. Identify the specialist, not the agency

   Agencies organise consultants by division such as technology, finance, sales, marketing, HR, or logistics. Find the person covering your function in Île-de-France. Use Faruse recruiter discovery to identify recruiters working on relevant roles, then verify their current focus on their professional network profile.

2. Send a short structured message

   Lead with the job title you want, not with your life story. Include years of experience, two or three headline achievements with numbers, your language levels, your work authorisation, your notice period, and your salary range. Keep it under 150 words.

3. Attach a tailored CV, not a generic one

   If you are approaching a technology recruiter, lead your CV with technical skills. If you are approaching a sales recruiter, lead with revenue results. The same document rarely works for both.

4. Ask one qualifying question

   Ask what they are currently working on in your function in Paris. This converts a broadcast message into a conversation and immediately reveals whether they have live mandates matching your profile.

5. Follow up once, then move on

   One follow-up after seven to ten days is professional. Repeated follow-ups are not. If a consultant has no live brief for you, the answer will not change through persistence, and the relationship is better preserved by checking back after two months.

6. Maintain a small number of real relationships

   Three to five active consultant relationships is more productive than twenty registrations. Consultants prioritise candidates they have spoken to, whose availability they know, and whose CV they can submit without extra work.

There is a physical dimension to Paris agency relationships that remote job seekers underestimate. Many staffing agencies maintain local offices across Paris and the wider Île-de-France region, including business districts such as Levallois and La Défense, and they favour candidates who can reach client sites easily by metro, buses, or trams. Stating that you are located within reasonable public transportation range of a client site is genuinely relevant for operational and temporary work roles, and irrelevant for fully remote positions.

Agency reviews are worth reading, with caution. Candidate reviews of staffing companies tend to be polarised because people who were placed and people who were ignored have very different experiences with the same provider. Look for patterns in reviews about communication quality and feedback after interviews rather than raw ratings. A consultant who gives honest feedback after a client rejection is more useful to your search than one who promises more and delivers silence.

If you are comparing your agency conversations against the open market, it helps to see what employers post directly. Browse English-speaking jobs in France and check whether the roles your consultant describes match the volume and level of what is publicly advertised. A large gap in either direction is a useful signal about how well that agency is serving your niche.

TIP: Keep a one-page tracking sheet with every consultant name, agency, date of contact, roles discussed, and clients submitted to. This prevents duplicate submissions and makes follow-up conversations far more credible.

KEY TAKEAWAY: Build three to five genuine consultant relationships with specialists in your function rather than registering with twenty agencies, because a consultant who knows your availability and salary range will call you first when a matching brief arrives.

Agency relationships work best as one channel among several, which raises the question of how they compare with direct applications

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