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Why More Agencies Are Switching to the 180 Recruitment Model
In order to cut costs, become more time effective, and adapt to a more tech-driven business environment, more recruiting businesses are turning towards the 180 business model. In fields like IT, Engineering, and Oil and Gas staffing, in cities across the globe, it has become less and less realistic to run a business that follows the 360 model. Although the 360 model of recruiting has always remained the “proper” way to recruit, there are many pros to examining the 180 model. Here we’ve outlined the pros and cons of both the 360 and the 180 business models of recruiting.
The 360 Recruitment Model: Overview and Advantages
Let’s start with the 360 model, because in the past that model has always been the most utilized. There are many pros to this system, including control. This model allows the recruiter to control all aspects of the recruitment process and helps maintain strong relationships between the client, candidate, and recruiter.
The 360 model also enables recruiters to build and gain deep expertise in their specific field. This knowledge improves consulting quality and reduces human error, as experienced recruiters oversee the entire process. It also fosters trust with business owners by managing the full recruitment journey and delivering consistent results.
Another advantage is the variety in daily tasks. Since the recruiter handles every stage of the process, their day-to-day responsibilities are diverse and engaging. There are many aspects of the 360 model that remain appealing, but it also comes with challenges.
The 360 Model: Challenges and Limitations
Some of the cons or challenges of working under a 360 model include time management. While possible, managing both client and candidate relationships can lead to long hours and burnout.
There’s also the issue of balancing sales skills with administrative strengths. Most recruiters tend to be stronger in one area, which can impact quality and attention to detail. Lastly, training new recruiters on the 360 model can be more difficult and time-consuming, given the complexity and breadth of the role.
The 180 Recruitment Model: Streamlined and Scalable
There are a lot of pros to running a 180 recruitment model. First, it allows agencies to reach more candidates and clients simultaneously. With a dedicated team handling bulk interviewing and sourcing, recruiters can focus more on building relationships and less on administrative tasks.
This model also reduces costs. Firms can structure their teams with high-performing account managers overseeing junior recruiters, allowing for cost-effective scaling. Additionally, this approach lets agencies hire for specialization—salespeople handle client development, while recruiters manage sourcing and screening.
Many companies are even outsourcing delivery work like job postings and resume sourcing through recruitment software or job sites, further increasing efficiency.
The 180 Model: Risks and Considerations
There are also some major cons to this recruitment model. Without strong sales professionals, results can suffer. Salespeople may become disconnected from the recruitment process and lose valuable market knowledge if not actively involved.
Communication is another key risk. Misalignment between sales and recruiting teams can lead to missed opportunities and client dissatisfaction. For the 180 model to succeed, teams must prioritize communication, collaboration, and organizational discipline.
Technology as a Backbone for Both Models
Regardless of which business model you choose, having a reliable CRM or ATS is essential. A powerful recruitment platform ensures your teams remain organized, efficient, and collaborative.
TrackerRMS makes it easy to manage your workflow with user-friendly tools built for recruitment teams. Schedule a live demo or explore our website to learn how our software can help your firm succeed—no matter which model you follow.
