Why “vibe hiring” is killing recruitment agencies

“Vibe hiring” might feel right in the moment, but it is quietly costing recruitment agencies thousands in lost revenue, poor performance, and high attrition. In today’s tighter UK market, the agencies pulling ahead are not hiring more - instead - they are hiring smarter. In the latest Recruitment Machines blog, I break down why moving away from gut feel towards structured, data-led hiring is driving higher revenue per head and stronger, more aligned teams.

Going on gut feel

If you are still hiring recruiters based on “gut feel”, you are gambling with your business. Many… MANY… people have made this mistake (including myself).

With all the resources available to us in 2026, vibe hiring is a dangerous game to play.

It used to be purely on volume… “hire 2 to keep 1”. I think it is no longer about how many bums you can get on seats but it is about how effective those people are once they are there.

I’ve been on a few talks with the Staffing Industry Analysts recently and data shows it’s generally down in the UK. At the same time, businesses across sectors are cutting jobs or holding back on hiring altogether due to rising costs and uncertainty.

So… what does that mean for you? It means every single hire matters more than it did two years ago.

And the agencies that understand this are pulling away from the pack.

What is “vibe hiring” and why it does not work

Spend enough time in a recruitment office, and you start to notice the pattern.

A consultant might have seven offers out with clients, and someone asks how things are going, they shrug.

Another consultant lands a £35k placement and acts like it is just another Friday.

I know this mindset comes from experience. Recruiters have been burned enough times to avoid getting ahead of themselves.

But optimism and cynicism are not opposites in recruitment.

In fact, the best recruiters often carry both at the same time.

• They know deals fall apart

• They know candidates accept counteroffers

• They know clients can disappear overnight

Yet they still behave as if the next call could land a deal – all they do is try to control the controllables.

And that optimism drives activity, and the activity drives revenue.

Optimism CHANGES BEHAVIOUR

We have all done it.

Someone interviews well, they have good energy and say the right things. You can see a bit of yourself in them. Probably support the same team as you as well.

You can imagine them on the phone and go “Yeah, they’ll be good!”

The offer goes out and then 3 months later… they’re crap.

This is vibe hiring.

And for years, the industry has been full of it – I am guilty of it as well.

But the agencies that are scaling right now are moving away from that completely. I recently spent time with Gene East, GTM Talent Solutions at a content day, and one thing stood out straight away.

I can see everyone being a success.

Sometimes you can just tell who will, and who won’t make it.

But in Gene East, GTM Talent Solutions - every person in that business had been hired deliberately. Tested. Assessed. Understood.

• What drives them?
• How do they handle rejection?
• Are they wired for consistency?
• Do they align with the company’s goals?

It sounds simple. But very few agencies actually do it properly.

Why this shift is happening now

I think the market is forcing it.

We are in… what the boffins are calling it… a “stabilisation” phase in recruitment.

Hiring demand is still soft in certain areas, but the decline is slowing.

At the same time, costs are going up. Wages, employer contributions, operational overhead. Even outside recruitment, UK businesses are under pressure. Many are planning job cuts or pausing hiring altogether.

A huge shout out to Rt Hon Rachel Reeves for this … THANK YOU. You’ve been great for small businesses 😩

So if you are running a 10-50 head agency, you cannot afford passengers.

Generally, you do not need more recruiters – but better ones.

From volume to value

This is where things get interesting for me.

The value of a business goes up when you’re not carrying spare parts.

From hiring volume → to hiring quality, results in;

• Higher revenue per head
• A more consistent team
• Less internal friction
• Better culture
• Managers spend less time firefighting
• Performance becomes more predictable
• Culture becomes self-reinforcing

It is not really a hidden secret – it is just a case of getting it right at the start.

What the new hiring process looks like

“Hiring better” sounds great, but what does it actually mean?

Here is what the best agencies are doing differently:

1. Testing AND talking

Interviews are not enough. People are good at interviews – but the crap ones have had so many interviews that they become great at interview (rather than the job).

The best businesses are using:

• Roleplay scenarios
• Live objection handling
• Written exercises
• Structured scoring systems

What someone says they would do and what they actually do are very different things.

2. Psychometrics and behavioural profiling

This is where a lot of agencies still hesitate – maybe because it’s seen as an immediate cost?

But the ones leaning into it are seeing real results.

Psychometrics are not about putting people in boxes. They are about understanding:

• What motivates someone
• How they respond under pressure
• Whether they are wired for sales environments

If someone hates rejection, guess what? Recruitment is going to be a tough place for them. Shocking I know…!

3. Understanding drivers, not just experience

There are plenty of “experienced” recruiters coasting - and plenty of less experienced ones who are absolute grafters.

The difference is drivers.

• Do they want money?
• Progression?
• Recognition?
• Stability?

If those drivers do not match what your business offers, it will not work. Simple as that.

4. Hiring for alignment, not just ability

This is the big one I think. You can train skills but you cannot train them to not be a dickhead.

If someone does not buy into how you operate, they will either leave or cause problems.

The best teams are high-performing AND they are pulling in the same direction.

bUt DoEs ThIs ReAlLy WoRk?

Let’s address the elephant in the room - “Yes, but this takes time.”

Correct. And that is exactly why most agencies do not do it.

Desk opens up → need someone quickly → hire the best available person.

But there is a cost to that type of approach:

• Lower billings
• Higher attrition
• More management time
• Constant rehiring cycles

It is expensive - you just do not see it on a P&L line.

Where marketing fits into all of this

Hiring better recruiters is only half the equation - you also need to attract them.

At Recbound, we spend a lot of time helping recruitment agencies position themselves as places people actually want to work. EVPs, online content, perception – it’s all the ingredients to join - because top recruiters have options.

Top recruiters are:

• Watching your content
• Checking your LinkedIn presence
• Looking at your team
• Deciding if your business aligns with them

If your marketing is weak, you will struggle to attract strong candidates.

And then you are back to vibe hiring.

The compound effect of hiring right

Year 1:

• Slightly slower hiring
• More effort upfront
• Better initial performance

Year 2:

• Higher average billings
• Lower attrition
• Stronger culture

Year 3:

• Compounding revenue per head
• Easier hiring because of reputation
• A genuinely scalable business

Most agencies are stuck in reactive mode.

Final thoughts

If there is one takeaway from this, it is this:

Hiring for convenience doesn’t work

The market is not forgiving right now - clients are more selective and margins are tighter.

BUT!! That also creates opportunity - because most agencies will not adapt.

Some will keep hiring on gut feel and will keep chasing volume.

If you take a different approach, if you hire deliberately, test properly, and build a team that is aligned and driven… you will come out ahead.