180 vs. 360 Recruitment: What’s the Difference?

Recruitment is full of acronyms and industry jargon that can be confusing for those new to the field. Among the most commonly used terms are "180 recruitment" and "360 recruitment"—phrases you’ll likely hear throughout your interview process. Understanding the difference between these two models is crucial in shaping your career trajectory.

(Think of it like pizza 🍕…)

180 Recruitment – Half the Pizza 🍕

A 180 recruitment consultant focuses exclusively on candidate management, ensuring a seamless and productive hiring process. Rather than working directly with clients to secure vacancies, 180 recruiters build long-term relationships with top candidates in their specialized verticals.

Key Responsibilities of a 180 Recruiter:

🔍 GENERATING CANDIDATES – Use LinkedIn, databases, and networking to source and engage with top talent.

✅ QUALIFYING CANDIDATES – Understand candidates’ current roles, skill sets, and expectations for their next opportunity.

📋 SHORTLISTING – Identify and present the best-matched talent for open positions.

🤝 MANAGING THE PROCESS – Guide candidates through the interview process, providing preparation, feedback, and negotiation support, all the way through to offer acceptance and post-placement care.

360 Recruitment – The Whole Pizza 🍕

A 360 recruitment consultant manages the entire recruitment cycle, handling both client and candidate relationships. At Barrington James, most of our consultants operate under this model, allowing them to build deep connections with clients while maintaining a comprehensive understanding of market demands.

Key Responsibilities of a 360 Recruiter:

🎯 SOURCING A LEAD – Leveraging strong candidate relationships to identify new vacancies.

📞 WINNING A VACANCY – Reaching out to clients and demonstrating why you’re the best recruiter for the job.

💼 NEGOTIATIONS – Establishing terms, fees, salary expectations, and hiring timelines with clients.

🔍 GENERATING CANDIDATES – Using a range of sourcing methods to find the best talent for the role.

✅ SHORTLISTING – Assessing, qualifying, and presenting top-tier candidates.

🤝 MANAGING THE PROCESS – Supporting both clients and candidates throughout the interview, negotiation, and hiring stages.

🏆 CLIENT/ACCOUNT MANAGEMENT – Cultivating long-term relationships to become a trusted recruitment partner, generating ongoing hiring opportunities.

Why We Use Both Models at Barrington James

By incorporating both 180 and 360 recruitment, we ensure flexibility and comprehensive service for our candidates and clients. Whether you’re preparing for an interview or considering a career in recruitment, understanding these models will help you define your career path and maximize your success.

If you’re reading this as interview prep—good luck! 🚀