Welcome to the final major transition: Supporting to Delegating with your recruiting team! This is where competent, confident recruiters become fully autonomous in their hiring processes.

Your challenge? Reducing support without making your recruiters feel abandoned. It's like letting a seasoned recruiter manage their first executive search completely independently.

Engagement Message

Have you ever seen a recruiter who was ready for full autonomy but still received too much support?

Recognize this transition when recruiters consistently deliver quality hires AND make good sourcing decisions independently. They're not asking "Should I present this candidate?" or seeking approval for every interview anymore.

Instead, they update you on pipeline progress and ask strategic questions about market trends and hiring strategy.

Engagement Message

Share one example of a tactical recruiting question and one of a strategic recruiting question.

Here's the tricky part: they still value your expertise and input, just differently. Pulling back too quickly feels like abandonment. Not pulling back enough stunts their recruiting growth.

You need to shift from being their safety net to being their strategic recruiting partner.

Engagement Message

When have you felt micro-managed despite being capable in your recruiting role?

Start by spacing out your check-ins on their searches. Move from "How can I help with this req today?" to "Let's catch up weekly on your pipeline health."

Change the timing, not the caring. Quality over quantity in your recruiting interactions.

Engagement Message

How might this change feel to a recruiter you're supporting?

Transform your role from problem-solver to sounding board. When they bring sourcing challenges, ask "What recruiting strategies are you considering?" before jumping in with candidate suggestions.

Your recruiting wisdom becomes available on-demand rather than automatically provided.