What Is Full Desk Recruiting? A Guide For Recruiters And Hiring Managers

Recruiting is changing fast. Yet, one traditional recruiting model continues to thrive: full desk recruiting.

Unlike other traditional recruiting models, which focus solely on either client acquisition or candidate sourcing, full desk recruiters take the reins of the entire process. A full desk recruiter needs a huge range of skills and expertise to succeed.

This model isn’t for everyone. It presents significant challenges, particularly in workload management and skill balancing. On the other hand, it’s popular for a reason: it offers unique advantages in flexibility and client trust not found anywhere else.

In this article, we’ll answer, “What is full desk recruiting?”, as well as other pressing questions about the practice. We’ll compare it to other models and give some expert insights on the pros and cons, common challenges, pricing structures, and who benefits most from this approach.

What is full desk recruiting?

Full desk recruiting (sometimes called “360 recruiting”) is a recruiting model where one recruiter handles both the client-side (business development) and candidate-side (talent acquisition) of the recruiting process. That’s different from split-desk recruiting, where a team is separated into client managers and candidate recruiters. 

Full desk recruiting models came about partly because of expectations, both from clients and candidates. Deeper relationships are an essential part of all modern business processes. Full desk systems reflect this.

With that in mind, the responsibilities of a full desk recruiter include:

• Business development and client relationship management

• Writing job descriptions and understanding client needs

• Sourcing and screening candidates

• Negotiating salaries and managing offers

• Post-placement follow-ups

  
  

What skills does a full desk recruiter need?

The best full desk recruiters can fulfil both client and candidate needs, as well as a lot of administration in between. For that reason, their skill sets are often larger than other recruiter types. 

In terms of personality, full desk recruiters need to be proactive and entrepreneurial. They have sole responsibility when it comes to choosing the right candidate. They also need to be emotionally intelligent and adaptable.

Here are some “hard” skills full desk recruiters should have:

• Sales and negotiation

• Talent sourcing and interviewing

• Time management and multitasking

Tools are a big part of full desk recruitment, too. Proficiency in CRM (Customer Relationship Management), ATS (Applicant Tracking System), LinkedIn Recruiter, email automation, and cold calling tools is a big plus.

Pros and cons of full desk recruiting

360 recruiting models are increasingly popular among businesses that want deeper, swifter talent sourcing results. However, they’re not without their drawbacks. 

Let’s explore the full desk recruiting pros and cons one at a time:

Pros

Full desk recruiting offers serious advantages over other traditional models, including:

• End-to-end control over the entire process, no hand-offs

• Stronger relationships with both clients and candidates

• Higher commissions/earning potential

• More strategic value to the organization

Cons

360 recruiting isn’t one-size-fits-all. There are some circumstances in which the following drawbacks could be a deal-breaker:

• High workload and time pressure

• Split focus can lead to inefficiency

• Risk of burnout with heavy workload

• Steeper learning curve for new recruiters

Common challenges in full desk recruiting

Even though full desk recruiting has the potential to transform your recruitment process, it’s not always easy. There are significant hurdles that can get in the way of this particular model when not done right. 

They include:

• Competing priorities - A full desk recruiter needs to handle both business development on the client side and candidate sourcing. This can make it difficult to effectively prioritize workloads.

• Quality vs. speed - Clients generally want the quickest results possible, but that speed can often get in the way of quality. Instead of spending more time sourcing the “perfect” candidate, a full desk recruiter may be forced to forward a “good” one.

• Slow feedback loops - A full desk recruiter is in the middle of the client and the candidate. Communicating seamlessly with both can be tricky, especially under time constraints. It can take a while for feedback to filter through.

• Keeping up with tech - The sheer number of tools coming out every year, including hyper-advanced AI recruitment tools, can make it hard to truly stay ahead of the curve.

• Pipeline consistency - It takes serious dedication and hard work for full desk recruiters to maintain pipeline consistency for both clients and candidates simultaneously.

Full desk recruiting vs Split desk recruiting

More than 60% of recruitment firms use split desk recruiting, not full desk. Why? For larger firms, split desk recruiting models allow for greater “specialization”. However, that’s not always the case, especially for smaller firms. 

Here’s a complete full desk recruiting vs split desk recruiting comparison chart to explore:

Aspect	Full Desk Recruiting	Split Desk Recruiting
Definition	One recruiter handles both client and candidate sides	Separate recruiters handle clients and candidates
Relationship Ownership	Stronger, holistic relationships with both clients and candidates	Relationships may be fragmented
Speed of Placement	Sometimes slower (depends on organization)	Often faster due to focused execution
Client Experience	More personalized and consistent communication	Can feel fragmented with hand-offs between team members
Scalability	Harder to scale as limited by the recruiter’s capacity	Easier to scale with team-based division of labor
Learning Curve	More skill sets, steeper learning curve	Shallower recruiters can specialize in one area
Flexibility	Greater flexibility in managing priorities and relationships	Less flexibility due to defined roles and interdependencies

• Split desk recruiting is best for larger agencies with clear functional separation and bigger budgets.

• Full desk recruiting is better suited to solo recruiters and boutique agencies who want to deliver a more personalized experience.

Hybrid models are increasingly common in 2025. Depending on your size and budget, you don’t necessarily need to choose one model or the other. Using both can lead to increased revenue in some circumstances!

When is full desk recruiting a good idea?

There are many circumstances in which full desk recruiting is the best option. 

To start with: size. If your agency is smaller/boutique, full-desk recruiting can offer a great solution that costs less and requires fewer team members. Related to that, younger firms with a more limited team structure can also benefit from this model.

Now, consider the industries you work in. Full desk recruiting offers a fantastic opportunity in industries with fewer requisitions but high specialization. That also applies to markets with long-term relationship-based hiring where deep personal connections are valued over qualifications and skill sets.

Pricing models and full desk recruiting costs

Is full desk recruiting more cost-effective for an agency? It depends. Since full desk recruiters manage both sides of the placement process, they typically earn a larger share of the commission compared to split-desk models. However, the structure of earnings can vary widely depending on the agency model and market.

Let’s break it down:

Commission Structures

Full desk recruiters usually earn commissions based on successful placements. Normally, that’s a percentage of the candidate’s first-year salary, and the recruiter may earn a percentage of the agency’s fee. 

Here’s an example:

• Let’s say the agency charges a 20% fee on a $100,000 salary. The fee is therefore $20,000. 

• If the recruiter’s commission is 15%, they’ll take home $3,000. 

A 15%-20% commission is standard for most full-desk recruiters.

On top of that, there may be bonuses, too. Full desk recruiter costs are highly variable.

Contingency vs. Retained Search

There are two main pricing models when it comes to full desk recruitment. They are:

• Contingency search - The recruiter is only paid if a placement is made. More common. Higher risk, but also faster potential placement cycles.

• Retained search - The recruiter is paid an upfront fee to conduct an exclusive search. Less common, usually for niche, high-level roles. 

Freelance and Independent Recruiter Models

These days, remote, freelance full desk recruiters are increasingly prevalent. Such recruiters will:

• Set their fees (usually 15–25% of base salary)

• Manage all sales, contracts, sourcing, and placement

• Absorb more risk but retain full control over pricing and payout

If a particular recruiter works well autonomously and can prove an excellent track record, this can be a good option. However, it also means giving up some control over processes and tool use.

Impact on Agency Profitability

It’s difficult to assess exactly how much full desk recruiting models impact an agency’s profitability, as it depends on multiple factors. Some agencies are put off by the fact that 360 recruiting models can create dependency on individual high-performers, for example, which can be risky.

Generally, full desk systems can improve agency margins. Here’s why:

• Fewer roles are needed. You can, in theory, create the same revenue while spending less on recruiters.

• Clients are dealing with far fewer contacts. This makes the whole process smoother and more personal, which can work wonders for retention.

• Leaner team structures mean lower overheads.

Future trends in full desk recruiting

Full desk recruiting is far from static. It’s been around a while, but as industries and the nature of job-seeking change, so too does the way full desk recruiters work.

Here are some key trends that are likely to impact full desk recruiters in the coming years:

1. Recruitment automation tools - There are a lot of repetitive tasks involved in recruiting. Resume screening and email outreach are two obvious examples. Full desk recruiters juggling all these responsibilities are increasingly using AI/automation tools to do the heavy lifting. This doesn’t just save time, but money, too. Examples include:

   1. Automated sourcing assistants

   2. AI matching algorithms within ATS/CRM systems

   3. Chatbots for candidate communication and screening

   4. Smart proposal generators and contract tools for client-side tasks

2. Micro agencies/solo recruiters - We expect to see more and more freelance full desk recruiters in the coming years. Why? Low-cost digital tools are everywhere, and professionals value remote working more and more. Recruiters are seeking more work-life autonomy and specializing in niche markets to make a name for themselves without larger firms.

3. Demand for strategy - Clients are simply no longer satisfied with “transactional” recruitment. They want invested, strategic partners who aren’t just going to find a candidate, but spend time and resources finding the perfect candidate. Client expectations now demand:

   1. Market insight and compensation benchmarking

   2. DEI-focused candidate sourcing

   3. Long-term talent planning and workforce advising

4. Data-driven decision-making - Metrics and reporting are huge parts of effective full desk recruiting already, and the demand for that is only going up. Recruiters are increasingly expected to quantify their value. That means not only tracking placement, but also KPIs like time-to-fill and interview-to-offer ratios. ROI reporting and optimized outreach are going to become highly valued aspects of full desk recruitment.

How to succeed as a full desk recruiter

You should give your full desk recruiters everything they need to succeed. As the position requires balancing two highly demanding roles simultaneously, success relies on structure and consistency.

Here’s how full desk recruiters can get ahead in 2025:

1. Time-blocking - Always use time-blocking to assign specific hours to distinct tasks, and stick to it. Carve out parts of the day for:

   1. Client outreach and follow-ups

   2. Sourcing and screening candidates

   3. Interview coordination

   4. Admin tasks

2. Nurture two pipelines - Part of the role is nurturing two separate pipelines in tandem, one client pipeline and one candidate pipeline. Use ATS and CRM tags to categorize contacts and create touchpoint cadences to paint a clearer picture.

3. Use only the technology you need - Automation tools are essential when it comes to tasks like sourcing and scheduling. However, you should find what works for your workflow and stick to it. Don’t overcomplicate your process by using too many conflicting tools that only muddy the waters.

4. Become an expert in your niche - Specialization is what clients want in 2025. Invest time in learning a niche that interests you. This will help you:

   1. Shorten time-to-fill

   2. Build deeper candidate networks

   3. Attract inbound networks

5. Stay consistent - Rejection is part of the job. The key is to stay emotionally balanced and focus on consistent daily actions. Only then will results push through.

Conclusion

Full desk recruiting is an ideal option for smaller, boutique firms that want to offer personalized recruitment experiences at a lower cost. Along with split desk recruiting, it’s one of the most popular recruiting models in the industry.

However, it’s not without its challenges. Full desk recruiters have to juggle twice the amount of pipeline management (for both clients and candidates) and constantly be willing to adapt to new technology.

With the right tools and mindset, a full desk model can be the perfect solution!