Surveys for Recruitment Agencies

Recruitment agencies serve two audiences — clients and candidates. Feedback surveys from both sides help you improve placement quality, refine your process and build a reputation that attracts top talent and repeat business.

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Recruitment Agency

Rate your experience

Placement

4.5

Process

4.6

Communication

4.7

Submit

Client review

Saved to recruiter profile

Use cases for recruitment agencies

Placement quality rating

Survey hiring managers after placement to measure candidate fit, onboarding speed and overall satisfaction with the match.

Recruiter performance tracking

Compare satisfaction by recruiter to identify who delivers the best matches and the strongest client relationships.

Client & candidate NPS

Track loyalty from both sides. High NPS among candidates builds your talent pool; high client NPS drives repeat orders.

Candidate experience survey

Gather feedback from placed and rejected candidates on communication, transparency and professionalism.

30/60/90-day placement check-in

Automated surveys at 30, 60 and 90 days post-placement catch early turnover risks.

Process efficiency feedback

Learn which parts of your hiring process clients find too slow, redundant or unclear.

SurveyNinja features for recruitment agencies

Post-placement auto-survey

Surveys triggered at placement, 30-day and 90-day marks — fully automated through your ATS integration.

Dual-audience analytics

Separate dashboards for client and candidate feedback. Cross-reference to identify process improvements.

Low-rating escalation

A client or candidate rates below threshold — the team lead gets an immediate alert for follow-up.

Candidate NPS for talent pool

High-NPS candidates become brand ambassadors who refer peers. Low-NPS candidates get personal outreach.

Recruiter leaderboard

Rank recruiters by client and candidate satisfaction. Use data for coaching, incentives and team allocation.

ATS integration

Connect with Bullhorn, JobAdder or Greenhouse via Webhook. Surveys fire automatically at each hiring stage.

What recruitment agency owners say

«30-day placement surveys caught 7 at-risk placements early. We intervened with additional onboarding support — 6 of 7 stayed past probation. Saved $42K in replacement costs.»

«Candidate experience surveys showed our rejection emails felt cold. We rewrote them with personalized feedback — candidate NPS jumped from 22 to 51 and referral applications grew 28%.»

How to collect recruitment feedback

Multiple channels — respondents choose the most convenient one and respond in 1–2 minutes

Post-placement email

Automatic survey to hiring manager after successful placement — captures satisfaction at the peak moment

Candidate experience SMS

Quick survey after interviews — candidates respond while the experience is fresh

QR at agency office

Candidates scan during or after in-person interviews

WhatsApp / LinkedIn message

Survey link via the channels candidates already use daily

Careers portal widget

Embedded feedback form on your job board or candidate portal

Example questions for recruitment surveys

How satisfied are you with the quality of the candidate we placed?

★ Rating

How likely are you to use our agency for future hiring needs? (0-10)

NPS

How would you rate the communication and professionalism of your recruiter?

★ Rating

What could we improve about our recruitment process?

Open text

Case Study

Case: staffing firm saved $42K by catching at-risk placements with 30-day surveys

A mid-size staffing agency implemented 30-day and 90-day post-placement surveys. Seven at-risk placements were flagged within the first month. With proactive support, six stayed past probation — saving an estimated $42K in replacement costs. Placement retention rose from 79% to 93%.

Repeat this result →

Placement retention

79% 93%

+14%

6 months with SurveyNinja

Frequently Asked Questions

Should recruitment agencies survey both clients and candidates?

Yes. Client surveys measure placement quality and service satisfaction. Candidate surveys improve your employer brand and grow your talent pool through referrals.

When should recruitment surveys be sent?

To clients: at placement and 30/60/90 days post-placement. To candidates: after interviews and after placement or rejection. Timing matters for honest feedback.

How can candidate surveys improve talent acquisition?

Good candidate experience — even for rejected applicants — generates referrals and repeat applications. High candidate NPS directly grows your talent pipeline.

Can I track satisfaction by recruiter?

Yes. Each response links to the responsible recruiter. Compare performance across client and candidate satisfaction metrics.

How do 30/60/90-day surveys reduce turnover?

They catch early signs of poor fit, manager conflict or unmet expectations. Intervening in the first 90 days saves the placement and your reputation.