Hiring manager vs recruiter
The hiring manager and the recruiter play complementary but distinct roles. The recruiter (whether in-house or agency-side) is responsible for sourcing candidates, screening applications, coordinating the interview process, and managing candidate communication. The hiring manager defines what the role needs, conducts substantive interviews, assesses cultural and technical fit, and makes the final hiring decision.
In practice, the quality of the hiring manager-recruiter relationship directly impacts hiring outcomes. When hiring managers provide clear, specific briefs — including must-have qualifications, team dynamics, and realistic salary expectations — recruiters can source more accurately. When communication is vague or feedback is delayed, the process stalls and top candidates accept other offers.
Key responsibilities
The hiring manager's core responsibilities include writing or approving the job description, defining the evaluation criteria, conducting interviews (often alongside other team members), providing timely feedback on candidates, and making the final hiring decision. They are also typically responsible for the new hire's onboarding and initial performance management.
In organisations with structured hiring processes, hiring managers may also participate in calibration sessions — meetings where interview feedback is discussed collectively to reduce individual bias. They work with HR or recruiting to ensure the process complies with employment law and internal diversity and inclusion policies.
Working with recruitment agencies
When a company engages a recruitment agency, the hiring manager is the agency's primary point of contact for role-specific information. The quality of the initial brief — covering not just the job specification but also team culture, growth path, and what has not worked in previous hires — significantly affects the quality of candidates the agency presents.
The biggest friction point in the agency-client relationship is feedback speed. Candidates presented by an agency are typically being considered by multiple employers. Hiring managers who provide feedback within 24-48 hours of receiving a shortlist are significantly more likely to secure their preferred candidate. Delays of a week or more often result in losing top candidates to competing offers.