News Article

Influencers and recruiters live in completely different worlds on the surface, but the mechanics of working with them are surprisingly similar!

Both build audiences. Both guard their reputations. Both rely on trust, alignment and clarity. And both can seriously elevate your brand if you get the partnership right.

Here is how hiring an SAP recruiter is closer to booking an influencer than you might think, and how to make that relationship work for you.

1. You are buying access to their audience

Influencers are valuable because they have built an engaged community that listens to them. Recruiters are the same. A strong SAP recruiter has spent years building relationships with hard to reach experts, keeping conversations warm, tracking moves, and knowing which consultants are open to the right project or role.

Think you're merely just paying for a shortlist?

When you partner with a recruiter, you are NOT buying CVs. You are buying access to that community. You are buying trust, reach and influence inside a niche market that has been built and nurtured for decades. 

To get this right:

• Choose a recruiter who has a true following in your niche
• Look for long term market presence, not high volume
• Ask how they keep their network warm and engaged

2. Briefings Are Everything

Both partnerships thrive on clarity.

Give an influencer a vague brief and you get vague content. Give a recruiter a vague brief and you get candidates that feel like guesses.

Recruiters perform at their best when they know your story, your culture, the role, the non-negotiables, the vision, and the red flags. The better the brief, the stronger the shortlist.

To get this right:

• Share the real problems the hire will solve
• Set clear expectations about culture and working style
• Explain why someone would join your team
• Remove grey areas early

3. The Goal Is Fit, Not Followers

Influencers are chosen for brand fit, not just follower count. It is the same with recruiters. Anyone can fire CVs over a wall, but a valuable recruiter aligns with your values, understands your market, and represents your brand in the right way.

To get this right:

• Look for recruiters who act like ambassadors
• Ask how they position your company in the market
• Check whether they understand your sector, competitors and challenges

4. Timelines And Communication Matter

With influencers, you need content deadlines, launch dates and reviews. With recruiters, you need cadence: updates, pipeline reviews, market feedback and aligned processes.

Recruitment is full of moving parts; dead air kills momentum, and communication creates confidence.

To get this right:

• Agree a communication rhythm
• Set realistic timelines for feedback
• Keep decision makers engaged and available

5. Results Improve When You Treat It As A Partnership

The best influencer collaborations happen when the brand and creator work together, share ideas and build something that feels authentic. The same is true with recruiters - treat them as partners and they will move mountains for you.

To get this right:

• Involve your recruiter early in your workforce planning
• Give them visibility of upcoming projects
• Share honest feedback, even the awkward bits
• Build long-term trust instead of one-off transactions

Recruiters and influencers succeed for the same reason:

✅ They have earned credibility  

✅ They have built audiences  

✅ And they know how to tell a story that gets the right people interested

Choose a recruiter who understands your market, your culture and your challenges. Brief them well, communicate clearly, and treat the relationship as a collaboration rather than a transaction.

This way you get what every brand wants from an influencer partnership - reach, trust and real results.

Is your current SAP recruitment partner hitting the mark on the above?

If you found yourself saying “not quite”, it might be worth asking if you’re truly getting the value you deserve.

To find out how a recruiter who really understands your market and works as a true partner can make a difference, speak with Maslow: +44 (0)161 327 1233 | info@maslowassociates.com