In an industry that never truly sleeps, today’s recruiters are feeling more overwhelmed, underappreciated, and stretched thin than ever before. We reviewed hundreds of direct recruiter comments collected from our annual State of the Recruiting Industry Survey to better understand what’s happening in the trenches—and the picture is not a pretty one.

From slow-moving clients and indecisive hiring teams to unresponsive candidates and economic volatility, the challenges recruiters face span every stage of the hiring process. This post dives into the key pain points voiced directly by recruiters, offering raw insight into what’s really going on—and what needs to change.

1. The Candidate Crunch: “There just aren’t enough quality people”

One of the loudest refrains from recruiters? The talent pool isn’t what it used to be. While job postings are flooding platforms like LinkedIn and Indeed, truly qualified, ready-to-interview candidates are in short supply.

• “Not enough qualified candidates.”
• “Too few candidates.”
• “Hard to find in-office willing candidates. Remote work expectations. Economic instability.”

The rise of passive candidates—those who are currently employed and not actively seeking new roles—is making it harder for recruiters to fill jobs quickly. And even when candidates are open to conversations, moving them through the hiring funnel is a challenge.

• “Passive candidates are extra skittish to make a move.”
• “Candidates fishing, not serious.”
• “Candidates ghosting. Candidates not wanting to move.”

Compounding the issue, AI-based filtering tools used by employers are often screening out top talent before human eyes ever see them.

• “Candidates are applying online to jobs they are qualified for, and then AI is filtering their applications so real people never see them.”

2. Slow-Motion Hiring: “Clients are taking way too long to decide”

Speed has always mattered in recruiting. But in 2025, many employers are dragging their feet—often to their own detriment. Recruiters are losing candidates not because of competition, but because clients can’t make timely decisions.

• “Client hiring process is taking way too long.”
• “Clients not being responsive during the interview process.”
• “Offers taking way too long to get.”

Internal processes, overreliance on internal recruiters, and too many cooks in the kitchen are contributing to these delays.

• “Companies requiring too many interviews.”
• “Internal recruiters slow the process to prioritize their own candidates.”
• “Clients taking several weeks to go through the hundreds of responses to job postings.”

The result? Top talent walks away—or never engages at all.

• “Even the clients who email us quit don’t call us back or even answer their phones.”
• “Employers don’t answer their phones… it’s really difficult to get good phone conversations.”

3. The Cost of Indecision: “It all sucks!”

Many recruiters described the current climate as chaotic and frustrating. Business development is difficult. Clients are unsure of what they want—or if they want to hire at all.

• “Clients are scared of the next decision by the current White House and a $2 trillion dollar loss in the market in 48 hours.”
• “Not getting searches, not helping candidates, not making money.”
• “Always worried where the next new req will come from, can’t really plan for anything.”

In some cases, searches are opened and paused repeatedly, further destabilizing the recruiting workflow.

• “The sheer amount of searches started & stopped due to various reasons.”
• “Very slow market. Very slow market. Very slow market.”

And while recruiters are trying to adapt and diversify their offerings, the uphill climb remains steep.

• “Building a better base of contractors in addition to direct placements.”
• “Juggling too many jobs, remote work employees, passive candidates.”

4. Fee Pressure and Budget Constraints: “Clients don’t want to pay”

Several recruiters noted that they are being asked to work harder, faster, and for less money.

• “Clients find recruiters too expensive.”
• “Clients are less inclined to pay search fees.”
• “Partner recruiters want resumes from us but put their candidates ahead.”

Some recruiters even pointed to undercutting within the industry:

• “Recruiters who don’t charge full fees (e.g. below 20%).”
• “Recruiters who don’t deliver what they promise.”

And for those who do land clients, the reality of free replacements, low-ball offers, and unrealistic expectations can erode the value of the work altogether.

• “Too many middlemen now inserted into the process for additional interviews.”
• “HR trying to look good by low-balling to save on recruiting budget.”

5. Communication Breakdown: “Did I mention lack of communication?”

Communication—or the lack thereof—was another major theme. Recruiters feel ghosted by clients and candidates alike, with follow-up and relationship management proving more difficult than ever.

• “Lack of response from clients. Poor communication with prospective clients and candidates.”
• “Unresponsive clients. Low-quality candidates.”
• “Low email response.”

Many commented on the sheer effort it takes just to get in touch with decision-makers:

• “Difficult to get hiring managers on the phone.”
• “Employers do not answer their phones.”

Even when dialogue happens, aligning expectations is a massive hurdle.

• “Clients/candidates expectations on salary are not in alignment.”
• “Clients too narrow of a target to hit.”
• “Too many decision-makers involved in the offer stage.”

6. Tech Turbulence: “Will companies continue to need recruiters in 10 years?”

Artificial intelligence, automation, and tech overload are disrupting every aspect of recruiting. While some tools help streamline workflows, many are just adding noise and inefficiency.

• “Tech overload—so many new tools, but finding the right ones without losing efficiency is tough.”
• “Clients using AI has caused them to do their own recruitment.”
• “TE partners throw resumes against the wall hoping something sticks.”

There’s also existential concern about the role of recruiters in a world dominated by algorithms and bots.

• “Will companies continue to need 3rd party recruiters 5/10/20 years from now?”

Still, despite the buzz around automation, it’s clear that many employers are misfiring when it comes to tech-driven hiring.

• “By automating their hiring process… clients are getting resumes from the wrong people and missing the right ones too often.”

7. The Reality of Burnout: “Time to work vs. time to play”

Finally, behind the strategic insights and economic concerns lies something more personal: burnout. Recruiters are tired. The mental load of juggling job orders, expectations, and economic uncertainty is taking a toll.

• “Time management. Distractions. Trying to keep up.”
• “Flooded with marketing emails. Candidates not answering the phone.”
• “Clients who provide poor feedback… dinging candidates for having had several jobs recently.”

Many are questioning how to balance it all—while still driving results.

• “Time to work vs. time to play.”
• “Trying to streamline workflow and keep up.”
• “Not being valued for vetting candidates—we’re told, ‘we can find them ourselves.’”

What’s Next? Rebuilding Trust, Speed, and Real Relationships

The recruiting profession has always been high-pressure, high-stakes, and fast-paced. But right now, recruiters are calling for change—faster decisions, fair compensation, more trust, and clearer communication.

What can hiring managers and business leaders do?

• Streamline decision-making: Reduce interview rounds and move quickly on strong candidates.
• Respect recruiter expertise: They’re not just “sourcers”—they’re market advisors and relationship builders.
• Be realistic: Know what you can afford, communicate openly, and don’t waste time with unattainable job specs.
• Invest in relationships: Whether it’s candidate experience or recruiter partnerships, building trust matters more than ever.

Recruiters are sounding the alarm—and it’s time to listen. Because behind every resume sent, every client call made, and every placement secured is a recruiter working harder than ever to connect people with possibility.

Want to connect with top recruiters who understand today’s hiring challenges? Reach out—we’re here to help!