Ida Edström, senior partner Qlose:
After nearly 20 years in tech recruitment, I can usually tell quite quickly how a recruitment assignment will turn out. Not based on the role. Not on the company’s brand. Not even on the state of the market. But on the hiring stakeholder.
That first alignment meeting says almost everything.
The ideal client isn’t the one who can formulate the perfect job description. It’s the one who is genuinely curious — who wants to talk about the team, the people, the culture, where the company is heading, and who understands that recruitment isn’t an order placed through a form, but a collaboration between people.
You notice it in how they listen. In their willingness to think out loud, change their minds, and be transparent about what has and hasn’t worked in the past. They understand that we bring a market perspective and actually allow us to challenge them — not because we “know better,” but because we see patterns they don’t always have the time to see themselves.
A truly great hiring partner takes responsibility for their part of the process. They provide timely feedback. They prioritize interviews. They understand that the best candidates won’t wait forever, no matter how exciting the company may be. It’s not about urgency — it’s about respect: for the candidate’s time and for the shared effort.
And perhaps most importantly, they see us as a partner rather than a distant supplier. They also share what feels uncomfortable — uncertainties, internal challenges, and things that don’t always appear in the job description. That’s when we can genuinely represent them credibly in the market.
The clients I’ve worked with the longest over the years all have this in common: mutual trust built over time. We’re honest with each other — sometimes a little uncomfortable — but always aligned around the same goal: finding the right person, not just quickly, but sustainably.
That’s where the magic happens. And it’s also where, as a recruitment consultant, the work truly feels meaningful.
