Why do some roles—like investment professionals at firms such as Goldman Sachs—command such high salaries, while recruiters often lag behind? After all, recruiters are the ones who identify and attract these individuals in the first place. Perhaps it’s time to shift the perception of internal recruiters from “button pushers” or administrators to strategic talent scouts who actively seek out professionals in competitive markets.



In tight talent landscapes, recruiters aren’t just filling vacancies—they’re unlocking new markets and enabling business expansion. The right hire can transform a company’s trajectory. That makes the recruiter’s role crucial for driving growth.

So, what needs to change?

Compensation Models: Should internal recruiters be rewarded more like business development professionals, given their impact on revenue and growth?

• Narrative Shift: Recruiters themselves can lead this change by showcasing their strategic value and aligning their goals with business outcomes.
• Tasking and Empowerment: Move beyond transactional hiring. Give recruiters the tools, autonomy, and incentives to act as true talent partners.

At Coreus, we believe recruitment is a growth engine—not a back-office function. When recruiters are empowered and valued, businesses thrive.