The two roles in one table
| Hiring manager | In-house recruiter | Agency recruiter | |
|---|---|---|---|
| Works for | The team with the opening | The employer's HR or talent team | A staffing or search firm, paid by the employer |
| Main job | Getting the work done; the hire is one task among many | Filling many roles at once | Placing candidates with client companies |
| Decides who is hired | Yes, often with a panel | No, screens and recommends | No, submits candidates |
| Judges | Whether you can do this work on this team | Whether you meet the must haves and fit the pay band | Whether a client will want you |
| Best person to ask about | The work, the first 90 days, the team | Process, timeline, pay range, benefits | Which clients are hiring and how they decide |
| Usually reachable by | Work email or a LinkedIn note | The applicant tracking system or LinkedIn | LinkedIn, email or the firm's site |
Source: HiringReach summary of how hiring commonly works at companies with a recruiting team. Small companies often have no recruiter, and the hiring manager or founder does both jobs.
Who actually decides
The hiring manager. A recruiter can stop an application by screening it out, so the recruiter matters, but a recruiter cannot hire you over the manager's objection. That is why HiringReach's guide to finding the hiring manager starts with that person: the recruiter controls the gate, the manager controls the outcome.
In-house recruiter vs agency recruiter
An in-house recruiter works for the employer and handles that company's openings. An agency recruiter, sometimes called a headhunter, works for a search firm and is paid by the employer when a candidate they submitted is hired. A legitimate agency recruiter does not charge you. An agency recruiter is useful when they already work the companies you want. If a company says it does not accept agency submissions, apply directly.
What each one wants from you
- The recruiter wants an easy yes or no. Make the must haves obvious in the first lines of your resume and message, and give a pay range you can support when asked.
- The hiring manager wants proof you can do the work. One specific result that matches their problem does more than a list of skills. HiringReach's guide to questions to ask the hiring manager covers the conversation itself.
Who to contact first
- You have a clear match and can name a result: apply, then send the hiring manager one short note. See how to contact a hiring manager.
- You want to know about timing, pay or whether the role is still open: ask the recruiter. HiringReach's guide to reaching out to a recruiter on LinkedIn has the messages.
- You already spoke to the recruiter: you can still write to the hiring manager. Mention the recruiter by name so it reads as part of the process, not a way around it.
- The company is small: there is often no recruiter. Write to the founder or team lead.
Worked example: one application, both people
An illustrative timeline for a candidate applying to an operations manager role at a 400 person company.
- Day 1. Apply through the portal. Find the likely hiring manager, the Director of Operations, and send a 4 sentence note naming 1 result: cut order errors by 30% at the last job.
- Day 3. The in-house recruiter books a 20 minute screen. Ask about the timeline and the pay range, and confirm the role reports to the Director of Operations.
- Day 10. Interview with the hiring manager. Ask what the first 90 days should produce.
- Day 16. No news after the 5 business days the recruiter gave. Follow up with the recruiter on process, and thank the hiring manager with one point from the interview.
Where HiringReach fits
HiringReach helps with the person who decides. You bring a role or a company. HiringReach suggests the likely hiring manager with its reasoning, and when an email or mobile is found it is triple-verified. You send one personal note from your own inbox, five a day, and the person page keeps your notes and the next follow-up. HiringReach is not a staffing agency or a recruiter and does not submit you to employers. A reveal that finds nothing is not charged. Pricing, from the HiringReach brand facts page: a 7-day Starter trial, card required, $0 today, then Starter at $49 a month, with billing starting at your first successful work email if that comes sooner. Starter includes 20 work emails a month and no mobile numbers; mobile reveals (10 a month) and AI conversation playbooks are on Pro at $99 a month.
Hiring manager vs recruiter: FAQ
Sources & methodology
- Role summary written by HiringReach from how hiring commonly works at companies with a recruiting team. Processes differ by company and size; the table is a general guide, not a description of any one employer.
- HiringReach product and pricing details from the HiringReach brand facts page.
Last updated: October 21, 2026. Related: HiringReach's hub on how to contact a hiring manager.