When "The Client is Always Right" Isn't Always Right: Navigating Tough Decisions as an Executive Recruiter

Carol Metzner • October 22, 2025

Last night, I had an unsettling phone call with a client. It pushed me to assess whether "the client is always right." Here is what I came up with:

In executive recruitment, "the client is always right" is a guiding principle. After all, clients trust us to understand their needs, align with their vision, and deliver top-tier talent. But what happens when that principle collides with another: the duty to place candidates into environments where they can thrive?

Every recruiter has that moment of realization—a client may seek a professional, but their leadership style, company culture, or expectations send up red flags. Perhaps their demands are unrealistic, or their treatment of candidates raises ethical concerns. These situations challenge recruiters to balance two critical priorities: maintaining client relationships and protecting candidates from potentially detrimental placements.

As recruiters, we’re not just matchmakers but stewards of careers and livelihoods. Candidates trust us to help them take the next step in their professional journey. If a client demonstrates behaviors or values that could lead to a toxic environment, we must assess and address the situation with integrity.

This doesn’t mean severing ties with challenging clients immediately. Open communication is key—have a candid conversation to understand their expectations and share your observations. Sometimes, clients are unaware of how their actions or words come across and are willing to adjust. However, if it becomes clear that their approach contradicts your commitment to ethical placements, it may be time to reconsider the partnership.

Ultimately, I have decided that "the client is always right" has its limits. As an executive recruiter, my reputation hinges on filling roles and making placements that benefit both sides. Walking away from a mismatched client might feel like a loss in the short term, but in the long run, it reinforces my integrity and ensures the candidates I work with continue to see me as an ally in their careers.

After all, my genuine client is the principle of finding the right fit—for everyone involved.

What are your thoughts?

#civilengineeringexecutivesearch #architectureexecutivesearch #executivesearch #AEP #ethics #recruiterinsights

The Metzner Group Blog

Strategic Career Choices: Beyond the Bottom Line

By Carol Metzner • October 22, 2025
Many of us understand the significance of both short-term gains and long-term investments. When evaluating a new opportunity, the financial package plays a critical role—it reflects the value of your expertise and supports your aspirations, both today and in the future. However, compensation should not be the only compass. A truly strategic decision considers how the role aligns with your vision, challenges your abilities, and fuels your capacity to lead with impact. The right opportunity integrates financial reward with culture and mission that drive fulfillment, growth, and purpose. One should not accept an offer solely based on money, nor should one reject an offer solely because of financial reasons. Leadership is about balancing head and heart, value and vision. Let’s prioritize decisions that secure not just wealth but meaning. What principles guide your career decisions? #Architecture #CivilEngineering #ExecutiveSearch #Recruiter #AE #RecruiterInsights

Sense of Urgency in Recruiting

By Carol Metzner • October 22, 2025
The recruitment landscape demands a swift approach in today's dynamic business world. Urgency in hiring is not about rushing through the process but recognizing the need for efficient and timely recruitment practices. Why Urgency Matters: - Competitive Advantage: Securing top talent swiftly prevents losing them to competitors who are also vying for their skills. - Sustaining Efficiency: Swift recruitment prevents productivity dips and overburdening existing staff, ensuring projects progress seamlessly. - Enhancing Reputation: A well-managed and prompt hiring process reflects positively on the company, boosting its image and attractiveness to potential hires. Maintaining Balance: While speed is crucial, it should never compromise on finding the right fit for the role. Clear criteria and structured interviews facilitate quick yet well-informed decisions, upholding quality standards while expediting the hiring process. Effective Strategies: - Establish Clear Timelines: Define and stick to timelines for each recruitment stage. - Preparation Is Key: Have job descriptions, interview questions, and evaluation criteria ready beforehand to streamline the process. As an executive recruiter, my focus is on aiding clients in securing top talent. Diligence in interviews is vital; a sluggish or haphazard approach can impede progress. Stay prepared, maintain momentum, outshine the competition, and secure the best candidates for your team. #Recruitment #TalentAcquisition #CivilEngineering #Architecture #ExecutiveSearch #AE #RecruiterInsights