What Is an Employment Agency and How Does the Placement Process Work?

An employment agency is a business that matches candidates to jobs and is usually paid by the employer, not the job seeker. It differs from a job board (which only lists openings) and from an in-house recruiter (who works for one company). The process typically runs from intake and job order through screening, interview, offer, and placement. Whether you're hiring or job hunting, the key decisions are the same: which type of agency fits your need, who pays the fee, and what terms you're agreeing to.

Employment agency vs. recruiter vs. staffing firm vs. job board

These terms overlap in casual use, but they describe different relationships:

A single firm can wear several hats. Employment Atlanta, for example, describes itself as an "employment agency, Atlanta recruiter, staffing and permanent/temporary/contract personnel service" focused on Accounting and Finance professionals in metro Atlanta. That combination — agency, recruiter, and staffing — is common in specialized niches.

The main types of placement

Temporary / staffing

You're placed on an assignment for a set period, often paid by the agency, which bills the client. Useful when a company needs coverage or a project done without adding headcount.

Temp-to-hire

You start on a temporary basis with the understanding that the employer may convert you to permanent. This lets both sides evaluate fit before committing.

Direct hire (permanent placement)

The agency recruits and submits candidates for a permanent role. The employer pays a placement fee, usually triggered by the hire.

Contingency vs. retained search

• Contingency: The agency is paid only if its candidate is hired. Multiple agencies may work the same role. Employment Atlanta states it works "on a straight contingency basis, so if we can't find the proper candidate for your position, there is no fee."
• Retained: The employer pays a retainer up front, typically for senior or hard-to-fill roles, and usually works with one firm exclusively.

How the process typically works

1. Intake / job order. The employer gives the agency the role details — title, must-have skills, salary range, location, and timeline. The agency clarifies what "right" looks like before sourcing.
2. Sourcing and screening. The agency searches its database and network, then screens candidates for skills, experience, and fit. For accounting roles, that might mean verifying a CPA designation or specific software experience.
3. Submission. The agency sends a shortlist to the employer. This is where duplicate submissions become a risk (see pitfalls below).
4. Interview. The employer interviews; the agency coordinates scheduling and feedback.
5. Offer and placement. The employer extends an offer; the agency may help negotiate and handles the fee per the agreement.
6. Guarantee period. Many direct-hire agreements include a replacement guarantee if the hire leaves within a set window. Confirm the length in writing.

For candidates, the parallel track is: submit your resume, take a screening call, get submitted to the client, interview, and receive an offer. You should know which company your resume is going to before it's sent.

Who pays the fee

In the standard agency model, the employer pays. That's why a contingency agency can tell an employer there's no fee unless a placement happens. Candidates generally should not pay a placement fee for a direct-hire or temp role — if a firm asks you to pay to be placed, treat that as a warning sign and ask for the fee terms in writing.

Note that "no fee to the employer unless we place someone" is a statement about the employer's cost, not a guarantee about your pay rate, benefits, or assignment length. Ask separately about those.

What to prepare before signing with an agency

If you're a candidate:

• An updated resume tailored to your target roles (e.g., accounting, tax, audit, bookkeeping).
• Your salary range and whether you'll consider contract or temp-to-hire.
• A list of companies you've already applied to, to avoid duplicate submissions.
• Questions: Which clients will you submit me to? Will you tell me before each submission? Is there any exclusivity? Who pays the fee?

If you're an employer:

• A clear job description with must-haves vs. nice-to-haves.
• Salary band and timeline.
• Questions: Is this contingency or retained? What's the fee percentage? What's the guarantee period? Will you work the role exclusively or share it with other agencies?

Common pitfalls

• Duplicate submissions. If two agencies send your resume to the same employer, the fee dispute can stall or kill your candidacy. Keep a list and tell each agency where you've already applied.
• Exclusivity clauses. Some agreements prevent you from using other agencies or applying directly to certain companies for a period. Read the terms before signing.
• Unclear fee terms. Fee percentage, when it's triggered, and the guarantee period should all be in writing.
• Resume sent without your knowledge. Ask to approve each submission. A good agency will tell you the company name first.
• Assuming "free" means no strings. "No fee unless we place someone" describes the employer's cost structure; it doesn't tell you the pay rate, benefits, or contract length. Ask those separately.

A concrete example

Suppose an Atlanta company needs a senior tax accountant but doesn't want to pay unless the hire works out. It gives a contingency agency the job order. The agency screens candidates, verifies tax experience, and submits three. The company interviews two, hires one, and pays the agency a fee. If the hire leaves within the guarantee window, the agency typically replaces them at no additional fee. If the agency never finds a suitable candidate, the employer pays nothing — which is exactly the contingency arrangement Employment Atlanta describes.

Quick decision guide

• Need short-term coverage or a project done? Look for a staffing or temp agency.
• Want to try before committing to permanent? Ask about temp-to-hire.
• Hiring for a permanent role and want to pay only on success? A contingency agency fits.
• Filling a senior or confidential role and want dedicated search? Consider retained search.
• Just browsing openings? A job board may be enough; you don't need an agency.

The right choice depends on your timeline, budget, and how specialized the role is. For niche fields like accounting and finance in a specific metro area, a specialized agency often has a deeper candidate pool than a generalist — but always confirm the fee structure, submission process, and guarantee terms before you commit.