When you’re a hiring manager, the first thought that pops into your head when you consider using a recruiter is, “Can’t we do this internally?” It feels almost like an instinctual response. And hey, I get it. You’ve got an HR team, you’ve done this before, and there’s always that voice saying, “Why pay someone else when we have people who can handle this?” Hiring manager hesitation is a common challenge when deciding whether to use a recruiter for talent acquisition.

But here’s the thing—sometimes, handling it internally isn’t the best option. In fact, it might be why that position has been open for weeks (or months). Let’s break it down and tackle this hesitation, so you know if sticking to your internal team is actually the right call or if it’s holding you back from getting the right talent on board.

The “Do-It-Yourself” Mentality

There’s something powerful about being able to say, “We did this ourselves.” It gives you ownership, control, and the sense that your team is capable. But sometimes, DIY means doing it all—and still not getting it done right. Let’s be honest: hiring takes a lot of work, from sourcing to interviewing to negotiating. And unless your HR team has the bandwidth, expertise, and time, the process can drag.

In fact, I’ve seen this scenario play out too many times: the internal team is swamped with other tasks, and hiring gets pushed to the bottom of the priority list. So, that “We can do it ourselves” approach? It leads to the same result—empty desk, frustrated teams, and growing pressure.

Why Internal Doesn’t Always Mean Efficient

Here’s a hard truth: recruiting isn’t just about posting a job and waiting for resumes to pour in. If it were that easy, positions wouldn’t stay open for weeks. What many hiring managers don’t realize is that recruitment requires specialized skills—knowing where to look, how to approach passive candidates, and how to dig deeper during interviews to find out if someone is genuinely the right fit for the role.

And let’s talk about time—your HR team is juggling a million things. They’re managing employee relations, handling payroll, and supporting managers across departments. Adding “find the perfect candidate” to their plate? It’s a recipe for burnout or, worse, rushed hiring decisions that lead to turnover (and we all know how expensive that is).

The Costs You’re Not Seeing

So, you think paying a recruiter is expensive? Think about the cost of keeping that role open. Every day without that hire is a day of lost productivity, a day where your team is stretched thin, and a day where things don’t move forward. Not to mention the impact it has on your bottom line. Projects slow down, team morale dips, and you find yourself in that cycle of “We’ll get to it next week”—but next week never seems to come.

And here’s the kicker: when you finally decide to rush the process and make a hire, it’s usually not the best fit. You might fill the role, but is it filled with the right person? That’s when the real costs start adding up—turnover, training, and going through the hiring process all over again.

Is It Really a Cost, or Is It an Investment?

The thing about recruiters is that we aren’t here to replace your HR team. We’re here to supplement, to add expertise, and to give you back your time. Think of it this way—hiring the right person quickly and efficiently is an investment in your business. A recruiter can do the legwork, leverage networks, and tap into talent pools your HR team doesn’t have time to access.

Imagine what would happen if that role were filled within a couple of weeks, not months. Imagine the relief for your team and the progress that could be made with the right person in the chair. When you put it in perspective, the cost of using a recruiter is often less than the cost of going it alone and struggling through months of delays.

The Takeaway: Don’t Let DIY Hurt Your Team’s Progress

It’s natural to think, “We’ve got this; we don’t need outside help.” But sometimes, taking a step back and evaluating whether that mindset is serving your team—or holding you back—is the real power move. You’re not losing control by bringing in a recruiter; you’re taking control of the timeline, the quality, and the results.

So, the next time you find yourself saying, “Can’t we do this internally?”—ask yourself, “Is doing it internally actually working?” Because if it’s not, it might be time to bring in someone who can get it done, so your team can get back to what they do best.