The future of business development in recruitment: What comes next?

Recruitment business development is at a crossroads. 63% of agencies plan to increase investment in BD this year, but only 5% are happy with their current strategy. As markets shift, tech evolves, and client expectations grow, agencies must rethink how they approach growth. The future of BD will look very different to the past. JobAdder explains.

Here are three trends shaping what’s next:

1. Tech will empower, not replace, human connection

Digital tools like CRMs, automation, and AI are making BD faster and smarter. But surprisingly, phone calls remain the most effective BD tool, with 41% of recruiters rating them #1, nearly double the effectiveness of LinkedIn (21%).

It’s not either/or. The most successful agencies combine automation with real conversations. They work smarter and stay personal.

2. Gaps in BD strategy will separate leaders from the rest

JobAdder’s Benchmarking Report shows while BD investment is high, clarity is lacking. When asked how they shape their BD strategy, 30% simply said, “investment in BD,” while far fewer cited structured approaches like tech adoption (23%) or market expansion (23%).

This signals a growing divide Leading agencies are building thoughtful, adaptive strategies. Others are spending without a plan. To stay ahead, define your BD approach around:

• Clear market positioning

• Specific growth channels

• Data-backed tactics (not just “do more BD”).

3. Candidate intelligence will become your competitive edge

Candidates are more than placements, they’re a powerful source of BD insight. By asking the right questions during interviews, recruiters can uncover:

• Who’s hiring (and struggling)

• Which companies are attracting or losing talent

• Roles that are in high demand

In a market where 51% of agencies measure success by placements, upstream insight helps you get ahead of the brief, and ahead of your competitors.

Tap into what’s next

The future of BD will belong to agencies that:

• Blend tech with human touch

• Build clear strategies

• Use candidate insights as opportunity drivers