In short, no. In today’s competitive hiring landscape, transparency has become a core principle in attracting the right talent. Our MD, Ben, identified a gap in the market and created Thompson & Terry recruitment with our mission statement to be transparent, honest and ethical; 3 simple concepts that the world of recruitment typically isn’t.  

Something I learned very quickly after joining Thompson & Terry, was the phrase ‘the good, bad and ugly’ (if only I had a pound for every time Ben has said this!) Our goal isn’t to ‘sell’ a job to a candidate or ‘sell’ our services to a client. We focus on being honest from the very beginning to ensure that we aren’t just highlighting the position but also acknowledging if there are any challenges with the goal of achieving long-term alignment and ultimately, a successful hire. 

In 2025, 81.9% of the first CV we submitted to our clients got the job, compared to the national average of just 5%. This isn’t a direct result of just being ‘honest’, however, by being transparent with candidates, it ensures they really understand the role, company, culture, expectations, and ultimately, this allows us to find the very best talent for the job and on a long-term basis. Our goal isn’t to just fill a seat, as we know the biggest cost to recruitment is when it goes wrong. 

The Case for Transparency 

Being upfront about the realities of a role can help you filter for candidates who are genuinely a good fit. For example, if the role involves frequent travel, tight deadlines, or a high level of autonomy, sharing this early can prevent mismatched expectations. Candidates who move forward are more likely to be engaged, resilient, and aligned with the role’s demands. This approach can also build trust and enhance the attraction for a candidate to want to work for a company.  

We speak to a number of candidates each day who are in the market due to being ‘mis-sold’ their current position and the role not aligning to what they were told throughout the process. Which goes back to my previous point, not being honest about the role leads to misaligned expectations, which can damage relationships, often leaving the candidate to seek new employment. 

How Do We Achieve This? 

We follow a very thorough process and actively interview candidates as if we were the decision maker. We vow to only submit candidates to our clients that we would personally employ ourselves and by doing so, ensures we aren’t wasting neither the candidate or clients’ time. It is so important that we ensure the candidate is right for the job and thus follow a strict vetting process. During our interview with candidates, we are extremely informative which allows us to see if the candidate is the right fit, but this also allows the candidate to determine whether the role is right for them. 

Striking the Right Balance 

The goal should be to inform, not alarm. Share the role’s challenges, but pair them with the support, growth opportunities and resources available to navigate such challenges. For instance, rather than simply saying, “The workload will be intense,” instead try, “You’ll manage a fast-paced workload, but our team collaborates closely to ensure balance and support.” 

By presenting the “good, bad, and ugly” in a constructive and context-aware manner, you empower candidates to self-assess fit without scaring them off unnecessarily. The result? Better-aligned hires and improved retention.