Where can you go for good career advice? There are many traditional sources, such as a trusted mentor, professional career counselor or best-selling career book. But will these sources fit your unique career goals in a rapidly changing business world, and can you trust their advice?

A better source may be the one employers often use when filling some of their most important job opportunities -- an executive recruiter.

Executive recruiters are specialists who find, evaluate and select talent for employers. Throughout the selection process, they evaluate a broad variety of candidates and career-success stories. They also counsel employers on the structure, benefits and presentation of their job opportunities so they'll attract quality candidates. This knowledge of the employer's perspective makes executive recruiters an invaluable source of career advice.

"Employers let us in on their company secrets -- what their staff strengths and weaknesses are, what type of candidates they'll consider for key positions, what they dislike about candidates," says Jim Vockley, a recruiter for Moffitt International, a construction-industry search firm based in Asheville, N.C. With this kind of information, it's easy to advise job seekers about their career direction, says Mr. Vockley.

In addition, recruiters are paid by employers, so they don't charge job seekers for their "inside information." Mr. Vockley says he often speaks to candidates who want to know about the environment of different firms and how to negotiate compensation.

Barry Tassin, a controller with a large general contractor in Rochester, Minn., knew he'd found a good career adviser in a construction-industry recruiter who discussed job openings that Mr. Tassin "could only dream about."

"I learned about the pay, responsibilities, benefits and shortcomings of several executive positions," says Mr. Tassin. "With this information I was able to set a specific career goal and [focus on] a specific job title."

Target search professionals who work on assignments for firms in your industry or functional area. For example, if you want to land a position as a senior vice president of sales for a national general-building contractor, locate a recruiter in the construction industry who works on executive-level assignments.

One of the best ways to identify an appropriate recruiter is by referral. Ask respected professionals within your target industry or professionals in human-resource departments and contacts at trade associations for recommendations.

You also may search the "Directory of Executive Recruiters 1999" (1999, Kennedy Information LLC) or "Executive Recruiters of North America," (1999, Hunt Scanlon Publishing Co.) to locate search professionals by industry or job function. Internet directories of executive recruiters, such as the Recruiters Online Network (www.recruitersonline.com), provide similar information.

There are two types of executive recruiters: retained and contingency. Both types of recruiters perform essentially the same service. However, their relationships with their client companies and fees differ. Retained and contingency fee recruiters each have certain advantages and disadvantages.

Retained executive recruiters are so named because client companies pay them a retainer fee upfront and throughout the search process to locate candidates. Typically, they're paid regardless of whether the position is filled.

Retained recruiters tend to work on senior-level searches exclusively and in close partnership with the employer. They usually can work on only a few search assignments at one time. They counsel employers throughout the search and require exclusivity and significant control over the hiring process. They may participate in all client interviews with candidates and all subsequent candidate discussions with the employer, including compensation negotiations, offers and settlements. Retained recruiters typically guarantee their candidates will remain on the job for a year or longer.

Contingency recruiters are paid only if an employer hires a candidate referred by their firm. Most but not all of these recruiters focus on mid-level positions. The relationship between contingency executive recruiters and their clients is usually less intense, with less personal contact and a lower level of mutual commitment. Contingency recruiters usually manage eight to 20 assignments at one time and generally guarantee a hire for 30 to 90 days. It's common for an employer to use several contingency executive recruiters on a single search while also trying to fill the position on its own.

Kent Arendt, a sales executive in New Orleans, tried in vain to reach executive recruiters by mailing resumes, calling and even visiting recruiters' offices during a recent job search. His breakthrough came when a friend referred him to a recruiter he had worked with.

"These people are incredibly busy, but once I was able to have a conversation, it was well worth the effort," says Mr. Arendt.

Due to the nature of their work, many search professionals enjoy advising executives on career advancement and related subjects. However, the volume of resumes and candidate solicitations that flood recruiters' offices prevents them from responding to every call.

In addition to Mr. Arendt's approach -- using the name of someone with whom the recruiter has a relationship -- there are other ways to reach a recruiter.

Try calling before or after working hours when receptionists and assistants can't screen your call. During work hours, you also can call the receptionist and ask for the recruiter's direct phone, car phone or beeper number.

You also might call to request advice from a search professional about a specific problem such as salary negotiation, interviewing or information about a prospective employer. An initial request that requires only a quick answer to a specific question might encourage the recruiter to take your call.

Mr. Tassin entered the radar map of executive recruiters by joining trade associations, writing articles for industry publications and offering lectures. "I made sure my accomplishments were well-publicized before [recruiters] began calling me," says Mr. Tassin.

If you're seeking a recruiter's advice, prepare your most important questions prior to your conversation, and keep them brief and focused. Be courteous when introducing yourself, and immediately state the purpose of your call, expecting no more than five to 15 minutes of the recruiter's time. Allow the search professional to do most of the talking -- 15 minutes of quality advice from the right person could be invaluable. Below are a few sample questions:

• Would you confidentially review my resume for an opportunity I'm considering?

• In your opinion, what are the top 10 growth firms in the construction industry?

• What are the common benefits and shortcomings of a senior vice president of sales position?

• What's the fastest route to becoming a senior vice president of sales from my current position?

• What route would you recommend for me to become a senior vice president of sales?

• What should a marketing director with 10 years' construction industry experience earn? How much should I be earning in my present role?

• What do you see as the most fulfilling executive position in the construction industry and why?

• What is the biggest mistake most executives make in a job interview?

• What is the biggest mistake most executives make when negotiating compensation with a potential employer?

Always send a thank-you letter after each meeting or conversation. In addition, you can show your gratitude by sharing valuable information about your industry, events, job leads, candidate leads and other relevant topics.

-- Mr. Hornberger is president of Hornberger Management Co., a Wilmington, Del.-based search firm specializing in finding executives and board members for the construction industry.