Can you think of a more universal goal among corporate recruiters than to be recognized as a strategic recruiter? Where being classified as strategic means having a longer-term impact on corporate strategic business goals by going beyond simply meeting your monthly recruiting targets? Although there’s nothing wrong with being a tactical recruiter, being recognized as a strategic recruiter means that you have excelled as a professional and that you are making a significantly larger contribution to your team and firm. Reaching this status is in my experience something that less than 20 percent of all corporate recruiters actually achieve. So, if you want to move beyond simply “calling yourself a strategic recruiter” the following is a list of measurable benchmarks that you and others can use to assess how close you are to this prized status.