Dear Joyce: A recruiter connected me with a job, that, after three months, I'm looking to walk away from. How can I maintain a continued positive relationship with the recruiter? And is that important? -- J.W.

Dear J.W.: You can never have too many recruiter friends. Before pushing the eject button, give your third-party (outside) recruiter a chance to intervene. Call to explain the problem and see where directness takes you. The recruiter may be able to solve your problem, and all's well that continues well.

He or she is unlikely to tell your boss that you're a disappointment who should be escorted out of the building because the recruiter's eye for talent and livelihood is involved. Understand that most outside recruiters get paid for performance. Their money comes from an employer only when you go on the payroll. Usually there's a guarantee period, which may last up to three months. If you depart prior to the designated period, the recruiter is not paid or has to return the fee for your placement.

Even if the recruiter is on a retainer basis -- paid regularly whether a job connection is made or not -- too many quick quits cast doubt on the judgment of the recruiter, who then may lose the account.

So you see that recruiters have plenty of reason to solve your problems. But they also have ample motivation to encourage you to participate in what they euphemistically call "resignation planning.'' In short, recruiters will want you to stay put until they can work things around to their favor -- perhaps finding a replacement for you, running out the clock on the guarantee period or persuading the client that they are blameless.

Even from your viewpoint, resignation planning can be a wise move if the recruiter is well-connected in your field and has a good chance of quickly moving you to a new position.

Another reason you might cooperate in resignation planning is that you're grateful and hope to continue a mutually productive professional relationship. Perhaps the recruiter really went out of the way to help you find what was thought to be a good job -- but, hey, what in life works out every time?

On the other side of the argument, some situations arise in which it's better to cut your losses. If you have reason to suspect you may be fired, your best strategy may be an early resignation. Then you explain to potential employers that the job did not develop as you had expected. Be brief -- avoid detailing the situation. A few examples: