| Pricing Model |
Pricing is based on time spent hiring, not placement fees or commissions. Client can hire unlimited candidates without incurring costs per hire.
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Commission is calculated and paid based on the salary of the position being filled, and is per hire. As a result, recruiters are motivated to make placements, not necessarily find the best hires.
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Often temp-to-hire hourly rates or set rates for each placement. Staffing services are incentivized to fill roles quickly, prioritizing speed over fit.
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| Extent of involvement |
Provides full-service hiring process and can fully own and handle all end-to-end hiring tasks.
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Don't take full ownership of all hiring tasks.
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Don't handle many aspects of the hiring process.
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| Applicant Tracking System (ATS) |
Provides access to our ATS, or we can use our clients' ATS.
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Provide no access to an ATS.
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Provide no access to an ATS.
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| Approach |
Hiring is a key part of the larger HR ecosystem, focusing on hires that will be successful and fill the company's needs.
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Often focusing on filling roles in specific industries and/or executive-level positions.
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Volume of candidates and speed to placement.
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| Strategy |
Leverages a proprietary framework tailored to each client in order to develop a customized hiring strategy, taking into consideration each business' culture, goals, skill needs, diversity goals, and more.
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May weave company culture and other nuances of the business into the search, but scales tilt towards making a placement fast.
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Plug-and-play hiring based on high-level understanding of the job need.
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| Focus on Company Culture |
Yes
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Somewhat
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No
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| Recruitment Style |
Attract and source talent specifically for each role that needs to be filled. No use of databases.
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Maintain industry/role-specific databases of relevant talent.
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Source through internal databases designed for speed and volume.
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| A Focus on Continuous Improvement |
Yes
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No
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No
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| Use of Modern, Cutting-Edge Technology |
Yes
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Sometimes
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No
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| Interviewing Style |
Customized interview questions for each role. Multi-tiered interviews leveraging our proprietary Fullview interview.
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May conduct initial, high level interviews with candidates, or not interview them at all.
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May confuct fast, high level interviews with candidates, or not interview them at all.
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| Candidate Presenting |
Only pass along vetted, interested candidates that have been interviewed and thus far proven to be a strong fit for the company and position.
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Focus is on placement, so candidates presented may not be fully vetted and resumes may be adjusted.
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Limited effort is made to find the best candidate outside of their existing pool of candidates.
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| Candidate Coaching |
Present candidates as-is, no tweaking of resumes, coaching candidates, or interview prep.
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Some may edit resumes and coach candidates to prepare for interviews.
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Rarely coach candidates, as they've had minimal communication with them.
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| Scales Hiring Efforts Up and Down as Needed |
Yes
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Yes
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Yes
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| Candidate Opinion |
Appealing to job candidates- their best interests are front and center.
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Some job candidates prefer not to work with recruiters.
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Many candidates won't apply to staffing companies.
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| Employee Onboarding Services Offered |
Yes
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No
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No
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