5 min read
myHR Partner Team
Jul 15, 2025
Hiring for Success: myHR Partner’s Tailored Approach vs. Traditional Outsourced Hiring Agencies
myHR Partner Team
Jul 15, 2025
When it comes to building your team, the difference between simply filling a position and finding a potential long-term employee who aligns with your company’s culture and goals is significant. That’s why understanding how myHR Partner’s hiring approach compares to that of traditional outsourced hiring agencies is crucial when choosing the right hiring partner for your organization.
At myHR Partner, we act as an extension of your company, with your best interests at heart. Our hiring team, consisting of many team members with HR education, takes the time to deeply understand your business and culture so we can identify candidates who are not only qualified, but who will thrive within your organization.
Unlike traditional outsourced hiring agencies, we don’t earn commission or charge placement fees. Instead, we’re compensated solely for our time—time that’s invested in finding the best long-term hires for your team.
Below, you’ll find a detailed comparison to help you decide which approach best supports your hiring goals.
Outsourcing Hiring to myHR Partner versus Traditional Outsourced Hiring Services (ex. staffing services, recruiters)
| Aspect | myHR Partner's Hiring Process | Traditional Outsourced Hiring Process | The Impact of the myHR Partner Approach |
|---|---|---|---|
| Hiring Approach | Act as a key part of the client's leadership team, focusing on hires that will be successful and support the company's long-term goals | Focuses on filling roles quickly by matching resumes to job duties - often with less attention to long-term success | Prioritizing candidates that will make an impact, be a strong fit for the position, and strengthen the organization sets the new hire and your organization up for success |
| Client Onboarding | Conducts a comprehensive 'client profile' process with leadership to deeply understand culture, business goals, and unique needs | Collects basic requirements; limited time or interest in learning about the business or their needs | This foundation setting process ensures every candidate is evaluated against your specific business context, not generic criteria |
| Kick-Off Process | Conducts in-depth 'job profile' sessions to define role challenges, goals, required skills, and success measurements- focusing on not only who can do the job but who can thrive and add to the organization | Brief intage calls focused narrowly on day-to-day job duties and minimum requirements | A strategic kick-off ensures the hiring process is successful in identifying candidates wtih the skills and traits needed to create long-term organizational impact |
| Job Ads | Creates compelling, differentiated job ads customized for each role, including strategic messaging, appropriate tone that matches client's voice, relevant perks, and platform-specific strategies | Most pull from a pool of candidates rather than run job ads. When job ads are run they are often repurposed, basic job descriptions with minimal differentiation and general language that emphasizes requirements over opportunity | Strategic job ads attract motivated, aligned candidates while effectively repelling and filtering out poor matches - saving time and improving effectiveness |
| Branding and Sourcing Strategy | Builds custom sourcing plans and posts jobs directly under your company's brand, or can use ours, on platforms enhancing your employer reputation and reach | Often posts under their own brand, withholding the client's name to directly manage the process and protect commission | Showcasing your authentic brand builds trust and attracts quality talent who are specifically interested in your organization |
| Candidate Sourcing | Proactively searches for each particular role across multiple platforms, professional networks, and industry specific channels- not recycling existing resumes in a database | Constantly sources candidates for frequently open, generic positions- creating a candidate database that is their primary source of talent for all jobs | Our comprehensive sourcing strategy uncovers and brings in fresh, high-quality candidates |
| Candidate Screening | Conducts thorough screening against pre-determined criteria, taking into consideration transferable skills, tenure, and other key factors | May include basic screening and resume review, but often lacks in-depth evaluation | A thorough, rigorous process eliminates wasted interview time and identifies strong candidates with both skills and cultural alignment without letting any slip through the cracks. May even offer candidates that could be a fit in other areas of your organization. |
| Interviewing | Facilitates custom-created, structured interviews using our proprietary approach; can also utilize video screening, conduct reference checks, and facilitate testing as needed | Typically conducts brief interviews with basic questions | Structured interviewing reduces hiring risk, saves the hiring manager time, and enhances quality. Custom interview questions created for each role aids in finding successful, long-term hires |
| Candidate Coaching | Does not coach candidates to look better than they are; instead, flags potential concerns for both client and candidate, and encourages open dialogue to ensure alignment | Often coaches candidates heavily to present the most polished version of themselves, sometimes masking potential red flags | Encouraging honest, transparent conversations helps both sides assess true fit, leading to better long-term outcomes and avoiding surprises post-hire |
| Selection Process | Presents a 'FullView' report on thoroughly vetted, qualified candidates with clear pros/cons analysis, insights, and a strategic recommendation tied to your business needs, goals, culture, etc. | Submits multiple candidates with minimal context beyond resume highlights; volume-focused approach | A selective, quality-focused process results in better hiring decisions and stronger employee retention, ultimately supporting the hiring manager |
| Offer and Negotiation | Provides detailed guidance to the client on offer strategy, extends personalized verbal offers before written offers are sent, shares full offer details, and addresses candidate questions in real-time to gauge interest and prevent surprises | Some give support through the offer stage, but level of involvement varies; in some cases offers may be shared with limited context or personal touch | Professional, experienced salary negotiations help secure top talent while maintaining budget efficiency and strengthening relationships |
| Hiring Manager Engagement | Maintains strong engagement between both the hiring manager and candidates; provides regular, frequent updates based on hiring manager preference, offers strategic guidance, and acts as an extension of your team | Typically, provides limited updates focused on candidate status to the hiring manager; less involved in ongoing collaboration or strategic hiring input | Ongoing engagement ensures alignment, transparency, and a smoother, more informed hiring process that supports better outcomes |
| Pricing Structure | Transparent pay-as-you-go model based on effort/time - not per hire; cost-effective in particular for hiring multiple candidates for a single position | Often charges 25-30% of each hire's annual salary, regardless of effort involved | Our model focuses on quality and can often be more cost-effective and scalable- especially when filling a single position with multiple hires |
| Ongoing Support |
Offers continued partnership throughout the entire hiring lifecycle, even extending to onboarding and other HR services, should the client desire |
Generally, involvement ends after placement and commission payment | Our approach builds a strategic workforce and a long-term relationship that helps companies scale strategically |
When to Choose Each Option
Now that you’ve learned the core differences in myHR Partner’s approach to hiring versus traditional outsourced hiring agencies, here’s a quick guide to help you determine which approach best aligns with your business goals and needs.
| Consideration | Question to Ask Yourself |
Better Fit: myHR Partner or Traditional Outsourced Hiring Agencies? |
|---|---|---|
| 1 | Do you want a customized, strategic hiring process tailored to your culture and goals? | myHR Partner |
| 2 | Do you need help hiring multiple people for single positions efficiently while keeping cost in mind? | myHR Partner (also effective for one-off hires) |
| 3 | Are you looking to fill a position within a week or two? | Traditional outsourced hiring agencies |
| 4 | Do you want candidates thoroughly vetted for cultural fit? |
myHR Partner |
| 5 | Are you looking to quickly fill short-term or temporary positions? | Traditional outsourced hiring agencies |
| 6 | Is it important to showcase your employer brand throughout the hiring process? | myHR Partner |
| 7 | Do you prefer a partner who understands HR beyond just hiring? |
myHR Partner |
| 8 | Do you want a partner to manage the entire hiring process—not just sourcing? | myHR Partner |
| 9 | Do you prefer a hiring partner that is communicative with candidates and hiring managers throughout the process? | myHR Partner |
Partner with a Team That Understands How People Can Elevate Businesses
At myHR Partner, we do more than fill open roles—we help you build a stronger organization. With deep HR knowledge, a strategic hiring approach, and a commitment to long-term success, we become an extension of your team. Whether you're hiring one person or growing a department, we’re here to help you hire well—and hire right— to elevate your business. Ready to find the right fit for your team? Request a consultation to get started.
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