01
Permanent / Direct Hire
We source, qualify, and present finalists. You hire onto your payroll. Best for replacing in-house recruiting capacity at speed.
Engagement Models
Eight ways to engage. Pick the one that fits the work.
Each engagement type is structured against a different combination of duration, ownership, and risk. Most clients use two or three across their lifecycle.
The eight types
Same operators, different contract shape.
02
Contract
Contingent talent placed on our payroll or yours. W-2, 1099, PAYE, or limited-company structures per market. Best for project ramp-up, seasonal spikes, and capacity flexing.
03
Contract-to-Hire
Contract first, conversion to permanent at month three to six. Best when you need the role filled now and the budget cycle has not landed.
04
Project / Statement of Work
Deliverable-based engagement against a defined scope. We own the outcome, the team, the timeline, and the risk. Best for bounded transformation work.
05
Embedded RPO
Our recruiters sit inside your team for three to twelve months, working your stack, your ATS, your hiring managers. Best for sustained hiring volume above one hundred annual hires.
06
Managed Service
We run the function end to end against agreed SLAs. Best for contingent workforce management, back-office operations, and recurring compliance work.
07
Interim / Fractional
Senior leaders on three to twelve month contracts, full or fractional. Best for filling a CHRO, CFO, or VP-level gap during a transition.
08
Fully Outsourced Team
A dedicated team operates from our delivery centers as an extension of yours. Best for healthcare back-office, customer support, and global support coverage.
Not sure which model fits?
Tell us the work and the constraints. We will recommend the model and explain the trade-offs honestly.