Four hiring models — pick the right one first
A vacancy can be filled by search, by dispatch, by RPO or by outsourcing — and the cost structure, employer liability and speed are nothing alike. This page sorts them out.
What we do
Permanent Placement
For key roles, leadership hires and scarce specialists. Success-based fee with a replacement guarantee.
- Direct approach to passive candidates, not just inbound applications
- Consultant-led interviews with a written risk assessment
- Offer negotiation and counter-offer management
Contract & Temporary Staffing
For projects, peak seasons, parental cover and headcount freezes. Employer duties and payroll sit with us.
- We are the employer of record for insurance and payroll
- Headcount flexes with the project
- Conversion to permanent can be agreed up front
Volume Hiring & RPO
For new lines, new sites, seasonal intakes — or handing over the hiring process end to end.
- Project-based or an embedded long-term team
- Group assessment days and onboarding handled together
- Weekly reporting on progress and fill rate
Payroll & Statutory Outsourcing
For companies without dedicated HR, or those moving repetitive admin and compliance risk off their plate.
- Payroll runs, overtime and leave deductions
- Labour and health insurance, pension and supplementary premium filings
- Payslip delivery and annual withholding statements
How the four compare
When in doubt, start from where you want employer liability to sit. That question usually settles it.
| Permanent | Contract | Volume / RPO | Payroll | |
|---|---|---|---|---|
| Best for | Key, leadership and scarce specialist roles | Projects, peaks, cover roles | Many similar roles at once | You have the people; the admin is the problem |
| Who employs | You — the hire joins your payroll | Us, as the dispatching employer | You | You — we administer only |
| Pricing | Success fee, a share of the hire's salary | Monthly or per head | Project fee or monthly retainer | Monthly, by headcount and scope |
| Speed | Weeks to months, depending on scarcity | Fastest — short-term cover | Batched and run in parallel | Live from the month after handover |
| Guarantee / flexibility | Free replacement within the guarantee | Headcount flexes with demand | Adjusted by contract if fill targets are missed | Scope can expand in stages |
What we typically report back
- "This band sits roughly 15% below market, so you are only attracting candidates without strong motivation to move."
- "Three interview rounds took six weeks; the first two candidates accepted elsewhere in week five."
- "The same work carries three different titles here, so candidates cannot see a career path."
Every service comes with the consulting view attached
Whatever we see while running your search — pay bands drifting from market, an interview process so long candidates drop out, grading so unclear that offers are hard to defend — we report back rather than quietly working around it. It is why many clients end up handing us the consulting work too.