FAQs
What is Recruitment as a Service (RaaS)?
Recruitment as a Service (RaaS) is a flexible, on-demand model designed for organizations that need more than transactional recruiting. Instead of one-size-fits-all RPO, RaaS embeds specialized recruiters into your team, combining technical expertise with predictable pricing to deliver talent competitors can’t reach.
How is RaaS different from traditional staffing or RPO?
Staffing firms and RPOs focus on volume and process. RaaS is different - it’s about precision and impact. We provide senior recruiters who understand niche markets, integrate into your workflows, and act as strategic advisors, not just resume screeners.
What does "embedded recruiting" mean?
Embedded recruiting means our recruiters operate as an extension of your talent team, but with specialized knowledge of technical markets. They use your systems and branding while bringing the insight, sourcing depth, and credibility needed to win over top-tier engineers and technical talent.
What types of companies benefit most from RaaS?
RaaS is built for fast-growing startups, scale-ups, and enterprises where technical talent is mission-critical. It’s especially powerful for companies going through digital transformation, launching new product lines, or competing in aggressive talent markets.
Can RaaS support hiring during digital transformation?
Yes. We partner with organizations modernizing their tech stacks, building AI or SaaS products, or scaling engineering teams. Our recruiters bring deep market knowledge and networks to secure the specialized talent needed for transformation.
What industries or tech sectors do you specialize in?
We have strong track records in AI, SaaS, fintech (including blockchain), and private equity or venture-backed companies. Our recruiters are industry insiders with the experience to identify, approach, and close candidates in highly competitive talent pools.
What parts of the recruiting process do you handle?
We cover the end-to-end search but our real strength is consultative recruiting. Beyond sourcing and screening, we calibrate roles with hiring managers, advise on market-driven compensation, and help teams define what “great” looks like for specialized hires.
How do you handle hard-to-fill or niche tech roles?
This is where we thrive. With 20+ years in technical recruiting and a multi-brand network, we have the reach and expertise to deliver candidates competitors can’t. We rely on relationships, sourcing depth, and credibility in the technical community—not just job boards or automation.
How do you reduce time to hire or improve recruiting efficiency?
We don’t just move fast, we move smart. By combining advanced sourcing strategies with deep domain expertise, we quickly surface qualified candidates who stick. The result: better hires, faster ramp-ups, and stronger retention.
What recruiting KPIs do you track and report on?
We measure what matters most for technical teams: quality of hire, retention, and hiring manager satisfaction. We also track candidate experience (via NPS) and post-hire team impact, ensuring every placement moves the business forward.
What does your onboarding process for new clients look like?
Our onboarding goes beyond logistics. We embed quickly by learning your technical environment, aligning on role requirements, and advising on the talent market. Within days, we’re calibrated with your hiring managers and delivering candidates that fit.
How do you ensure a great candidate experience?
For specialized technical hires, candidate experience is also about employer brand and opportunity fit. We engage candidates as advisors, positioning your company effectively, keeping communication transparent, and building trust throughout the process. Our goal is not just to fill roles, but to help you win top-tier talent who are excited to join.