FAQs
What is Recruitment as a Service (RaaS)?
Recruitment as a Service (RaaS) is an on-demand, flexible alternative to traditional Recruitment Process Outsourcing (RPO). It offers embedded recruiting support with predictable pricing, enabling companies to scale hiring without the unpredictability of per-hire fees.
How is RaaS different from traditional staffing or RPO?
Unlike traditional staffing agencies or fixed RPO models, RaaS provides flexible, scalable recruiting on demand—delivering predictable monthly pricing, faster ramp-up, and deeply embedded recruiter support.
What does "embedded recruiting" mean?
Embedded recruiting means our recruiters operate as part of your internal team. They use your company’s tools, systems, and branding—acting as a seamless extension of your in-house talent acquisition function.
What types of companies benefit most from RaaS?
RaaS is ideal for fast-growing startups, scale-ups, and enterprise organizations with ongoing or seasonal hiring needs. It’s especially valuable for companies in transformation or with evolving talent strategies.
Can RaaS support hiring during digital transformation?
Yes. We specialize in helping companies scale digital teams during transformation—providing recruiters with tech-sector expertise and access to specialized sourcing tools and networks.
What industries or tech sectors do you specialize in?
We have deep expertise in AI, SaaS, fintech (including blockchain), and private equity or venture capital-backed firms needing rapid, targeted hiring solutions.
What parts of the recruiting process do you handle?
We support the full recruiting lifecycle—from sourcing, screening, and interviewing to onboarding. Our model is flexible: we can own the entire process or augment specific stages based on your needs.
How do you handle hard-to-fill or niche tech roles?
We leverage 20+ years of industry experience and our multi-brand recruiting ecosystem to meet niche hiring needs. Our recruiters specialize in hard-to-fill technical roles and use advanced sourcing strategies.
How do you reduce time to hire or improve recruiting efficiency?
We help reduce time to hire by using high-performance sourcing tools, automation, and proven methods from SourceCon hackathon champions. Our predictable pricing also helps control total recruiting spend.
What recruiting KPIs do you track and report on?
Key metrics include quality of hire (based on performance and retention), candidate Net Promoter Score (NPS), and hiring manager satisfaction. Time to fill and cost per hire are tracked but not prioritized over long-term talent quality.
What does your onboarding process for new clients look like?
Client onboarding includes recruiter setup with company email and system access, alignment on hiring goals and KPIs, role calibration, and collaboration with hiring managers. We focus on fast ramp-up and seamless team integration.
How do you ensure a great candidate experience?
We provide a high-touch, “white glove” experience with proactive communication, fast feedback loops, and dedicated recruiter support. Ghosting is never acceptable—our structured candidate care process ensures every applicant is respected.