Recruiting-as-a-Service (RaaS) · also known as RPOYour hiring engine, on a flat rate.
A dedicated hiring partner embedded with your team, on a flat monthly rate that scales with your role mix. Most recruiting resets with every new role — ours doesn’t. And it never resigns.
When hiring becomes operationally heavy.
Hiring one role is manageable. Hiring continuously across teams is a different problem. Costs stack. Pressure compounds. Before long, recruiting isn’t something your team does alongside everything else — it’s all they do.
Multiple open roles across departments with no clear owner.
Agency fees stacking quarter after quarter with inconsistent results.
Internal HR stretched across sourcing, screening, and coordination.
Leadership asking for hiring forecasts nobody can confidently give.
More than a recruiter. A full hiring operation.
This isn’t a recruiter on call. It’s a hiring function that runs alongside your team.
Dedicated recruiting partner
One person who learns your roles, your culture, and your bar — and never makes you explain them twice.
Hiring roadmap
Quarterly plans built around where your business is headed, not just the reqs open today.
Continuous sourcing
Strong candidates already in motion before you open the role. You never start from zero.
Pipeline development
For the roles you hire again and again, a bench that’s already warm.
Reporting and insight
Clear updates on what’s moving, what’s stuck, and what leadership wants to know before they ask.
Market calibration
A real-time read on what roles actually pay and how to position them, so you attract the right people instead of guessing.
Plan. Build. Run.
A predictable system designed to help you hire faster, reduce costs, and stay aligned with your growth.
Plan
We get inside your business: roles, priorities, team context, and what good actually looks like for you.
Build
We build the pipeline: active sourcing, candidate engagement, and a hiring roadmap tied to your quarter.
Run
We run the process: screening, coordination, hiring-manager alignment, and regular updates so nothing falls through.
Find the right level of support for your team.
Up to 5 net new roles a month on every tier. Tiers scale by role scope — tap What’s covered to see exactly what each one includes.
Standard roles, IC through director.
Individual contributors, managers, and directors across all six practices — sales and marketing, finance and HR, operations, product and design, merchandising.
VP and above (Gold), and AI / scientific / engineering or international search (Platinum).
Up to 5 net-new openings a month included — that’s $3,000 per role at $15k/mo. A 6th in-tier opening in a month is $4,500; roles outside this tier’s scope run as discounted contingent searches at 5% of base.
Two account executives, a controller, a product designer, and a merchandise planner.
Best for: teams hiring standard professional and operational roles.
Start with SilverStandard roles plus VP and above.
Everything in Silver, plus VP, SVP, and C-suite searches — run with executive-search discretion, confidential when they need to be.
AI / scientific / engineering and international search (Platinum).
Up to 5 net-new openings a month included — that’s $5,000 per role at $25k/mo, VP and C-suite searches included. A 6th in-tier opening in a month is $7,500; roles outside this tier’s scope run as discounted contingent searches at 5% of base.
A VP of Sales, a Director of FP&A, a controller, a marketing manager, and an HR business partner.
Best for: teams hiring leadership and executive roles as well.
Start with GoldAdds international search, plus AI, scientific, and engineering.
Everything in Gold, plus AI and machine learning, data science, robotics, embedded and hardware engineering, software engineering, and scientific roles — and international search across the US, EU, and APAC.
Teams standing up AI, data, or engineering capabilities, or hiring across more than one country.
Up to 5 net-new openings a month included — that’s $7,000 per role at $35k/mo, across every role type and geography. A 6th opening in a month is $10,500.
An ML engineer, an MLOps lead, a firmware engineer in the EU, a VP of Product, and a program manager.
Best for: teams hiring specialized AI, scientific, and engineering talent alongside everything else.
Start with PlatinumHigher volume, or a role mix the tiers don’t quite fit. Scoped around you.
More than 5 net-new openings a month, a hiring surge or new-site opening, multiple regions or business units, PE portfolio companies, or a dedicated team of recruiters embedded with yours.
We size the team and the monthly rate to your volume and role mix, with the same flat-rate model — no per-hire fees. Roles outside the agreed scope run as discounted contingent searches at 5% of base.
Best for: teams hiring at scale across functions, geographies, or portfolio companies.
Let’s talkA point of contact embedded in your team
Sourcing tools, screening, and reporting included
Up to 5 net new roles a month
How the math works: every tier includes up to 5 net-new openings a month — $3,000 per role on Silver, $5,000 on Gold, $7,000 on Platinum. Need a 6th opening in a month? In-tier, it’s the per-role amount plus half — $4,500, $7,500, or $10,500. A role outside your tier’s scope runs as a discounted contingent search at 5% of base (versus our standard 10%).
The mathWhat a year of hiring really costs.
Pick the tier that matches your role mix above, then move the sliders to your numbers. We compare RaaS against a traditional agency and building the function in-house — all-in, for one year.
Hard costs only — fees, salaries, tools, and ramp. Not counted: the cost of seats sitting empty, manager interview hours, or re-filling hires that don’t stick (covered by our 90-day guarantee on contingent placements). “Your team today” is your in-house recruiters, sized to the share they fill, plus agency fees on the rest. RaaS scales in seats: each dedicated recruiter covers up to 60 net-new openings a year; in-tier openings beyond your seats (for example 61–119 on one seat) cost the per-role amount plus half — $4,500, $7,500, or $10,500; 120 is two seats. Roles outside your tier’s scope run as discounted contingent searches at 5% of base. Illustrative — your numbers will differ.
Sound familiar?
If any of these is your team, this is exactly what RaaS was built for.
Hiring everywhere at once
“Open roles in every department and no clean way to run it all.”
We become the owner you’re missing — one point of contact keeping every search moving.
Hiring across the map
“Offices in different regions, and we start from scratch every time.”
We hold the same bar in every location, so quality doesn’t slip as the map gets bigger.
Same roles, on repeat
“We fill the same roles constantly. We need a pipeline, not a scramble.”
We keep a warm bench for your recurring roles, so the next opening starts halfway done.
Done paying per hire
“We’re spending too much on agencies and getting too little back.”
Predictable monthly pricing replaces per-hire fees, with someone who actually knows your business.
Suddenly down a recruiter
“Our recruiter left, and hiring can’t wait for a backfill.”
We step in fast and keep hiring moving while you regroup — no months-long gap.
The roles nobody can fill
“We keep striking out on the specialized hires we need most.”
We bring senior judgment to your hardest searches: AI, scientific, engineering, and executive.