The Flawless Blog

Ultimately, you have to consider multiple factors when deciding which recruiting solution best fits your needs, and there really is no one-size-fits-all solution. While most TA leaders have heard of the traditional split between Agency, In-House, and Contractors (and even the traditional RPO), the newer Talent Acquisition On-Demand model is more novel and not always well understood.

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RPOs are an embedded solution offered by (RPO) agencies. The agency will provide you with recruiters who work exclusively for you, and they charge a fixed monthly cost that can fit predictably into a hiring budget.

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If you are unsure of how your hiring volume may fluctuate over the next 6-24 months, 1099 contractors can give you the flexibility to scale your hiring resources up or down without having to suddenly lay off (or find/interview/hire) FTE recruiters. However, 1099 contractors have their disadvantages as well.

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Having a strong in-house TA team tends to be all but required for any mature organization, but supplementing the workforce with one or more additional TA solutions is often a more sustainable, flexible approach long-term.

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If you only need to make a small number of hires for the foreseeable future, it may make the most sense to work with a contingent recruiting agency. However, contingent agencies are not embedded with your internal TA team, meaning that they will neither be as knowledgeable about your company's unique vision, selling points, and nuances, nor will integrate seamlessly into your systems and tools.

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Growing a company can be challenging, and choosing the most appropriate talent acquisition solution to meet your company's hiring needs is not always straightforward. We're here to help.

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