Name the problem before choosing the model
Recruitment support is most useful when its scope matches the problem. An individual hard-to-fill role, a temporary capacity gap and a coordinated hiring ramp can all call for external help, but the work is different.
Start with what is missing: specialist market access, recruiter time, process coordination or a combination. That makes it easier to agree the right engagement and judge whether it is working.
Use a focused search for a defined appointment
A search model can suit a specific leadership or specialist requirement. The important questions concern role clarity, the relevant talent market, confidentiality and how the shortlist will be assessed.
Agree the fee basis, scope, candidate-introduction rules and any guarantee terms before starting. A clear agreement is useful for both the client and the recruitment partner.
Add capacity when the workflow already exists
Embedded support or hourly RPO can be useful when an internal team needs more delivery time. The recruiter may work within the client's existing process, so priorities, access, decision owners and reporting need to be clear.
- Which tasks are included in the agreed hours?
- Who prioritises competing vacancies?
- Which systems and stakeholders need to be available?
- How will progress and capacity be reviewed?
Treat a ramp as a coordinated project
When several people need to join around a planned launch, organise the work around stages and dependencies. Screening criteria, interview capacity and joining requirements need to support the same plan.
There is no universal best model. Choose the arrangement around the hiring need, confirm responsibilities and review it when the situation changes.
This guide provides general discussion points. Confirm the requirements and arrangements that apply to your own situation.