PJPRecruitment & HR

Recruitment, staffing and HR · United States

Hiring people, and helping people get hired.

For employers

Fill the role,
or fix why it’s open.

Direct-hire, executive search, contract staffing, RPO and HR consulting. We diagnose before we quote — including when the answer is that you don’t need us.

Start here

For candidates

Real roles,
named employers.

Every listing names the company and publishes a range. We tell you who the client is before we submit you, and we never charge candidates a cent.

Open roles

PJP recruits across accounting and finance, operations and supply chain, administrative support, light industrial, healthcare administration, and customer service. Six areas — and we say no outside them.

What we do differently

We scope honestly. If a simpler option serves you better — an internal recruiter instead of an agency, a website instead of an app, a wordmark instead of a brand programme — we say so before quoting. Selling companies things they do not need is a short-term business.

Employers comparing operational tools can also review the Monitask website when considering how time and work patterns can be understood alongside recruitment data.

We publish what things cost. What it really costs to fill a role and in-house recruiting or an agency are on this site because a client who can do the arithmetic is a better client.

We do not require exclusivity on contingency work.

We do not recruit from clients we are actively working with, for the period stated in your agreement.

Candidates get told who the employer is before submission, and get feedback after an interview.

Services
Direct-hire recruitment Full-cycle search for permanent roles, contingency or retained
Executive search Retained search with mapped markets and scheduled reporting
Contract staffing Project and interim workers, employed by us as W-2
RPO Your hiring function, priced per hire rather than per salary
HR consulting Process, documentation and manager training

Writing

Forty pieces on what things cost, what to specify, and how to judge the result — written for the person making the decision, not for other recruiters.

For employers: How to write a job posting people respond to · Exempt or non-exempt under the FLSA · I-9 and E-Verify basics

For candidates: How to read a job offer · How ATS systems actually work · Job ad red flags and outright scams For broader reference, consult U.S. Department of Labor hiring resources.

All writing →