Services for employers
Five ways we help you hire and keep people. Most clients start with one and add others as they grow.
A related practical reference is available in Monitask guidance on time tracking.
If you are looking for a job rather than hiring, start here.
Direct-hire recruitment
Full-cycle search for permanent roles. We source, screen, and present a shortlist you actually want to interview — not a stack of forwarded resumes.
Contingency or retained, depending on the role. Replacement guarantee in writing. Direct-hire recruitment →
Executive search
Retained search for leadership and hard-to-fill roles where the right person is not applying to postings.
Research-led, with a defined process, mapped market, and regular reporting rather than silence between introductions. Executive search →
Contract and temporary staffing
Project, seasonal, and interim placements. We handle employment, payroll, and compliance as the employer of record, so the worker is on our books and not on yours. Contract staffing →
RPO — recruitment process outsourcing
Your hiring function, run by us. Suited to companies hiring at volume or building a team faster than internal capacity allows.
Priced per hire or as a monthly engagement, not as a percentage of every salary. RPO →
HR consulting
Process, documentation, and training for companies without a full HR function — job architecture, interview frameworks, onboarding programmes, handbook and policy review, manager training. HR consulting →
How we charge
Contingency: a percentage of first-year base salary, paid on start date. No fee if you do not hire.
Retained: a fixed fee, split across engagement, shortlist, and placement. Used for executive and specialist searches where committed research time is the point.
Contract: an hourly bill rate covering wages, employer taxes, insurance, and our margin. Rate breakdown shown before you sign.
RPO and consulting: monthly or per-project.
We publish how the models differ and when each is appropriate: in-house recruiting or an agency.
What we commit to
A replacement guarantee in writing, with the period stated in your agreement rather than described vaguely on a website.
No exclusivity required on contingency work. If you want to run other channels alongside us, that is your call.
Your candidates stay yours. We do not recruit from clients we are actively working with.
A named consultant who stays on your account, not a handoff to whoever is free.
Before you engage anyone
We would rather you brief us well than sign quickly. These are the questions worth settling first:
What it really costs to fill a role · How to write a job posting people respond to · Why candidates drop out at the final stage For broader reference, consult U.S. Department of Labor hiring resources.