HR Staffing Agency

Roles We Fill

How Screening Works for HR Roles

Anyone can recite a progressive discipline process. The AI Video Interviewer instead puts HR candidates into the situations that actually define the job: a high performer behaving badly and a manager who wants it overlooked, a redundancy process where the business case is weak, an investigation where the complainant wants anonymity the process cannot guarantee, a compensation exception that would break the band and might be justified anyway. What we assess is whether the candidate reasons through competing obligations to the business, the individual, and the process, and whether they can hold a position with a senior stakeholder who disagrees.

For talent acquisition roles specifically, the screen adds sourcing judgement and the candidate's own view of what makes a hiring process work, which is a useful signal because a recruiter's opinions about assessment tell you a great deal about how they will run yours.

What These Roles Pay

Talent acquisition compensation moves sharply with hiring market conditions, so benchmark TA roles against current data rather than last year's bands. Full data across 93 roles sits in our free salary benchmarks, and job descriptions for over 900 roles in the JD library.

Fees Compared

On a $130,000 HR business partner, a flat 14% is $18,200 against $26,000 to $39,000 at typical rates.

How Hyring Delivers

In HR hiring, policy knowledge is easy to verify and judgement under conflicting pressure is the thing that actually matters, so that is what the interview tests. Six things run behind every shortlist:

All of it lands in one portal: every candidate uploaded with recording and score attached, clear stages your whole team can see, and feedback captured on the profile rather than in a thread half the panel is missing from.

The Full Service Stack

RPO is the natural middle option between agency fees and in-house headcount, and staff augmentation covers recruiting capacity during hiring surges.

When to Build Your Own Talent Team

The arithmetic is straightforward and worth doing before you sign anything with us. At twelve hires a year averaging $120,000, agency fees at 20% cost roughly $288,000. At our 14% they cost $201,600. A competent in-house recruiter at $110,000 fully loaded, hiring most of those roles, costs meaningfully less than either, plus builds employer brand, candidate relationships, and process knowledge that stays with you.

So the honest guidance runs like this. Below roughly six hires a year, an agency is almost always cheaper than a headcount, and direct hire at 14% is the sensible structure. Between six and fifteen, it depends on role difficulty and how much of the work your hiring managers can absorb, and this is the range where RPO often fits best: an outsourced function priced roughly 30% below big-firm quotes without a permanent headcount commitment. Above fifteen, build the team, and use an agency for surge capacity, confidential searches, and functions your recruiter does not know.

That framing costs us revenue in some conversations. It also means the clients we keep are ones we are genuinely the right answer for, which is a better business than the alternative. If you want to model your own numbers, the cost-per-hire calculator in the HR Toolkit does it in a few minutes.