Expert Recruitment Process Outsourcing Services
Why Choose Our RPO Solutions?
FAST, AFFORDABLE, RISK-FREE
Benefits of Partnering with Us
RPO Is A Recruitment Strategy Where A Company Outsources The Process Of Finding Potential Job Candidates To A Third-Party Service Provider. Our Approach Is To Manage The Process In The Same Manner Used In Project Management, To Achieve Our Three Goals.
⚡
FAST
Within 30 days you could be onboarding your new hire.
💰
AFFORDABLE
Our rates are hourly based on the time you need us.
✅
RISK-FREE
If we do not deliver results, you owe us nothing!
Example Of A Recruitment Project
ABC Company want to hire a Regional Sales Manager to lead a team of 8 Account Managers in Dallas, TX. The company competes in the Medical device industry selling to doctors and hospitals across 4 states. The target salary is $75,000 per year and 15% bonus when goals are achieved.
Project Objectives:
- Recruit and hire a qualified Regional Sales Manager within 30 days.
- Ensure the candidate aligns with ABC Company sales goals and culture.
- Stay within the allocated budget of $2,500, including a $500 consulting fee.
| Phase | Task | Role/Time |
|---|---|---|
| 1 | Planning & Job Description A. Define job roles of the team members and our roles in the project. B. Write job description, ads and landing pages to attract talented people. C. Compensation – Verify we have the right target salary versus competitors. D.Select the right platforms (LinkedIN, Indeed, Google Jobs, Social Media Sites). Cost Estimate: $200 (job posting fees & internal admin costs) | Recruiter Day 1-5 |
| 2 | Job Posting And Candidate Sourcing A. Post your jobs to job boards, social media, networking and more. B. Sponsor the job on sites such as Indeed, to gain more exposure. C. Source candidates by search resume databases, social media, and trades. D. Networking with other recruitings that will be interested in collaborating. E. Begin reviewing applications and shortlisting candidates. Cost Estimate: $600 (job ads, recruitment agency fees, referral activities) | Recruiter Day 6-12 |
| 3 | Screening And Initial Interviews A. Conduct phone Interviews to establish interest in the job and ability. B. Assess resumes and cover letters to understand the skills and abilities better. C. Conduct a investigation online to ensure the potential is a good citizen. D. Shortlist 5-7 candidates and rank the highest among the entire pool. Cost Estimate: $500 (Interview tools, scheduling software, pre-hire assessments) | Recruiter Day 13-20 |
| 4 | Final Interviews And Selection A. Assist local managers and the HR team in conducting In-depth Interviews. B. Assist in evaluating final candidates and deep dive and vetting. C. Assist in setting up interviews and planning interview questions. Cost Estimate: $400 (background checks, legal review of contract, hiring consultant) | Consultant Day 21-26 |
| 5 | Onboarding And Training A. Assist in the process of onboarding when it makes sense to do so. B. Assist local manager in establishing and tracking 30-60-90 goals. C. Maintain Records & Files Cost Estimate: $300 (training materials, onboarding costs, software license) | Consultant |
| Total | Job Posting & Advertising: $800 Screening & Interviewing: $500 Selection & Offer Process: $400 Onboarding & Training: $300 Consulting Fee: $500 TOTAL: $2,500 | |
| Key Success Metrics | * Hiring a candidate who meets job requirements with 30 days. * Candidate successfully completes onboarding and begins sales activities. * Performance aligned with sales targets after 90 days. * Feedback from team and management. | Revised 3/1/23 |
What Is A Freelance Recruiter
With over 30 years of experience building diverse, high-performing sales teams nationwide, you will not have to worry about whether I am working. However, some employers seem apprehensive about working with remote workers. Sales are generally a remote profession that requires the ability to manage one’s time and budget and constantly prospect for new opportunities.
1.There Are Real Cost Savings on Not Hiring A Freelance Recruiter As Employee.
Companies save on salaries, health insurance, retirement contributions, and other benefits by hiring Freelance Recruiters instead of in-house staff. Freelance Recruiters are independent contractors, reducing long-term financial commitments. (IRS, 2024).
2. There Are Real Tax Benefits and Compliance with IRS Guidelines To Achieve.
Businesses can classify Freelance Recruiters as independent contractors, avoiding payroll taxes and withholding obligations. The IRS requires compliance with Form 1099-NEC reporting for payments exceeding $600 annually. (IRS, 2024).
3. Freelance Recruiters Can Reach And Gain Access to Specialized Talent Pools.
Freelance Recruiters often have niche expertise, offering access to industry-specific talent networks. Their deep connections streamline hiring processes, reducing time-to-fill critical roles and improving candidate quality. (LinkedIn, 2023).
4. Working With Freelance Recruiters Are Scalability and Offers Flexibility in Hiring.
Companies can scale recruitment efforts up or down without long-term contracts. Freelance Recruiters are engaged on demand, ensuring adaptability to hiring surges or seasonal workforce needs. (Forbes, 2023).
6. Performance-Based Hiring Model
Many Freelance Recruiters work on contingency, meaning companies only pay for successful hires. This aligns incentives, driving higher-quality placements and reducing hiring risks. (SHRM, 2023).
Client Success Stories
“Experience is the best teacher, but a fool will learn from no other.”
Benjamin Franklin
DENTAL
SALES
Challenge: Build a new sales team to launch a new product to a new channel. (Timeframe- 90 days)
Results: Achieve hiring and training goal in 90 days. Team added over 2,200 new corporate customers increasing overall revenue +19%
in the first year.
RETAIL
SALES
Challenge: Upgrade talent across 750 retail stores and build a commercial sales team.
Results: Improved customer satisfaction scores, morale among sales staff. Build commerical sales team. Revenue grew on average 25% per year.
CONSUMER
PRODUCTS
Challenge: Lead a team of professionals to drive sales in a declining and changing industry.
Results: Maintained average growth rate of 8% in an industry growing at CPI rates (2.1%). National Recruiter and Trainer for 2 years.
What Do I Need From You To Start Recruiting
Please complete the form below. With this information, I will contact you within 24 hours to gather and clarify your needs. Once you approve of my proposal, the work begins.
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Have Questions?
Frequently Asked
Questions
What Tools do you use to screen applicants?
I use many of the same tools your in-house team uses. Since 2009, I used Oracle Taleo, Top Echelon, and many others to screen applications. Now, I am using Zoho Recruit and other tools to manage resumes and communications.
Will each candidate be vetted?
I provide background checks through a third party to ensure they are thorough and tailored to my clients’ needs. These checks typically include criminal, sex offender, social, and more. Please note that I do not conduct health or drug testing.
Who makes the hiring decision?
The decision to hire an employee shall rest solely with the Client’s designated hiring manager. Our recruiter may only present qualified candidates for consideration by the Client. We are here to help.
How do you interview?
I am a fan of the TopGrading method. Focusing on the best candidates has helped me outsell my peers. I have used it since 2001 in the consumer products industry, where it helped me deliver “A Players” that I was filling and onboarding.
Do you fill non-sales jobs?
Yes. Our specialty is sales, mainly because we have been in the field for 30+ years. The process works equally well for finding a CFO, Assistant, or any other position.
Can I get an invoice for my project?
Yes, you can. Please contact us before our beginning of your project. We would rather perform the work and then you pay us.
Need more information?
Can’t find the solutions you’re looking for? Reach out to us for a discussion.