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How It Works

Hiring a Contract Recruiter vs. Full-time Recruiter

Hiring decisions between a contract recruiter and a full-time employee depend on various factors and business considerations. Here are some cost benefits to consider for both options:

Contract Recruiter:

  1. Flexibility: Contract recruiters are typically hired for a specific project or timeframe. Once the project is completed or the hiring needs decrease, you can quickly end the contract without the long-term commitment of a full-time hire.

  2. Cost Control: Contract recruiters are often paid a flat fee or hourly rate for their services. This can be more cost-effective than a full-time employee, especially considering benefits, taxes, and other overhead costs associated with a permanent hire.

  3. Expertise: Contract recruiters often specialize in specific industries or roles. You can bring in a contract recruiter with specific expertise tailored to your hiring needs, leading to faster and more accurate placements.

  4. No Overhead Costs: You don't have to worry about providing benefits, paid time off, office space, or equipment for contract recruiters. This can result in significant cost savings.

 

Full-Time Employee:

  1. Long-Term Commitment: Hiring a full-time employee means you have a dedicated resource who can contribute consistently to your recruitment efforts. This can be especially beneficial if you have ongoing hiring needs.

  2. Cultural Alignment: Full-time employees have more time to understand and align with your company culture, potentially leading to better candidate fits in the long run.

  3. Cost Predictability: While full-time employees come with additional costs like benefits and taxes, these costs are generally predictable and can be budgeted for more easily.

  4. In-House Knowledge: A full-time recruiter will develop an in-depth understanding of your company, its values, and its hiring needs over time. This can result in more strategic and targeted recruitment efforts.

 

In making the decision between a contract recruiter and a full-time employee, consider factors such as your current hiring needs, budget constraints, the length of the project, the level of expertise required, and your long-term hiring strategy. Some companies even opt for a hybrid approach, utilizing contract recruiters during peak hiring periods and maintaining a core team of full-time recruiters for ongoing needs.

 

It's important to evaluate both options in the context of your organization's specific circumstances to determine which aligns better with your goals and resources.

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