The engagement matches the ramp, not the other way around.
Three ways to run the same function. Which one fits depends on the volume, the complexity of the roles, and how much of the process you want rebuilt while we run it.
Two workforces, in all three models
Whichever model you run, the outcome is the same two things: permanent talent for the organization you are building long term, and Smart Resources Salaried Professionals for the load the ramp itself creates.
Remote
Quoted after the ramp reviewThe cost-effective option. A dedicated remote recruiting function running your reqs to an agreed standard.
- Calibration and market read on every role
- Sourcing, screening and submission at volume
- Regular reporting against the headcount plan
- Best when the roles are well understood and the internal process already works
Hybrid
Quoted after the ramp reviewRemote delivery with regular time onsite. The most common starting point for a company hiring across several functions at once.
- Everything in the remote model
- Onsite time with hiring managers for calibration and interview structure
- Selection support through to offer
- Work on candidate experience and the selection process itself
Embedded onsite
Quoted after the ramp reviewFull support, inside your business. The option when hiring is the constraint and the process needs rebuilding while it runs.
- Everything in the hybrid model
- Recruiter embedded with your team
- Employer branding and market data work
- Diagnosis of the problem spots the data exposes
Thirty days notice
Thirty days and the engagement ends. No long lock-in on either side.
Salaried Professionals
Employed by Smart Resources on salary, with benefits, and a career across engagements rather than the next contract assignment.
All three models include AI
Run inside your business, at no separate license cost to you.
Why this is not priced per placement
Per-placement pricing works well for an individual search. It is the right structure when the job is finished once that seat is filled.
A ramp is a different job. A plan with an order to it, a bar that has to hold across every role, and a process that has to get faster while it runs. Priced for the function rather than the transaction, which is what puts your process, your candidate experience and your employer brand in scope.
An investment rather than a line item, with thirty days notice if you no longer need us.
The ones we get asked first
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Q
What is the minimum engagement?
The models are built around a headcount plan rather than a single role. For one hard-to-fill position, a per-search engagement fits better and we will point you to one.
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Q
Do you replace our HR team?
No. We take the sourcing and screening volume so the people function can do the work only it can do.
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Q
Can we move between models?
Yes, and most engagements do. Ramps are not flat, so the level of support should not be either.
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Q
Are your people contractors?
No. They are Salaried Professionals employed by Smart Resources, on salary with benefits, building a career across client engagements.
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Q
What if the plan is not achievable?
You hear it at the market read in week one, with the reasoning, rather than in month three with an apology.
Pricing follows the plan.
Tell us what you need to hire in the next two quarters and we will tell you which model fits and what it costs.