When it is used
- Mixed steady and variable demand.
- Core roles in-house, peaks via partners.
- Scarce roles needing specialist reach.
- Scaling without fixed overhead.
Advantages
- Control on core, flexibility on the rest.
- Scales with demand.
- Specialist reach when needed.
- Balances cost and capacity.
Limitations
- Needs clear boundaries and coordination.
- Governance across internal and partners.
- Consistency across channels.
- More moving parts to manage.
Governance considerations
- Define scope, roles and decision rights.
- Agree SLAs and a review cadence.
- Confirm data ownership and lawful handling.
- Agree commercial terms and exit/transition.
Decision framework
- Match the model to role difficulty, volume and timeline.
- Weigh control versus flexibility for your context.
- Consider in-house capacity honestly.
- Consider a blended model across needs.
- Pilot where possible before committing.
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Frameworks, not rankings or guarantees. This compares a recruitment model neutrally — there is no "best" model, no ranking, and no guarantee of results, placements, performance or ROI. The right choice depends on your roles, volume, market and risk appetite. This is not legal, employment, tax or financial advice and contains no fabricated data. HR helper group is a workforce matching and hiring-support platform, not a recruitment agency, and makes no placement guarantees. We process any details you submit per our Privacy Policy.