When it is used
- Permanent and specialist roles.
- Hard-to-fill or scarce skills.
- Limited in-house sourcing capacity.
- Senior or confidential searches (retained).
Advantages
- Access to specialist sourcing reach.
- Time saved on sourcing and screening.
- Direct employment of the hire.
- Market knowledge for scarce roles.
Limitations
- Placement fees on hire.
- Variable quality between agencies.
- Less control over the early funnel.
- Dependence on a good brief.
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.