Direct-hire search
You employ them.We find them.
The simplest of the three, and the one most schools actually want. We source, screen and present candidates. You interview, you choose, and the person becomes your employee on your payroll under your policies.
What this means in practice
Where the obligations sit.
- You employ the person, so payroll, benefits, tax and supervision are yours
- Their conduct, evaluation and continued employment are your decisions
- We complete role-appropriate screening; your own clearance requirements still apply and are yours to verify
- The fee is for the search, and it is disclosed in writing before sourcing begins
- Replacement terms are agreed in the same document rather than negotiated after something goes wrong
This is the right model when the role is ongoing, the budget is a salary line, and the person is going to be part of your staff rather than a supplier to it.
When this is the wrong answer
Three situations where we will say so.
If the need is a term rather than a role, a search fee for a permanent hire is money spent on the wrong instrument. If you have no budget line and are hoping to convert one later, the search will finish before the money exists. And if the work is genuinely somebody else's to supervise, direct hire puts the obligation in the wrong place.
We would rather say that on the first call than run a search that produces a candidate you cannot actually employ.
Tell us about the role and who will supervise it.
The fee, the screening terms and the replacement terms come to you in writing before any sourcing begins.