Solutions
A hiring model that fits your business
There isn't one recruitment model that works for every organization. Choose the level of commitment, exclusivity and speed your search actually needs.
Below are the six ways you can work with Staffly. If you're unsure, tell us the situation — volume, urgency, seniority and confidentiality usually point clearly to one model. We publish how each model works, not percentages: pricing is market-dependent, so we send a tailored proposal instead.
Contingent search
Pay when you hire.
- No upfront search fee where applicable
- Best for standard professional roles
- Good fit for ongoing and volume hiring
- Lower-risk entry point
Engaged search
More focus. More accountability.
- Dedicated search effort
- Defined search period
- Priority candidate development
- Regular progress reporting
Subscribed search
Your recruiting team, extended.
- Monthly recruiting capacity
- Multiple roles in parallel
- Sourcing, screening and reporting
- For continuous or rapid-growth hiring
Retained search
For critical leadership searches.
- Exclusive, research-led process
- Market mapping and passive outreach
- Structured shortlist and assessment
- Defined search milestones
RPO
Your recruiting function, scaled.
- Sourcing and screening at volume
- Recruiting coordination and comms
- Pipeline management and reporting
- For expansion and multi-location hiring
Containership
High-volume applicant hiring.
- Pay for qualified candidates who apply
- Built for continuous volume roles
- Predictable cost per qualified applicant
- Works alongside your internal team
Not sure which model fits?
Tell us the search and we'll recommend one — and say if you don't need us at all.