Following a private equity acquisition, Better Butter needed to fill an essential Accounts Receivable position on the Finance team. The team faced pressure to maximize resources while meeting growth projections. They also needed confidence in candidate quality, including culture fit, work ethic, and qualifications. Better Butter engaged an on-demand recruiting model to run the search and hiring process for the Accounts Receivable role. The team completed onboarding and a consultation to align on requirements and internal metrics. Technology supported a remote search and helped integrate workflows, enabling active calibration of search efforts and visibility into approvals, qualifications, and cost milestones. The hire was completed in just under 14 business days. Final billing totaled $6.5k, which was at least 60% less than a typical 25% contingency fee for similar roles. The resulting hire met Better Butter’s requirements for culture fit, work ethic, and qualifications.

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Clientbook anticipated aggressive growth milestones and needed to expand its technologist talent. As a price-conscious startup, it needed cost-effective recruiting without sacrificing candidate quality or experience. It had previously relied on contractors and junior-level developers to reduce payroll costs. That approach created consistency and quality-control issues that limited its ability to scale operations. Clientbook engaged a global recruiting partner to expand recruiting and hiring across Latin America. Rapid candidate qualification and global access supported hiring for multiple technical roles. A global employer of record (EOR) model employed each hire legally and managed cross-border logistics. The EOR team handled compliance, communication, equipment delivery, and payroll setup. The effort resulted in 6 technologist hires throughout LATAM. Time to fill ranged from 7 to 45 business days, averaging 30 business days per role. The economy-of-scale approach reduced recruiting costs while global salaries reduced overall payroll costs. Clear and timely feedback from the Clientbook team expedited approvals and helped keep time-to-fill within target ranges.

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Helpside needed an in-state VP of Sales to build on its 32-year history and increase momentum. The organization required a leader who could run a tech-centric sales ecosystem and scale a high-performing sales team. It also needed someone who fit a culture that valued stability and balance over hypergrowth. An efficient workflow integration was implemented to align communication, organization, and candidate qualifications. Recruiters sourced and presented executive candidates matched to Helpside’s culture, strategy, and growth projections. The approach was positioned around balancing speed, cost, and candidate quality, including tapping a passive pipeline. The process took 23 business days from source to final hire. The final hire came from the passive pipeline and was one of the first candidates presented. Final billing came in just under the target price range, and the candidates presented outperformed those from a co-assigned PEO specialist recruiter.

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