On-demand recruitment when hiring outgrows your team

On-demand recruitment is recruiting help you switch on for a period and switch off when the hiring is done. Instead of committing to a full-time recruiter or paying a fee on every hire, you add recruiter capacity for as long as the surge lasts. The recruiters can sit inside your team, use your tools and report to your hiring lead, which is why people also call the setup an embedded recruiter or a recruiter on demand.

On-demand recruitment, as a model, is built around paying for recruiter time or capacity, such as hours, days or a set period, rather than a fee tied to each person hired. That makes spending easier to plan during a surge, but you pay for the effort whether or not every opening fills. Digital Storming doesn’t publish prices; your written quote sets out the scope and the fee before anything starts.

A contingency agency, as the AESC describes it, is paid after a candidate it found is hired, and you may work with several at once. Recruitment process outsourcing hands part or all of your recruiting process to an outside provider under an agreed scope. On-demand recruitment adds recruiters to your own team for a defined stretch, while your managers keep every hiring decision.

Your business owns the candidate records, and that matters for compliance. Under 29 CFR 1602.14, a covered employer must keep application forms and other hiring records for one year from the date the record was made or the personnel action, whichever is later. That is why we work in your applicant tracker where we can and hand everything over at the end. If you don’t have a tracker, we can build one.

Whether a job posting needs a pay range depends on where the job is. In Washington, for example, the Department of Labor & Industries says employers with 15 or more employees must include a wage scale or salary range, a general description of all benefits and a general description of other compensation in job postings. When we write ads for you, we ask for pay details up front, and your employment lawyer confirms the rules for each state you hire in.

Yes. Volume hiring suits this model, because the work is repetitive and time-sensitive: many screens, many interviews, quick offers. It is the same kind of work our recruiters do in truck driver recruitment, where they find, screen and onboard CDL and non-CDL drivers for trucking clients.

How quickly an on-demand recruiter starts depends on the scope and how fast we get access to your systems and hiring managers, so we agree a start date in the quote rather than promising one up front. Having your openings, pay ranges and interview panel ready shortens the setup.

On-demand recruiters and temporary staff solve different problems. On-demand recruiters add hiring capacity: they help you find and hire your own employees. If what you need is people doing the work for a few weeks or months, look at temporary and contract staffing instead.