Search
We tailor each engagement based on your industry, growth stage, and hiring goals.
Our team actively sources and screens candidates to ensure alignment with your role and culture.
Whether you need full-cycle recruiting or just top-of-funnel sourcing, we scale to fit your team.
Transparent dashboards keep you informed on pipeline progress, candidate quality, and time-to-fill.
“My Chief Human Resources Officer Suggested I work with the Source and Recruit Company® to help recruit a new software engineer. This was my first experience working with a recruiter and was very pleased with the process and experience. Their sourcing specialist was outstanding! We’re thrilled with our new hire and I look forward to working with this team again.”
Hiring managers trust Source and Recruit across the U.S.
Of leaders have found a long-term hire working with us
Week average time to hire
Start with a brief discovery call. We’ll clarify the role, success metrics, and any challenges impacting your search. If needed, we help refine or build a complete job description to ensure internal alignment before sourcing begins. This sets the foundation for an accurate, efficient, and effective search process.
We develop a tailored recruiting strategy based on market conditions and your timeline. Your proposal includes one primary recommendation and several alternative options, each outlining clear deliverables, terms, and pricing. Once approved, we begin strategic sourcing, tapping into our networks, databases, and outreach systems to build your candidate pipeline.
We manage the entire search from start to finish. This includes candidate sourcing, AI-assisted and assessment-based screening, and preparing shortlists with detailed evaluation summaries. As candidates advance, we coordinate interviews, facilitate PXT Select assessments, and handle SkillSurvey reference checks, background checks, and offer support.
Submit your resume or tell us a little about yourself. If you don’t have a resume, we’ll help you shape your story and highlight your experience.
We begin with a comprehensive review of your resume and career goals, delving into what makes you unique in your industry. This session is where we start drafting the plans for your career growth, offering you targeted advice to refine your job search strategy.
Based on your career goals—including target job titles, location, salary, and work environment preferences (in-person, hybrid, or remote)—we help you automate your job search using software that captures 60–80% of all available job postings online.
Get clear answers to the most common questions we hear about our flexible recruiting model.
Fractional recruiting gives your organization access to experienced recruiting professionals without the cost or commitment of hiring a full-time internal recruiter.
Source and Recruit works as an extension of your team, providing dedicated support with candidate sourcing, screening, interview coordination, candidate communication, and other activities necessary to move your hiring process forward.
Unlike traditional placement-based recruiting, our fractional model is built around the time and resources invested in your search. We develop a recruiting strategy based on your hiring needs, establish an appropriate level of support, and provide ongoing visibility into recruiting activities and candidate progress.
Whether you're hiring for one difficult position or managing multiple openings, fractional recruiting provides professional recruiting capacity when and where you need it.
Fractional recruiting is billed based on the time our professionals spend working on your hiring needs, rather than relying exclusively on a traditional percentage-based placement fee.
Our fractional recruiting engagements typically result in total fees equivalent to approximately 12%–14% of a hired candidate's first-year compensation, although actual costs vary based on the complexity of the search, time invested, and additional services required.
Because you're paying for recruiting work rather than a traditional agency placement fee, this approach can offer meaningful savings, particularly when hiring multiple employees or maintaining an ongoing recruiting partnership.
We establish the applicable hourly rates, billing arrangements, minimum placement fees, and anticipated recruiting investment before work begins, so you can make an informed decision.
No. Fractional recruiting is a time-based service, meaning you pay for the recruiting work performed regardless of whether a position is ultimately filled.
This differs from contingency recruiting, where an agency generally receives payment only after a successful placement.
The advantage is that your organization receives dedicated recruiting effort, proactive candidate sourcing, consistent communication, and visibility into the work being performed. Your search isn't dependent solely on whether an agency believes it can generate a placement fee.
A minimum fee may also apply when a candidate is successfully hired, with qualifying recruiting fees already paid credited toward that minimum under the terms of your agreement.
If you prefer a model where fees are contingent on a successful hire, Source and Recruit also offers contingency search services.
It's a fair question. With contingency recruiting, you only pay when a hire is made. However, because agencies absorb the financial risk of unsuccessful searches, they typically charge substantially higher placement fees and must prioritize searches based on their likelihood of generating revenue.
Fractional recruiting offers a different approach: you pay for dedicated recruiting work, not just the final placement.
Rather than competing for a recruiter's attention, your organization receives focused support that includes proactive candidate sourcing, screening, interview coordination, candidate communication, and market intelligence. You gain visibility into the work being performed, the challenges affecting your search, and the progress being made.
This approach offers several advantages:
Lower overall hiring costs: By paying for recruiting time rather than a traditional placement fee, organizations can often reduce their cost per hire, especially when filling multiple headcount.
Dedicated attention: Your searches receive structured, consistent recruiting effort rather than competing with other clients' positions for a recruiter's time.
Greater transparency: You understand how recruiting resources are being invested and what results those efforts are producing.
More flexibility: Recruiting support can scale with your hiring needs without the fixed overhead of an internal recruiter.
A true recruiting partnership: Our team works as an extension of yours, helping improve hiring processes and candidate engagement—not simply submitting resumes.
There is a trade-off: fractional recruiting involves paying for work performed, even if a search does not result in a hire. However, that investment supports a deliberate, accountable recruiting process rather than a transaction dependent entirely on the final outcome.
The question isn't simply when you pay for recruiting. It's which model gives your organization the best combination of attention, transparency, candidate quality, and overall hiring value.
For organizations with ongoing hiring needs, difficult-to-fill positions, or limited internal recruiting capacity, fractional recruiting can be a more effective and economical solution.
We can manage all or part of your recruiting process, depending on your needs and the responsibilities you prefer to retain internally.
Our fractional recruiting services can include:
- Developing job descriptions and recruiting strategies
- Researching compensation and talent market conditions
- Actively sourcing and engaging prospective candidates
- Reviewing applications and conducting candidate screenings
- Evaluating qualifications, experience, and job alignment
- Coordinating interviews and managing candidate communication
- Supporting assessments, reference checks, and background screening
- Assisting with offer development and candidate negotiations
- Providing recruiting activity updates and candidate pipeline reporting
We collaborate with your hiring managers and HR professionals throughout the process. Your organization retains control over hiring decisions, while our team provides the expertise, execution, and coordination needed to support those decisions.
Additional expenses, such as job advertisements, assessments, and background checks, are discussed as part of your recruiting plan.
Yes. Flexibility is one of the primary advantages of fractional recruiting.
We recognize that hiring needs change. You may need substantial recruiting support during a period of growth, fewer hours once critical positions are filled, or additional resources when unexpected openings arise.
We work with you to establish an appropriate level of recruiting activity and can adjust that support as your priorities and budget evolve, subject to resource availability and your engagement terms.
This approach allows you to access experienced recruiting professionals without maintaining the fixed overhead of a full-time internal recruiting function when demand decreases.
Absolutely. Fractional recruiting can be particularly effective when your organization has several open positions requiring simultaneous attention. In larger engagements, fractional recruiting can begin to look like RPO (Recruitment Process Outsourcing), or "Micro-RPO", a term more fitting for small and mid-size organizations.
Rather than engaging a separate agency for every vacancy, you can work with a coordinated recruiting team that understands your organization, hiring managers, compensation structure, and employment value proposition.
We can prioritize positions based on urgency, difficulty, and business impact while allocating recruiting resources across your hiring needs.
This shared approach can improve coordination, reduce duplicated onboarding and discovery work, and create efficiencies that may lower your overall recruiting cost per hire.
The appropriate level of support depends on the number and complexity of your openings, and we'll help establish realistic priorities and expectations before beginning.
Yes. Whether you need help filling one critical position or ongoing pipeline development, we customize our support based on your needs. There's no long-term contract or minimums required.
Recruiting outcomes depend on several factors, including candidate availability, compensation, location, job requirements, market competition, and the employer's hiring process. No recruiting firm can responsibly guarantee that every position will be filled.
Under our fractional model, you pay for the recruiting work performed, even if the search does not produce a hire.
However, you also receive visibility into the recruiting activity, candidate pipeline, and market feedback throughout the engagement
.If a search is struggling, we'll work with you to identify the obstacles and consider practical adjustments. That might mean reevaluating compensation, refining job requirements, broadening the geographic search, or changing the candidate outreach strategy.
Our goal is not simply to keep a search active. It's to help you understand what the market is telling us and make informed decisions about how to proceed.
If you decide to discontinue the search, the applicable billing and retainer provisions of your agreement govern the final charges.
Absolutely. We act as an extension of your internal team, aligning with your workflows, culture, and priorities. You maintain visibility and final decision-making throughout the process.
We typically launch within one week of project acceptance. Our fractional model is designed for speed and adaptability.
Depending on hiring volume, yes. Fractional recruiting can be more cost-effective than hiring an internal recruiter because you gain access to experienced recruiting support only when you need it, without adding a full-time salary, benefits, payroll costs, software subscriptions, training, and management overhead.
Source and Recruit also brings established candidate networks, sourcing infrastructure, job advertising experience, AI-enabled recruiting tools, applicant tracking support, and market intelligence that many internal teams would need time and budget to build. For companies that need focused recruiting capacity but do not have constant hiring demand, fractional recruiting can provide a stronger return than adding permanent headcount.
Fractional recruiting is an excellent option for organizations that need professional recruiting expertise but don't necessarily need—or want to maintain—a full-time internal recruiter.
It can be especially effective when:
- Your hiring needs fluctuate throughout the year.
- Your HR team is stretched thin or lacks dedicated recruiting capacity.
- You have several open positions requiring proactive candidate sourcing.
- You're experiencing growth, turnover, or organizational change.
- Your positions are difficult to fill through job advertisements alone.
- You want greater visibility and control over recruiting expenditures.
- You'd like a recruiting partner who can integrate with your existing team and hiring processes.
Fractional recruiting isn't necessarily the best solution for every situation. Some executive or highly challenging searches benefit from a retained/executive search approach, while organizations that have had success paying exclusively for successful placements and don't mind the higher fees may favor contingency recruiting.
Source and Recruit offers multiple recruiting models because different hiring challenges require different solutions. We'll help you evaluate your needs and recommend an approach that makes sense for your organization, hiring goals, and budget.
