Questions about collaboration

No. SocialFind does not automatically replace your recruiters. We give them a far more powerful recruitment engine. Your team knows the organization, the culture and the hiring managers; we add labor market strategy, content, media, sourcing and extra capacity. Together, the operation becomes stronger than either of us alone.

Everything where organizational knowledge makes the difference: contact with hiring managers, internal alignment, guarding the culture, interviews and the final selection. We strengthen the outside of the process, your team keeps steering the inside. We define the exact division together at the start, matching how your team works.

Ten recruiters on staff already? We can still add a lot. Large teams are often strong in process and selection, but lack creative capacity, media firepower or sourcing technology. We bring exactly those pieces, plus data and experience from campaigns across many different organizations and audiences.

By agreeing upfront who covers which audiences, roles and channels, and by working in the same system. Candidate statuses are visible to both teams, so before anyone is approached it is clear whether contact is already underway. That way the candidate experiences one organization, not two separate senders.

Yes. We plug into your ATS and processes, so all candidate data stays in one place and your team keeps working in the environment it knows. That makes handovers smooth and keeps the history complete, including for vacancies you later pick up yourself again.

Hiring managers are often where speed gets lost, so we deliberately involve them early. They receive a clear report with every candidate we hand over and clear agreements on feedback. Your recruiters keep the internal relationship, we make sure qualified candidates are ready to hand over every time.

Yes, completely. Campaigns, content and candidate contact carry your name and visual identity. For candidates there is one sender: your organization. That connects seamlessly with what your internal team already projects and strengthens your employer brand with every campaign. How that works exactly is on the white-label recruitment page.

Absolutely. For a solo recruiter, we are the team around them: campaigns, content, sourcing and follow-up, while that one recruiter focuses on hiring managers and selection. With teams of five or more, our role shifts to targeted reinforcement. The partnership scales with what is already in place internally.

Openly and completely. Your team sees the same numbers we do: campaign performance, pipeline, quality and time to hire. That transparency makes the conversation about adjusting course easy and prevents two versions of the truth from emerging. Which KPIs we use and how we define them is on the KPIs and reporting page.

We agree on that in whatever way works for you. Often the internal team keeps control at the vacancy level, while SocialFind steers the execution of campaigns, sourcing and follow-up. What matters most is that someone is in charge: one place where decisions are made, so candidates never get stuck between two parties.

At heart we believe in the full funnel, because the power lies precisely in the interplay between brand, campaigns and follow-up. But alongside a strong internal team, the division can certainly look different: for example, we handle reach and pipeline and your team does the rest. We decide that together, based on where your team's strengths lie.