Compare and choose

There is no such thing as the best recruitment solution. There is a best solution for your challenge. Here we put every model side by side, honestly, including the situations where you don't actually need us.

Compare with your current approach

Start from your challenge, not from what's on offer

Employers can choose from in-house recruitment, recruitment and selection, no cure no pay, an interim recruiter, recruitment marketing, sourcing, job boards, staffing, secondment and Recruitment Process Outsourcing (RPO). Most of the decision stress comes from reasoning based on what's being offered. Flip it around and start from your situation:

One tough senior role, no structural need? A good permanent placement agency or executive search firm may well be your best choice.
Temporarily short on hands in a process that otherwise runs well? An interim recruiter solves exactly that.
Plenty of process, too little visibility with your target audience? Then recruitment marketing is the tool you're missing.
Need a flexible workforce rather than permanent staff? Staffing or secondment is built for exactly that.
Multiple vacancies on a structural basis, a wide range of role types or audiences you can't reach? Then separate solutions leave you stuck in coordination and fragmentation. That's where an integrated approach like RPO becomes interesting.

SocialFind doesn't sell a pre-selected recruitment channel. SocialFind takes over the recruitment challenge, determines the right approach for each role and runs the entire funnel under the client's brand. That's not a better model for everyone. It is the logical model when your need for staff is structural. How we determine what works per vacancy is explained on our approach page. Every form of outsourcing is explained at recruitment outsourcing.

Master comparison

The models on the dimensions that really matter

Four popular routes, compared on what they deliver for you in the long run.

	Permanent placement	Job boards	Interim recruiter	SocialFind RPO
Pricing model	Fee per placement	Cost per job posting or click	Hourly or daily rate	Fixed partnership, no placement fees
Ownership of the candidate relationship	The agency knows the candidate, you get the hire	Candidate responds to an ad	With your organization, as long as the interim is there	Entirely yours: candidates get to know your brand
Employer branding	Not included	Not included	Not included	A core part of the approach
Reach among passive talent	Depends on the agency's network	Active job seekers only	Depends on the person	Targeted through media, content and sourcing
Scalability	Purchased again for every vacancy	More budget = more postings	Limited to one person	Playbooks per role type, scalable volume
Data ownership and learning effect	Stays with the agency	Limited reporting	Leaves with the person	Data and learnings remain yours
Suitable volume	A handful of vacancies	Vacancies with many active job seekers	The capacity of one recruiter	From a few hires to a continuous inflow
Long-term effect	Nothing structural is built	Nothing structural is built	Temporary reinforcement	Employer brand, talent pool and funnel keep getting stronger

Every model has situations where it's the right choice. The comparison pages for each model spell those out explicitly.

The comparisons in detail

RPO vs recruitment and selectionTransaction or system: the honest economic comparison.RPO vs no cure no payWhy 'no hire, no fee' is less risk-free than it sounds.RPO vs interim recruiterExtra hands or a complete recruitment engine?Recruitment outsourcingEvery form of outsourcing explained, from selective to full.What is SocialFind RPO?One recruitment partner for all your vacancies.The business caseHow to calculate what a recruitment solution really costs and delivers.

Solve one vacancy or build a recruitment engine ?

Tell us who you need. We determine how to find, convince and hire them, and we'll tell you honestly if another model suits you better.