About Us
We help companies find the best talent at most optimal cost. We do this in record time by hiring the top 3% of all recruiters who become a seamless extension of your staff. We charge a flat hourly rate - no contingency fees!
How We Got Started
We started as The Recruiting Division in 2009 with a sole focus on IT roles. We’ve since expanded our sourcing and recruiting services to S&M, finance, admin and other roles.
The products and services we offer
Products & Services
We help to fill hard-to-fill roles. Most challenges in recruiting boil down to three things: speed, cost, or quality. If you don’t have an issue wi...
We'll help you find the right person for any job. ContractRecruiter.com specializes in finding the ideal candidate for long-term, temporary and con...
Recent Activity
Yes! Facebook is a very under utilized tool for recruiting staff. So are other social media networks ;-) But you asked a close-ended question, so I won’t say which!
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Yes! Facebook is a very under utilized tool for recruiting staff. So are other social media networks ;-) But you asked a close-ended question, so I won’t say which!
There is no best tool, there are about 22 main recruitment software solutions and they should all be considered before tackling a role.
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There is no best tool, there are about 22 main recruitment software solutions and they should all be considered before tackling a role.
It helps to always set a next step. So that no one is left hangin’.
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It helps to always set a next step. So that no one is left hangin’.
It’s not for everyone, but for companies that have the need, it’s a must-have. No other tool is quite as real-time, especially for hard to fill high level roles.
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It’s not for everyone, but for companies that have the need, it’s a must-have. No other tool is quite as real-time, especially for hard to fill high level roles.
Jobs vary.
Why do they want the job? Will they have relevant skills to contribute? Are they nice to work with? How strong is their prior work experience? What do they want to do 12-18 months down the road, and how does that align with what the company has to offer?
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Jobs vary.
Why do they want the job? Will they have relevant skills to contribute? Are they nice to work with? How strong is their prior work experience? What do they want to do 12-18 months down the road, and how does that align with what the company has to offer?
Great job getting your foot in the door! Above all else, a recruiter wants to know “why is this person the right fit.” To explain this, you can talk about your career summary as a journey, and explain why the next role is the best step for you, given your past experience. Admit up front that it...
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Great job getting your foot in the door! Above all else, a recruiter wants to know “why is this person the right fit.” To explain this, you can talk about your career summary as a journey, and explain why the next role is the best step for you, given your past experience. Admit up front that it may not look like the most relevant type of experience, but the reason why you deserve this role & why you will do well in it is X, Y and Z.
I hope this helps!
Offer a standardized entrance examination. Conduct mock drills during the interview. Let multiple people speak with them before making the decision to extend an offer or not.
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Offer a standardized entrance examination. Conduct mock drills during the interview. Let multiple people speak with them before making the decision to extend an offer or not.
Post craigslist ads.
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Post craigslist ads.
Most staffing firms operate on contingency. Some firms, like ContractRecruiter.com, are totally different. Instead of agreeing to pay between 15% and 25% of salary, you just pay a flat hourly rate for additional hands-on when you need them. Once your open roles are filled, you stop paying for the...
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Most staffing firms operate on contingency. Some firms, like ContractRecruiter.com, are totally different. Instead of agreeing to pay between 15% and 25% of salary, you just pay a flat hourly rate for additional hands-on when you need them. Once your open roles are filled, you stop paying for the services that you no longer need. This is often much more cost effective (and quicker) than contingency. Message me if you wish to learn more!