Hire recruiters and HR generalists, vetted in 10 calendar days

An HR staffing agency recruits the people who run your people function: recruiters and sourcers who fill roles, coordinators who keep hiring moving, HR generalists who handle daily employee matters, and payroll and benefits administrators. HireHawk screens candidates on your ATS and HRIS before shortlisting in 10 calendar days.

For sourcing, screening, scheduling and pipeline work, consistently yes, and it is one of the highest-return global seats available. Where offers and employee relations conversations need US employment law knowledge, those stay with a US hire on your payroll. That split is common enough that most clients run it by default: global sourcing depth behind a US closer.

Yes, through US direct hire. Cases involving discipline, grievance or termination carry legal exposure that belongs with an employee on your payroll, inside your policies and your counsel's guidance, not with an offshore seat. We will say so plainly rather than place a seat offshore and leave the exposure with you. Everything upstream of a case, from records to onboarding, staffs globally without issue.

Candidates are matched to your system and tested on it, commonly Greenhouse, Lever, Workable, BambooHR, Gusto and Rippling. Where the stack is unusual, we screen for transferable process depth instead of pretending fluency exists. Process depth transfers between systems far more reliably than tool familiarity does, so that is what we weight in the assessment.

Between five and eight open roles is a realistic load for a full-cycle recruiter, fewer for senior or technical searches. Adding a coordinator or sourcer usually lifts capacity more cheaply than adding a second full recruiter. We size the desk against your hiring plan on the discovery call rather than quoting a ratio that ignores role difficulty.

Yes, and the usual sequence is one full-cycle recruiter first, then a coordinator once scheduling volume becomes the bottleneck, then a sourcer when pipeline depth matters more than process. We scope that order against your hiring plan rather than selling all three at once.

Volume decides it. Below roughly a dozen hires a year, agencies are usually cheaper than a salary. Above that, an internal recruiter costs less per hire and builds market knowledge that stays with you. Many teams run both, with internal handling volume roles and agencies handling rare or senior searches.

Roughly a third of a full-cycle recruiter's week, most of it scheduling, follow-up and administration. That time goes back into candidate conversations, which is the only part of recruiting that cannot be delegated. It is the highest-return support hire in most talent teams.