Service
Talent as a Service
Flexible recruitment capacity, shaped around your hiring plan
Recruitment capacity without one rigid model: an embedded recruiter, dedicated capacity, retained delivery or a TA contractor, scoped around your hiring.
One of the ways to work with Humand's specialist technology recruitment for employers.
Comparing this with an in-house team or an agency? Read our guide to in-house, agency and embedded recruitment.
What it is
Recruitment as a service, in the shape you need.
Talent as a Service is how Humand provides recruitment capacity, rather than working one vacancy at a time. It is an umbrella, not a single package: some clients want a recruiter embedded in their team, others want reserved capacity across a hiring plan, a retained programme, or a TA contractor working inside their function.
You may also know it as embedded recruitment or a recruiter on demand. Whatever the label, the model, the scope and the commercials are set with you, so the capacity fits your plan instead of your plan bending to fit a package.
Ways to engage
Choose the shape that fits.
An engagement can start as one shape and add another as your hiring grows.
Embedded recruiter
A Humand recruiter who works inside your team, in your systems and alongside your hiring managers, delivering an agreed set of roles with Humand behind them. A recruiter on demand, for as long as the hiring needs one.
Suits: Hands-on recruiting close to the hiring.
Dedicated capacity
Recruiter time reserved for your roles (one recruiter or a small team for an agreed period), paid for as capacity rather than a placement fee for each hire, so one team works across the whole run of hires.
Suits: Several related hires over a period.
Retained delivery
A retained arrangement for a defined hiring requirement or programme, such as a new team, a new site or a set of specialist roles, with the deliverables agreed before work starts.
Suits: A clear requirement with a defined end point.
Subscription hiring
A recruitment subscription: a monthly model built around an agreed level of hiring output rather than recruiter time, with the scope set with you up front and reviewed as you go. One way to buy Talent as a Service, not the definition of it.
Suits: Ongoing hiring you want to budget month by month.
TA contractor
A recruiter or talent acquisition professional who joins your TA team on contract and works to your priorities and process, while drawing on Humand's network, tools and specialist support.
Suits: A seat in your team, with an agency's reach behind it.
Bespoke model
A combination of the above: for example, an embedded recruiter for ongoing engineering hires alongside retained delivery for a new site's specialist team. Designed around the requirement.
Suits: Hiring that doesn't fit one shape.
Not sure which shape fits? Book a scoping call and we'll work it out with you.
When clients use it
When hiring outgrows the capacity you have.
- A hiring spike your team can't absorb on its own
- Building a new team or function
- Specialist or hard-to-fill technical roles
- Extra capacity for an internal talent acquisition team
- Hiring in a new location or market
- Cover while a recruiter is away or a TA role is unfilled
- A sustained hiring programme over several months
These are common starting points, not a complete list.
How we scope it
How we scope an engagement.
- Hiring volume
- How many roles, and over what period.
- Role types
- Engineering, data, product, leadership or a mix.
- Difficulty
- How competitive or scarce the market is.
- Geography
- Where the roles are based, and how they work.
- Seniority
- From early-career hires to senior appointments.
- Your internal TA
- What your own team already covers well.
- Urgency
- When the hires need to start.
- Budget
- What the engagement needs to fit within.
- Duration
- A few months, a programme, or open-ended.
From that, we recommend the model that fits and set out what is in scope, the delivery you can expect and how the commercials work, written down for your engagement. If your plan changes, we review the scope with you. Ending an engagement is kept straightforward, and the terms for starting and ending are agreed at the outset.
Working with internal TA
Built to work with your talent team, not around it.
Talent as a Service is designed to sit alongside an internal talent acquisition team, as well as to support companies that don't have one. Your team keeps ownership of the process, the employer brand and the hiring decisions. We add what helps:
- Temporary capacity for a busy period or a hiring spike
- Reach into specialist or difficult markets
- Extra bandwidth to launch or scale a hiring programme
- A recruiter supplied into your team
- Cover for a gap while you hire or someone is away
- A complement to what your team already does well, not a parallel process
If your own team already reaches the right people for a role, you probably don't need us for that role, and we'd rather say so.
How it works
From first call to agreed delivery.
- 01
Understand the requirement
We talk through your hiring plan, the roles, the market and how your team works today.
- 02
Agree the right model
We recommend the shape that fits: embedded, dedicated, retained, subscription, a TA contractor or a mix.
- 03
Agree scope and commercials
What is in scope, the delivery you can expect and how it is charged, agreed in writing before work starts.
- 04
Start delivery
Recruiters start work on the agreed scope, with reporting set up to suit your team.
- 05
Review and adapt
We review progress with you and adjust the scope or the model as your hiring changes.
FAQs
Common questions.
Not seeing yours? Drop us a line. We usually reply within one working day.
Get started
Ready to talk about Talent as a Service?
A short call is usually enough to scope the engagement and agree next steps.