A top-tier 
tech recruiter
is available for your company whenever you need
- For a fixed monthly rate, we provide your business with a dedicated tech recruiter.
- The recruiter is ready to begin supporting your recruitment needs immediately.
- You choose the scope of the recruiter’s responsibility. Whether you want to scale your tech team quickly or set up a new one, we adapt to your needs.
Key benefits
We provide you with your own tech recruiter
From the moment you sign a contract with us, you get a recruiter working for your company for as long as you require.
The tech recruiter works exclusively for you
Humeo’s recruiters represent your company and integrate into the culture of your organization. They maintain a constant connection with your team, ensuring a top-quality recruitment process.
You can increase your hiring capacity whenever you choose
You can increase your hiring capacity whenever you choose. Humeo’s recruiters start filling your recruitment funnels from the very beginning. You can quickly scale your team or build a brand new one.
You save 50–70% compared to the success-fee model
You pay a fixed monthly rate, with no additional costs.
We provide you with tools and expertise
You get access to recruitment tools and support from an experienced team leader to make sure our recruiters are maintaining the highest standards.
We are your partner in IT recruitment and EB activities
In addition to delivering the right candidates, we provide strategic support. We help you build your recruitment processes and boost your brand as an employer.
How we work
We set goals and priorities
You tell us about your needs. We work with you to define the scope of recruitment, candidate personas, and the markets where we’ll scout for talent.
We find the right candidates
We source candidates through LinkedIn and beyond, post job ads on various job boards, and use a wide variety of tools. We drill down into each stage of recruitment to deliver the most effective solutions and services tailored to your needs.
We remove the hassle from recruitment
We conduct interviews and set up the subsequent recruitment stages. We maintain a constant connection with your team. We consistently provide and solicit feedback to continue supplying candidates in accordance with your requirements. If needed, we can organize new hire onboarding procedures.
We constantly analyze and improve processes
We share our recruitment and job market knowledge, suggest improvements, optimize funnels, and ensure the best possible candidate experience.
We successfully employed this approach to create a 20-programmer team for Sweden’s LeoVegas.
RPO versus the success fee
| RPO | Success Fee | |
|---|---|---|
| Integration with your organization | The recruiter works inside your organization and contacts candidates as a company representative. | The recruiter works outside your organization and contacts candidates as a recruitment agency representative. |
| Branding | The recruiter uses your brand and an email address linked to your domain name to communicate with jobseekers. | The recruiter contacts candidates using the agency’s brand and an email address linked to the agency’s domain name. |
| Exclusivity | The full-time recruiter works only for you. | The recruiter might work for multiple clients at the same time. |
| Scope | The recruiter is responsible for end-to-end recruitment – from sourcing to hiring. | The recruiter mainly searches for candidates. Usually when candidates are delivered, you’re responsible for continuing the recruitment process. |
| Data ownership | All contacts and the history of candidate interviews are retained in your recruitment systems. | Contacts and interviews with candidates are retained in the recruitment agency systems. |
| Tasks | The recruiter handles all recruitment processes on an ongoing basis, including recruiting for new roles. | The recruiter usually focuses on recruitment for specific positions on a case-by-case basis. |
| Payments | A fixed predictable monthly fee. | A fee for each successful placement charged as a percentage of the candidate’s salary. |
| Employment cost on a quarterly basis | Up to three times lower for medium and high recruitment volumes. Comparable to low recruitment volumes (1–2 hires per quarter). | Up to three times higher for medium and high recruitment volumes. Comparable to low recruitment volumes (1–2 hires per quarter). |
