SharpHeads
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Recruiting services

Recruiting capacity for the outcome, or for the work.

Use success-based contingency recruiting for defined roles, or add an Embedded Recruiter when your team needs skilled recruiting capacity inside the workflow.

Discuss a hiring needExplore Hiring OS
Scope, ownership, and commercial terms are agreed before work begins.

One defined role or an ongoing recruiting workload.

The engagement should match the operating problem.
Built from recruiting operations

The technology changed. The accountability did not.

SharpHeads began in recruiting operations. That experience still shapes how we define roles, evaluate search difficulty, manage candidate conversations, and keep decision ownership visible.

Recruiting Services are the human-delivery layer. Hiring OS is the developing systems layer. They solve different problems and can work independently.

The two offers

Choose the commercial model that fits the work.

No public package or universal price can describe every search, hiring market, workload, or operating environment. The engagement is scoped after we understand the requirement.

01
Success-based search

Contingency Recruiting

SharpHeads runs the search and earns a fee when a candidate introduced through the engagement is hired, subject to the signed terms.

Best for

Companies with defined open roles that want recruiting support without adding fixed recruiting capacity.

SharpHeads runs
  • Role and search calibration
  • Candidate research and outreach
  • Screening and shortlist preparation
  • Interview and candidate coordination
Client owns
  • Role priorities and hiring context
  • Timely interview feedback
  • Selection and employment decisions
02
Contract recruiting capacity

Embedded Recruiter

Add a skilled recruiter for an agreed period and scope, with recruiting capacity aligned to your priorities and approved workflow.

Best for

Companies or recruiting agencies with ongoing hiring work, delivery pressure, or a temporary recruiting capacity gap.

SharpHeads runs
  • Recruiter vetting and matching
  • Engagement onboarding support
  • Continuity and service oversight
  • Replacement planning when contractually applicable
Client owns
  • Daily requisition priorities
  • Hiring-manager and system access
  • Feedback, approvals, and final decisions
Which path fits?

Separate the need for people from the need for a system.

The three choices are deliberately distinct. Start with the constraint that is actually slowing hiring down.

Choose Contingency

You have one or more defined roles and prefer a success-based search rather than ongoing recruiting capacity.

Review contingency recruiting →

Choose an Embedded Recruiter

You have sustained recruiting work and need a capable recruiter working inside your existing process.

Review embedded recruiting →

Choose Hiring OS

Your recruiting team is in place, but the sourcing, screening, outreach, and workflow system needs to improve.

Explore Hiring OS →
How it starts

Clarity before recruiting activity.

The first conversation determines whether the requirement is suitable, which engagement model fits, and what each side must own.

01

Understand the requirement

We review the roles, market, urgency, workload, workflow, and the outcome your team needs.

02

Select the engagement model

We recommend contingency search or embedded recruiting capacity and define the operating boundaries.

03

Calibrate the work

We align role context, search direction, systems, access, feedback rhythm, and decision ownership.

04

Operate with visibility

The recruiting work moves forward with clear reviews, communication, and accountability on both sides.

Service or operating system?

Already have recruiters? Improve the workflow around them.

Hiring OS is being developed for teams that need structured role context, sourcing, screening, outreach, shortlists, candidate progression, and recruiting memory rather than additional recruiting delivery.

Explore Hiring OS
Common questions

Understand the engagement before the conversation.

Do you work with direct employers and recruiting agencies?

Yes. Contingency recruiting is designed primarily around an employer's open roles. Embedded Recruiters can support direct employers or recruiting agencies that need additional delivery capacity.

How does contingency recruiting work?

After the role and commercial terms are agreed, SharpHeads runs the search, screening, shortlist, and candidate coordination. A success fee becomes due when a candidate introduced through the engagement is hired, according to the signed agreement.

How is an Embedded Recruiter different?

An Embedded Recruiter adds recruiting capacity for an agreed period and scope. The recruiter works against your priorities and approved process while SharpHeads supports matching, onboarding, continuity, and service oversight.

Can we meet the recruiter before starting?

Yes. After we understand the work, we can introduce relevant available recruiters for a fit conversation. We are not publishing a public recruiter catalogue at this stage because availability and suitability must remain current and requirement-specific.

What roles or industries can SharpHeads support?

We confirm fit only after reviewing the function, seniority, geography, market conditions, and available recruiting expertise. We do not accept every search or contract requirement automatically.

How is pricing determined?

Contingency terms depend on the role and search scope. Embedded Recruiter terms depend on the required experience, duration, workload, systems, and operating expectations. The exact commercial terms are provided after discovery rather than published as a universal price.

How does this relate to Hiring OS?

Recruiting Services provide human recruiting delivery. Hiring OS is the developing operating system for teams that want better sourcing, screening, outreach, candidate progression, and recruiting memory. A business may eventually use either one or both.

Are replacement or performance terms included?

Any replacement provision, service level, remedy, or other commercial commitment is engagement-specific and appears only in the signed agreement when applicable.

One useful next step

Tell us what the recruiting work looks like.

Share the roles, hiring volume, geography, current workflow, and the operating gap. We will determine whether Contingency Recruiting, an Embedded Recruiter, Hiring OS, or no SharpHeads engagement is the right next step.

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