Direct Hire Staffing & Permanent Placement Services

We fill roles across all levels and functions — from individual contributors and mid-level professionals to directors and senior leadership. Common placements include software engineers, project managers, financial analysts, operations managers, marketing directors, and clinical professionals. If it's a full-time permanent role, we can source for it. For compensation benchmarks on these and other positions, visit our Salary Guide.

Time to fill varies significantly based on role seniority, industry, local labor-market conditions, required certifications, and how quickly your interview process moves. Standard professional roles often complete within a few weeks; executive and highly specialized roles can take considerably longer. We'll share a realistic timeline estimate during the intake call rather than quote a one-size-fits-all number.

Every candidate undergoes resume review, phone screening, behavioral competency interviews, hard skills assessment, professional reference checks (typically 2-3 references), and background verification. For senior roles, we also conduct leadership assessments and compensation benchmarking.

Direct hire fees are calculated as a percentage of the candidate's first-year base salary. The exact percentage is agreed upon before the search begins and depends on the role level and complexity. You only pay when a candidate accepts your offer and starts — there are no upfront fees or retainers for standard direct hire engagements.

Every direct hire placement includes a replacement guarantee. If the candidate leaves voluntarily or is terminated for performance within the guarantee period, we will restart the search and deliver a replacement at no additional fee. The guarantee period is defined in your service agreement and typically ranges from 90 days to 12 months depending on the role level.

Our recruiters use a combination of LinkedIn Recruiter, professional network outreach, industry events, referral programs, and targeted direct messaging to identify and engage passive candidates. Passive candidates often represent the highest-quality talent because they're currently employed and performing well — they just need the right opportunity presented to them.