All too often the recruitment function of a business can be seen as a ‘service’. It can be seen as a transactional process – candidates are sourced, interviewed and placed into roles. Yes that delivers the objective, but not much more.
When you work with an embedded talent partner however, you’re getting so much more than a successfully acquired and placed candidate. They care about your mission, your culture, your team, your goals, your priorities and arguably above all, your time. They care about making hiring the best it can be for your business and for the long-term.
This inevitably makes the relationship between the client and the embedded talent partner much more of a collaborative partnership, with mutual investment from both parties. The talent partner is associated with your business through channels such as LinkedIn, Slack and email. You are both representing the same company, thus you are going out to market as part of the same team.
An embedded talent partner will have accountability for delivering hires against certain hiring pipelines and volumes, giving you the output and results of having a larger internal talent team, minus having to find the capacity to manage them – giving you more time to keep doing what you do best and leaving them to do what they do best.
They appreciate that all businesses are different and no two companies are at exactly the same stage of their growth journey. A brand new start-up for example is likely to need more support than a 2 year old scale-up when it comes to hiring efforts. It’s not a one size fits all. They will fully qualify where you are at as a business and make the best talent attraction and generation plan for you.
Depending on where you’re at in your growth journey, you may need support with things such as;
Building your entire talent function from the ground up
Headcount & Workforce planning
Candidate attraction & Generation strategies
Setting up applicant tracking systems
Building a database of candidates for current and future hires (which you then have ownership of)
Creating an exceptional candidate experience
Post-placement care strategies
Diversity, equality and inclusion
The list goes on, but as you can see from the above – they can add value to your business in a multitude of ways.
A common pain-point for many organisations is cost. Working with a traditional recruitment company could cost you anything from 15% – 35% of a candidate’s annual salary. External recruiters are paid a commission when they place a candidate and so the more the fee is, the more commission they earn. It doesn’t take a rocket scientist to work out where this point is going. It’s a fair model, but if you’re hiring for Senior of Executive-level roles, then the costs can get very high.
We know how hard it is to build a business from scratch, and your access to resources really matters in the early stages. Facets Talent have various different pricing models based on your hiring needs such as:
A monthly retainer fee
A lower monthly retainer fee + a set fee when you make a hire
A flat fee when you hire
Facets Talent will offer you an embedded talent partner with all the expertise you need to develop a successful long-term hiring strategy. We are disrupting the market by taking your hiring requirements, calculating what you would pay a traditional recruitment agency (at 15%), cutting this cost by around 50% and spreading the payments over 6 months.