For employers
Hire for the skills the role actually needs
Contract, contract-to-hire or direct hire, for entry-level through experienced roles in AI and automation, technology sales, financial services, data analytics and insurance.
Hiring models
Choose how you want to hire
Contract
- Best for
- Projects, seasonal peaks, leave cover and roles you are not ready to make permanent.
- How it works
- The professional works on your team for an agreed period. We handle recruiting, onboarding paperwork and payroll.
Contract-to-hire
- Best for
- Roles where you want to see someone's work before making a permanent offer.
- How it works
- The person starts on contract. After an agreed period, you can offer them a permanent role on your payroll.
Direct hire
- Best for
- Core roles where you want the person on your payroll from day one.
- How it works
- We run the search and screening. You make the offer and employ the person directly.
Our process
What happens after you send a request
Intake
We learn the role, your team and what success looks like.
Sourcing
We search our network, referrals and trusted channels.
Screening
Structured interviews, work samples and reference checks.
Shortlist
You receive a short list with notes on why each person matches.
Offer and follow-up
We support the offer and check in after the start date.
Every search includes
What you can expect from us
The same standard on every role, whatever the hiring model.
- A written role profile. Must-have skills, nice-to-haves, pay range and work setup, agreed with you before sourcing starts.
- Structured interviews. Every candidate answers the same core questions for the role, so you can compare them fairly.
- A role-specific work sample. A short task that mirrors the job, reviewed by a recruiter before you see it.
- License and registration checks for insurance and securities roles that require them.
- Reference checks, with the candidate's consent.
- A short list with notes on why each person fits and where they may need support.
- Follow-up after the start date, with you and the new hire.
Questions
Employer FAQ
What does it cost?
Fees depend on the hiring model and the role. We agree pricing and terms with you in writing before a search begins.
Do you guarantee a hire?
No. We commit to a thorough search and an honest shortlist. Hiring decisions, and the qualifications you require, remain yours.
Can you fill remote roles?
Yes. Tell us whether the role is onsite, hybrid or remote and where the person needs to be based, and we will search accordingly.
Do you place Copper Canyon Institute graduates?
CCI graduates who opt in are one source of candidates, alongside experienced professionals from the wider market. They go through the same screening as everyone else, and you decide whether a certificate meets your requirements.
Can you recruit licensed insurance or securities staff?
Yes. We confirm license or registration status before submitting a candidate for a role that requires one. Unlicensed candidates are only put forward for roles that do not need a license, or where you have agreed to sponsor licensing.
Do we have to use your work samples?
No. If you already run your own assessment, we can align our screening with it or skip the sample.
Start with a 20-minute intake call
Tell us about the role and we will come back with a plan, a timeline and terms.