HR BROKERAGE: A SMARTER APPROACH TO RECRUITMENT CHALLENGES

In my first post, I introduced myself as an HR Broker — a consultant who solves diverse HR-related challenges. While employee benefits like insurance and healthcare (which undeniably impact employee comfort, loyalty, and retention) are part of my expertise, my focus extends far beyond them. But what happens when you’re about to lose a key employee and need to find a replacement quickly to minimize the costs of absenteeism and lost productivity or decision-making?

3 Common Recruitment Strategies (and Their Trade-offs)

1. In-House Recruitment: Your HR team handles job postings, networking, and employee referrals.
2. Multiple Agencies: Collaborate with several recruiters on a success-fee basis—only paying for placed candidates.
3. Exclusive Agency: Partner with a single firm on a retainer-fee model, paying in installments for each recruitment phase (with no success guarantee).

None of these strategies is perfect—each has pros and cons. They can also be combined, depending on your budget and timeline.

A Better Solution: The HR Broker Model

With 13+ years of recruitment experience on both the corporate and agency sides, I recommend a less common but highly effective approach: engaging a broker to act as a temporary recruitment coordinator. This includes:

• Identifying and vetting specialized headhunters.
• Negotiating contracts and managing partnerships.
• Quality-checking candidates and overseeing deliverables.
• Handling post-placement guarantees (and even stepping in to find replacements if needed).

This model reduces risk while opening doors to more opportunities. Currently, I collaborate with three "direct search" recruitment firms and personally participate in select searches.

Need to Fill Critical Roles?

If you’re struggling to hire for managerial or expert positions and want multiple vendors with a single point of contact, let’s talk.Your inquiry or brief costs nothing 😉

Best regards,

Adam Zygmunt