Human resources
The people who hire your people.
Recruiters, HR coordinators, payroll and benefits specialists, HRIS analysts and employee relations. Surge capacity for a hiring push, or the HR lead a growing company finally needs.
- 6 functions
- from talent acquisition and HR operations to payroll, HRIS and employee relations
- Systems tested
- Workday, ADP and UKG experience checked rather than taken from a resume
- Surge or permanent
- recruiters for a hiring push, or the person who builds the function
Human Resources
The function everyone calls when it is already late.
We recruit across talent acquisition, HR operations, payroll and benefits, HRIS and employee relations, for companies from a single site through to multi state employers.
Two patterns dominate. A hiring push that needs recruiters and coordinators for six months, and a company that has grown past the point where the office manager can also run HR.
Both are systems dependent. Workday, ADP and UKG are not interchangeable, and a payroll specialist who has only run single state is a different hire from one who has closed multi state and multi entity.
Functions
What we actually recruit for.
Pick one and you get what they actually produce, the seniority we fill, and the tools and standards a screen has to cover.
Sourcing, screening, scheduling and offer management, plus the hiring manager relationships that make it work.
- Seniority we fill
- Recruiting coordinator through to talent acquisition manager
- Tools
- GreenhouseLeverWorkday RecruitingiCIMSLinkedIn Recruiter
- Standards
- EEOC and OFCCP awarenessStructured interviewingOffer approval process
Sourcing, screening, scheduling and offer management, plus the hiring manager relationships that make it work.
- Seniority we fill
- Recruiting coordinator through to talent acquisition manager
- Tools
- GreenhouseLeverWorkday RecruitingiCIMSLinkedIn Recruiter
- Standards
- EEOC and OFCCP awarenessStructured interviewingOffer approval process
The vocabulary
What we recruit against.
HR systems are not interchangeable, and the wrong platform experience costs a quarter. These are the ones we screen on.
HRIS and payroll
- Workday
- ADP
- UKG
- Paylocity
- Paycom
- BambooHR
- SuccessFactors
Recruiting
- Greenhouse
- Lever
- iCIMS
- Workday Recruiting
- LinkedIn Recruiter
Compliance
- FLSA
- FMLA
- ADA
- I-9 and E-Verify
- ACA
- EEOC
- OFCCP
Credentials we verify
- SHRM-CP
- SHRM-SCP
- PHR
- SPHR
- CPP
- CEBS
HR is judged on the quiet quarters and remembered for the one investigation that was handled badly. Screen for the second.
Screening
How we screen an HR hire.
HR candidates interview well by profession, which is exactly why the screen has to be about what they have actually carried rather than how they describe it.
- 01
Scope, not job title
Headcount supported, how many states, whether the role owns payroll or hands it to a provider, and who handles an investigation today.
- 02
Systems established properly
Workday as an end user, a configurator or a report writer are three different people. We find out which one is in front of us.
- 03
Compliance questioned
A leave scenario, a classification question, an I-9 correction. Short, specific, and it separates practice from theory quickly.
- 04
A difficult conversation, described
A termination, an accommodation, a complaint about a senior person. What they did, and what they would do differently.
- 05
A reference from an HR leader
Somebody who saw the case files, not a manager who liked working with them.
Straight answer
Where the market is actually tight.
What our recruiters see running these searches. Experience rather than a guarantee.
| Role | What the market looks like | Realistic shortlist |
|---|---|---|
| Recruiting coordinators | Deep pool, and a common entry route. Scheduling volume is the differentiator. | Days |
| HR assistants and generalists | Readily available at junior level, thinner at true generalist depth. | About a week |
| Corporate recruiters | Cyclical. Availability swings with the wider hiring market more than any other HR role. | One to two weeks |
| Payroll specialists, multi state | Scarcer than expected. Single state experience is common, multi state and multi entity is not. | Two to three weeks |
| HRIS analysts | Tight, particularly on Workday configuration rather than reporting. | Three to four weeks |
| Employee relations specialists | The hardest HR hire we run. Genuine investigation experience is rare and heavily counter offered. | Three to five weeks |
If your hiring plan depends on recruiters starting by a date, contract recruiters are usually the faster route and can convert later.
Shapes
Three shapes this usually takes.
HR demand is either a spike or a structural gap, and the two need different answers.
Recruiting surge
Contract recruiters and coordinators for a hiring push.
- When it fits
- A funding round, a new site, a seasonal ramp, or a backlog of open requisitions.
- The arrangement
- Contract, three to twelve months, scaling down as the requisitions close.
Project HR
Specialists for a defined piece of work.
- When it fits
- An HRIS implementation, an audit, a policy rebuild, an acquisition integration.
- The arrangement
- Contract, typically six to eighteen months.
The permanent hire
The person who owns the function.
- When it fits
- First HR leader, HR business partner, payroll manager, ER specialist.
- The arrangement
- Direct hire, or contract-to-hire where the shape of the role is still forming.
Before you call
What to have ready before you call.
Knowing these turns a first call into a shortlist rather than a scoping exercise.
- Headcount supported, and how many states or entities
- Your HRIS and payroll platforms, and whether the role configures or uses them
- Whether payroll is run in house or through a provider
- Who handles employee relations cases today, and what happens when they are away
- Union, non union, or a mix
- The rate or salary band you can approve without a second meeting
Open roles
A sample of human resources roles we fill.
Questions
Before you call.
Yes, and it is one of the most common things we do in HR. Contract recruiters and coordinators can be in place within a fortnight and scaled down as requisitions close, without touching permanent headcount.
Building out HR?
Tell us the headcount supported, your HRIS and whether this is a surge or a structural gap. We will tell you which of the two you actually have.