Hiring great people is hard.

Hiring consistently great people as you scale?

Even harder.

One of the most common questions we hear from growing companies is:
Should we hire entirely in-house or work with external recruiters?

An in-house talent team is essential.
Internal teams bring depth.

Recruiters bring reach.

Your in-house team knows your company inside out.
They understand the team dynamics, the company culture, and internal processes. 

Headhunters live and breathe the talent market.

They’re constantly networking, tracking candidate movements, and building relationships with people who aren’t actively looking.

When you combine the two, you unlock something powerful:
1. The context and alignment of internal hiring
2. The speed and market access of external headhunters

Here are a few moments where it’s worth having a trusted headhunter on your side:
→ The role is niche or high-impact
→ You’re scaling fast and need support to move quickly
→ You’re hiring in new markets
→ The role is confidential
→ The best candidates are not actively applying

✔️ What does a good hybrid model look like?
- It’s not about handing over all your hiring to an agency.

It’s about building a scalable process where:
→ Your internal team focuses on culture-fit roles, volume hiring, and internal mobility
→ Recruiters are brought in for specialized searches, urgent roles, or strategic hiring needs
→ Both sides communicate and collaborate closely with hiring managers
→ There’s clarity on when and how to bring in external support so it's not a last resort, but part of the plan.