Direct Hiring

Direct recruitment means that you, as the client, hire the candidate directly, while the recruitment firm manages the process leading up to the hire.

No intermediary acts as the employer, there is no temporary staffing involved, and there is no probationary period as a consultant. You are paying for the work involved in finding, evaluating, and attracting the right person. This is one of the most common forms of recruitment services in Sweden, and it is at the heart of what we do.

What is direct recruitment?

The recruitment firm handles the entire process on your behalf. It begins with a requirements profile that describes what the role entails and which requirements are truly essential. Candidates are then sought out, both among those who are actively seeking a job and those who are not. The selection process involves interviews, often supplemented by tests and work samples, and the strongest candidates are presented as a shortlist. You conduct interviews, make selections, negotiate, and draft the employment contract. The recruitment partner provides support during negotiations and checks references before the decision is finalized.

The term is used in two senses, and it is important to distinguish between them. One is the one we are describing here: the form of employment, as opposed to staffing, Try & Hire and interim solutions. The second meaning refers to the recruitment method—that is, reaching out to candidates directly rather than attracting them through job ads. The latter is more precisely called direct search or headhunting. If you ask a recruitment agency what direct recruitment means to them, ask them to answer both questions: Who is the employer, and how are candidates found?

The fee is usually set as a percentage of the candidate’s annual salary, typically 15 to 25 percent for specialist and executive roles, and sometimes higher for complex assignments. It may be a performance-based fee paid upon placement, or a retainer paid in installments. We’ll go over what’s included and the applicable guarantee terms when we present our services.

A direct hire typically includes:

  • Job requirements and search strategy in consultation with the hiring manager.
  • Advertising and direct searches in the market, in parallel.
  • Structured interviews, tests where appropriate, and reference checks.
  • A documented shortlist with supporting information you can use to make a decision.
  • Support throughout the proposal, negotiation, and handover to onboarding.

Here's what the process looks like, step by step

This process is not just a formality. It allows you to compare candidates on an equal footing rather than relying on gut feelings.

  1. Startup and Requirements Profile. What is expected of the role over the course of a year, which requirements are essential, and what can be learned on the job? This is also where the salary range and timeline are established.
  2. Search and Contact. Advertising where it's effective, direct recruitment where that's not enough, plus searching the existing talent pool.
  3. Selection and Evaluation. Structured interviews based on the same criteria for all candidates, supplemented with tests and work samples when the role requires it.
  4. Presentation and customer interviews. You'll review a selection of written materials for each candidate, not a stack of resumes.
  5. References, Proposals, and Closing the Deal. References are obtained with the candidate's consent during the final phase, following the job offer, contract, and start date.

The lead time for a specialist or management role is often six to twelve weeks from the start of the process to the signing of the contract, plus the notice period. The biggest variable is rarely the search itself, but rather how quickly you are able to conduct interviews and make a decision.

Common Mistakes in Direct Recruitment

  1. Ordering a role instead of a result. ”We need a controller”That’s not enough. Without a requirements profile that describes the scope of work, the mandate, and the interfaces, candidates are evaluated based on different perceptions of the same job.”.
  2. To assign the task to several people at the same time without telling them. The same candidates are contacted by three providers; none of them prioritize you, and the candidate experience becomes chaotic. Instead, choose one partner and demand transparency.
  3. To let the process drag on. A two-week gap between interview rounds is enough to lose the best candidate to someone else. Schedule the interviews before the search begins.
  4. To terminate upon signing the agreement. The period between signing and the first day is when second thoughts arise. Stay in touch, and hand things off to a well-prepared onboarding team.

How Talent Search Approaches Direct Recruitment

Direct recruitment is our core business. We work with specialists, key roles, and first- and second-line managers, typically with two to twelve years of experience. In these cases, candidates rarely actively seek jobs, and speed is of the essence. Our process is therefore designed to get started quickly, follow up promptly, and keep you informed even when there are no new developments.

  • We develop the job requirements profile together with the manager who will supervise the employee.
  • We present candidates early on and adjust our approach based on real feedback from the market.
  • We combine classified ads and direct search in the same assignment, rather than choosing one or the other.
  • We provide support throughout the process to ensure that closing the deal isn't the weak link.

The fact that nine out of ten clients return is largely due to the pace of our work and the fact that you always know where the project stands. If you’d like to discuss a specific role, our CEO, Sven Öquist, will respond right away.

Frequently Asked Questions About Direct Hiring

What is the difference between direct hiring and staffing?

With direct hiring, you hire the candidate yourself and pay a one-time fee for the process. With staffing, the person is employed by the staffing agency and assigned to you for an ongoing hourly rate. Direct hiring addresses a long-term need, while staffing addresses a temporary one.

How long does a direct hire take?

For a specialist or management role, six to twelve weeks from the start of the search to the signing of the contract is a typical timeframe, plus the candidate’s notice period. Hard-to-find skills and niche geographic areas take longer. What most often prolongs the process is internal decision-making, not the availability of candidates.

How much does direct recruitment cost?

The fee is typically 15 to 25 percent of the candidate’s annual salary for specialist and management roles, with higher rates for more complex assignments. In addition to the fee, there may be costs associated with advertising and testing. Always ask for a written breakdown of what is included.

Is it possible to start with a temporary arrangement and then transition to a permanent position?

Yes, and this is common when the need is urgent but the decision on a permanent position is delayed. An interim solution keeps the role filled while the recruitment of a permanent successor proceeds in parallel. If the same person is to transition to a permanent position, the terms of that transition should be established from the outset.

Do you have a position to fill this fall? Schedule a brief introductory call with us and get an assessment of the market situation.