for established firms · mid-market, corporate & professional services
Hyring gives established firms recruiting capacity that scales with the work: matched specialists per search, embedded recruiters through a hiring push, and campaigns when the market does not hold the skill. For companies past the startup stage: mid-market firms, regional offices of international companies, professional services, and portfolio companies hiring on an investor's clock. The HR team exists. The searches still pile up.
Reviewed and matched against the bench. Back to you within 48 hours.
the shape of the problem
Founders lack a talent function. You have one, and it is stretched. The failure modes are different, and so is the fix.
A contract win, a new market, a restructure: hiring arrives in surges, and an HR team sized for steady state either burns out or hands the surge to agencies at a percentage per head. Neither is a strategy, both are common.
A percentage of salary is tolerable once. Across a year of hiring it becomes one of the larger line items nobody planned, and it scales with your salaries rather than with the work done. Day rates and per-search pricing flatten that curve, and you can see the maths before you commit.
Three agencies on a panel race each other to the same candidates and none of them learns your business. One matched specialist, or one embedded recruiter, accumulates context with every search, and the shortlists show it by the third brief.
how firms engage
A brief at a time, matched to a specialist who knows the discipline and the market. The right shape when hiring is real but occasional, and the one most firms start with.
A vetted recruiter inside your team on a day rate, working your roles under your brand, alongside your HR function rather than around it. The flagship model for established firms, and the page for it shows the cost comparison in full.
When the skill does not exist locally in volume, a search cannot find it. A campaign brings the market to you from the cities that hold it, run as one project with one contact.
Hiring into the UAE ahead of an entity, or engaging contractors compliantly across borders. Delivered with a licensed partner, one contact at Hyring across employees and contractors.
Portfolio companies hiring on an investor's clock fit here too. A post-investment hiring plan is a surge with a deadline, and an embedded recruiter for the duration of it is usually the honest answer. The fund sees progress in the portal, and the fee structure is a day rate rather than a percentage of every salary the plan adds.
alongside your team
Approval chains, grading, your ATS, your offer process: the specialist works inside your structure. The portal gives your team one view of every live search without changing how you run the rest.
Embedded recruiters work under your name. Campaign creative runs under your brand. Candidates experience your company, not a supplier, which is what protects the pipeline you keep afterwards.
Briefs, criteria, scorecards and the record of every search live in the portal and remain yours. When an engagement ends you keep the intelligence, not just the hires.
established firm questions
Keep them if they are working. The full side-by-side is on the vs-agency page. The usual reasons firms move are cost at volume, because percentage fees compound across a hiring year, and continuity, because a matched specialist learns the business in a way a rotating agency panel does not. We do the same work an agency does, including executive search, without the percentage of salary.
No, and it is designed not to. The specialist works inside your process and your systems, the HR team keeps ownership of the candidate experience and the offer, and the portal gives them oversight of every search rather than another tool to administer. Embedded recruiters in particular exist to add capacity to an HR function, not to compete with it.
Yes. Volume is what embedded recruiters and campaigns are for: an embedded recruiter works a full slate of roles on a day rate, and a campaign fills a pipeline when the local market does not hold the skill. Both are scoped and priced before they start, and both report in the portal as they run.
The bench covers ten human capital disciplines and the specialists on it include executive search practitioners who have worked in and for professional services. Fee-earner hiring, support functions and leadership searches are all briefs we can match. If a brief sits outside what the bench genuinely holds, we say so rather than matching loosely.
Per search, a day rate, or a scoped project, agreed in writing before work starts. The comparison that matters is against your current percentage fees at your actual hiring volume, and that is a ten-minute exercise with real numbers: bring last year's agency spend to the first conversation and we will do it with you.
keep reading
The flagship model for firms: the full cost comparison against agency and RPO.
read moreHiring into family structures: discretion, trust and the first senior outsider.
read moreAn honest side-by-side on cost, control and who actually does the work.
compareready when you are
Five minutes, no account. Back to you within 48 hours with how we would run them.