What our words actually mean.

Vetted describes the specialist, and it means exactly two things. They completed a structured online screening assessment inside the specialism they claim, and then a senior person at the Hyring team interviewed them and made the final call. Both, in that order. Nobody joins the bench by signing up.

We do not take references, and we would rather say so than imply a check we are not making. Reference letters supplied by the person being checked prove very little, and the evidence we actually rely on comes later: once a specialist is working, every assignment runs through the platform, so client ratings and delivery against milestones accumulate against their record.

What it does not mean: an approved profile, a completed form, a LinkedIn check, or a badge that arrives automatically. Vetted is a decision a person made about that individual, and it can be withdrawn.

Vetted is about the person. Validated is about the match. The platform reads your brief against the whole bench and produces a result. Before that result reaches you, someone at Hyring reads it against what you actually said and either agrees with it or changes it.

It matters because the two failure modes are different. Matching by hand does not scale and quietly misses people. Matching by algorithm alone scales beautifully and occasionally produces something confidently wrong. The platform does the matching. The Hyring team vets the talent and validates the result. Neither half works alone, and that is why the standard holds as the bench grows.

The recruiter does. Not the platform, and not Hyring. This is the single most important thing to understand about how the work actually runs, and it is where we differ from a marketplace that simply routes you a list.

Hyring is accountable for who works your brief. We vet the specialists, the platform matches your brief to the right ones, and a person here checks that match before you see it. Once you choose your recruiter, they are accountable for who they put in front of you. They run the intake, write the success profile, source the market, assess against the criteria you agreed, and put their name to every candidate on the shortlist.

We are deliberate about that split. A shortlist owned by a named professional who has to answer for it is worth considerably more than one assembled by a system with nobody's reputation attached.

The specialist works for themselves, not for Hyring and not for an agency. They are not our employee. They set their own availability, they choose which briefs to take, and they keep the majority of what they earn rather than handing most of the fee to an employer. That is precisely why experienced people are willing to join.

For you it means the person you meet is the person who does the work. There is no account manager in front of a delivery team you never see, and nobody is being moved off your search because a bigger client called.

Embedded means the specialist works inside your team, on your systems, under your brand, for an agreed number of days a week. They sit in your stand-ups, they use your applicant tracking system, and candidates experience your company rather than a supplier's. You pay a day rate for the days they work.

Onsite, hybrid or remote is your call, not ours. What makes it embedded is not where they sit, it is that they are operating as part of your organisation instead of servicing you from outside it.

Fractional means you engage a senior specialist for a defined window, typically two to three months, and hire as many people as you need inside it. The cost is the window, not the headcount. Hire two people or hire eight, the price does not move.

This is the opposite of how a percentage fee behaves. A percentage of first-year salary charges you more every time you succeed, so your cost per hire is fixed no matter how well the engagement goes. In a fractional window your cost per hire falls with every hire you make. It is the most productive way to use the model, and it is what we would put you on if you are hiring more than one person.

It applies to human capital work as well as recruitment. A fractional CHRO one day a week, or an employee relations specialist for one difficult quarter, is the same idea: senior judgement for the slice you need, without a permanent salary.

The bench is the pool of vetted specialists available to take a brief. Ten disciplines sit on it: recruiters and talent partners, executive search, employer branding and marketing, human capital partners from interns through to experienced business partners, organisation design, recruitment technology enablement, coaching, learning and development, employee relations specialists, and fractional CHROs. They are independents, not staff, and their availability changes as they finish assignments.

Being on the bench is not permanent. Specialists who stop responding to matched briefs, or whose client feedback drops, come off it.

Specialist is the umbrella word for everyone on the bench, because not all of them recruit. An employee relations specialist handling a grievance investigation is not doing recruitment. A fractional CHRO building a people function is not doing recruitment either. When we mean recruitment specifically, we say recruiter.

A brief is your description of the problem, not a job description. It is what you post on the web in five minutes: who you are, what you are trying to solve, the shape of engagement you want, and any constraints such as clearance, nationalisation targets or confidentiality. You do not need a finished job specification to post one, and you do not need an app or an account.

A success profile is the written record of what good looks like for a role, agreed with you before anyone is approached. It comes out of the intake call with the specialist, and the portal shows it back to you under the heading what we heard from you: why the role exists, what the person must achieve, what would make you say no, and the criteria that matter with a weighting against each.

It is not paperwork. It is the thing candidates get scored against, so if it is wrong the whole search is wrong. That is why you confirm it rather than us assuming it, and why we record where we pushed back on what you originally asked for.

It is a weighted average, and you can see all of the working. Each criterion in the success profile carries a weight you agreed, and the specialist scores the candidate 1 to 5 against each one with written evidence for the score. The percentage is the weighted total. If a criterion marked must-have scores below 3, the candidate is not submitted at all, whatever the total says.

Nothing about the person is scored. Not age, not nationality, not gender, not marital status, not a photograph. Only the criteria, and only against evidence. A score sorts and prompts. A person decides.

Tech-led means software does the work software is better at, and people do the work people are better at, and we are specific about which is which. The platform reads every brief against the whole bench and produces the matches, which is a job software genuinely does better than a person working from the shortlist in their head. It scores candidates against the criteria you agreed, using arithmetic you can see. It tracks how long every submission sat with each side, so delay is measurable rather than disputed.

What the platform does not do is decide. A person at Hyring validates every match before it reaches you, the recruiter owns the candidate shortlist, and you choose who works your search. Marketplace means the specialists are independents you engage directly, not staff we allocate.

For finding, never for deciding. The platform reads every brief against the whole bench on skills, sector, seniority, market and availability, so the right specialists surface rather than the ones with the right keywords on a profile. Inside our own CRM, a language model reads public news and flags which organisations look likely to be hiring, and one of our people confirms or discards every flag before it counts.

What AI is not allowed to do is decide who gets a job. The shortlist score is arithmetic, not a model: each criterion carries a weight you agreed, the specialist scores the candidate 1 to 5 against it with written evidence, and the percentage is the weighted total, which you can recalculate by hand. If a must-have scores below 3 the candidate is not submitted, whatever the total says. Nothing about the person is scored: not age, nationality, gender, marital status or a photograph. And a person at Hyring validates every match before it reaches you.

The reason is practical rather than philosophical. A selection decision that cannot be explained is a selection decision that cannot be defended, and clients in regulated sectors are eventually asked to defend one. So the short version: a model can tell us where to look. It does not get to tell you who to hire.

Your own branded talent portal, running on our architecture. Candidates and hiring managers see your brand and your domain. Hyring is not visible to them. It is used by organisations that want their own careers or talent platform without building one, and by entities that need the process to look and feel institutional.

Employing someone in the UAE without having your own entity here. A licensed partner holds the employment contract, sponsors the residence visa and work permit, and runs payroll through the Wage Protection System. You direct the work day to day. Hyring finds the person, manages the relationship and coordinates the documents and clearance.

Said plainly, because it is a licensing question and vagueness here is not harmless: Hyring is not the employer of record. A licensed partner is. Any provider who tells you otherwise should be asked to show you their permit.

It means a specialist can be security cleared where the engagement requires it. On government mandates that is routine. Some already hold a clearance and we have seen evidence of it. Others are eligible and go through the sponsoring entity's process before they start. The clearance is granted and verified by that authority rather than by us, which is the right way round.

Days actually worked, agreed before anything starts. Not a percentage of anyone's salary, and not a fee that rises because the person you hired turned out to be senior. If the engagement stops, the cost stops.