Finding the right talent has never been more challenging. Whether you're struggling to find the right permanent employees, considering contractor options, or evaluating the costs of traditional recruitment fees, choosing the right hiring model can make all the difference. In this article, we explore three recruitment models to help businesses navigate their hiring challenges effectively.
Many companies face difficulties in finding relevant candidates, and high recruitment fees or long-term contracts may not be the ideal solution. This is where Recruitment as a Service (RaaS) comes in as a more flexible and predictable approach.
With RaaS, you pay a fixed monthly fee, and a recruitment team actively searches for the right candidates for your open positions. Instead of incurring high placement fees or struggling with internal hiring limitations, this model provides a continuous pipeline of pre-vetted CVs. You stay in control of the hiring process—reviewing CVs, conducting interviews, and making final hiring decisions.
Team augmentation is a model where companies hire individual IT professionals on a temporary or long-term basis to supplement their existing workforce. This approach is particularly useful when firms need additional expertise for specific projects but do not want to commit to full-time employment contracts.
If you need contractors but don't want to deal with the hassle of sourcing and managing them, a team augmentation service can handle the entire process for you, from sourcing to onboarding and administration.
For companies looking for a permanent workforce, recruitment agencies play a crucial role in identifying and vetting top talent. These agencies specialize in finding candidates that match the company’s technical and cultural requirements, significantly reducing hiring time.
Choosing a licensed recruitment partnerWhen selecting a recruitment agency, it is essential to verify its licensing credentials. In IT recruitment, a valid license ensures:
The supplier’s license can be checked on the Czech Úřad práce office website. Legislation such as Act No. 435/2004 Coll. on Employment and Decree No. 518/2004 Coll. defines the professional requirements and legal framework, ensuring companies choose reliable recruitment partners.In-House
While in-house recruitment gives companies full control over hiring, ensuring cultural fit and cost efficiency, it can be slow and limited in reach. External recruitment offers access to broader talent pools, specialized skills, and faster hiring but comes with higher costs and less direct control.
A balanced approach often delivers the best results, where businesses utilize both internal hiring and external recruitment services as needed.
IT consulting based on a time and material model allows companies to leverage external expertise without the long-term commitment of hiring full-time employees. And not only that, but also to keep the external partner accountable for the delivery of the service. Instead of recruiting or leasing an individual specialist, businesses collaborate with a trusted delivery partner that provides the required resources on a flexible basis as a managed service or time and material project basis.
Can you determine which model fits your company best? If you're unsure, use the checklist below to assess your needs:1. Do you need to hire frequently and predictably?
2. Do you require IT contractors for specific projects?
3. Are you looking for long-term, permanent hires?
4. Do you prefer a fixed-cost, subscription-based model for hiring?
5. Do you want flexibility to scale up or down based on project demand?
6. Do you have an in-house HR team with time to manage recruitment?
7. Do you need end-to-end hiring support, including employer branding?
8. Do you need project-based IT expertise rather than permanent hires?
9. Do you need a partner to handle sourcing, onboarding, and administration?
10. Are you concerned about compliance and recruitment licensing?
If you answered "yes" to multiple models, a hybrid approach may be the best fit for your business.
With a team of 2-3 dedicated recruiters, we focus on sourcing, screening, and delivering candidates so you can choose from a broader talent pool without worrying about high commissions or lengthy contracts.
We operate across the EU, including Romania, Poland, and Bulgaria, casting a wider net than many competitors who limit their searches to the local market. Beyond sourcing contractors, we handle the logistics—including providing hardware and arranging periodic on-site visits to ensure smooth collaboration, even for remote workers.
Last year, we launched SnapTalent, our dedicated recruitment agency brand, to further expand our capabilities and provide even more specialized hiring solutions for our clients.For permanent hires, our traditional recruitment agency model is a solid option. We charge a fee ranging from 1.5x to 2.5x the candidate’s salary, with a 3-4 month guarantee on placements. If a candidate doesn’t work out, we refund or replace them.
Snapstack offers a flexible, scalable, and cost-effective IT consulting model based on time and material, ensuring companies get the expertise they need without the burden of long-term hiring. Our trusted team integrates seamlessly into your projects, providing specialized professionals who deliver solutions rather than just filling roles. Whether you need expertise in a niche technology or a project-based approach, Snapstack delivers the right talent at the right time to keep your business agile and competitive.
Let’s find the best hiring model for youWhether you need a fixed-cost RaaS model, a team augmentation, or traditional permanent recruitment, we tailor our services to your needs. If you don’t have a recruitment partner yet, let’s discuss the best solution for your hiring challenges.
Ready to build your team? Let’s talk.
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