An 18-recruiter NYC contingency firm added full-time capacity. No $95K US hire. No 3-month ramp. No year-one turnover risk.
Two new client agreements opened 7 reqs. More work than their 18-recruiter team could absorb. A US recruiter would cost $95K loaded, take 3 months to ramp, and cover 3–4 reqs. Clients expected shortlists in a week.
They needed full-time capacity, fast. Per-role sourcing wouldn't cover ATS and relationship work. A contingency partner would take the clients. Another US hire was too slow and too expensive.
We matched a recruiter from our bench with 4 years of US financial services experience. Joined their Bullhorn, Slack, and Monday standup. Owned 5 reqs by week three.
Scoping Monday. Profile Wednesday. Intro call Friday. Signed Monday of week two.
Bullhorn, Slack, standup invites live by day 3. First req assigned day 5.
Full ownership: sourcing, outreach, qualification, scheduling, ATS hygiene. Seniors stayed on interviews and closes.
Monday standup. Friday pipeline review. Monthly performance check-in.
"She's one of our best recruiters now. Our senior team stopped touching sourcing completely within her first month. The cost math works out to about one quarter of what a US hire would cost us. And we got her ramped in weeks, not months."
Head of Delivery, contingency recruiting firm
The difference from offshore VA work was the embedded model. She attended standups, knew clients by name, and owned reqs end-to-end. Part of the delivery team, not a vendor responding to tickets.
Backed by Montazzo's QA and management layer. The firm didn't manage performance or carry replacement risk. PTO coverage included.
15-minute scoping call. We confirm fit and match you to a recruiter.