Looking at pricing, what is the benefit of using RocketPeople compared to alternatives?

Several. Our benefit in comparison to an in-house recruiter is that we're the same price but you get a whole team without ramp-up time. Plus an extensive network that just one person wouldn't have access to. Compared to agencies, we have an incentive to deliver quality and not just throw resumes at you. We're also specialized in tech roles, key hires and complete teams because of the multi-disciplinary team we deploy for you.

I already have an in-house recruiter. Why do I need you?

Great! Unfortunately, we've seen that there are so many aspects of recruiting nowadays: writing job descriptions, optimizing your career pages, employer branding, and so on. One person can often not cover all of these aspects completely. Nor does she/he have the capacity to do all these things and have multiple interviews. We often work together with in-house recruiters on roles that are hard to fill or when you need to fill multiple roles to speed up the hiring process.

22 hires

Dev-Ops, Full stack, Back & Front-end Developers

5 weeks average time to hire

SAAS

36 hires

Marketing & Sales across German Offices (including Marketing director)

6 weeks average time to hire

ECOMMERCE

20 hires

Marketing, Sales, Product and Development, Head of Ecommerce

5 weeks average time to hire

MARKETPLACE

Why do I have to pay an upfront fee?

Two reasons. The first reason is we want commitment in our partnership. We both have to have an incentive to succeed. The second reason is that it covers our basic costs. From the start, we're using our resources to source, screen, and set up a pipeline.

If the salary changes, does the pricing for the role also change?

No, it does not; we work with defined fixed fees. Therefore you  know exactly how much you will invest and you don’t have any surprises.

How do we know that you will deliver quality profiles?

Firstly we need to understand better what you will qualify as a ‘’high-quality candidate’’. Due to extensive onboarding, we will get a good understanding of the profile you’re looking for. After the onboarding, we will present a shortlist of 10 profiles to see if we are heading in the right direction. After receiving your feedback on the shortlist we will start qualifying and screening candidates on your behalf.

What is your approach for international hiring?

Although we haven't hired in every country in the world, our best practices remain the same. For example, Zenjob asked us to hire in Germany, which we hadn't done before. We applied our proven hiring method in Germany and it delivered Zenjob 20 new hires.

How many relevant profiles will come out of the screening process?

The goal is to deliver 5 relevant profiles.

What happens if you do not find the right candidates in time?

Sometimes the process takes longer than expected. This can be caused by the RocketPeople Team or by the customer. If this happens, a new strategy will be created.

Do I have to pay the fees again if you do not find the right candidate?

No, you only pay the starting fee for the project.

I have approached a lot of candidates. How do I know you are not approaching the same candidates?

RocketPeople can work in the ATS of the client, so the team can see which candidates have been approached in the past. And of course, this will also be part of the onboarding process.

START

DAY 1 - 2HRS

Let's get acquainted

Agree on project outline & objectives

Mobilize content & resources

Identify & activate relevant candidates

Create awareness in the target audience

Use smart marketing to attract relevant profiles

ACTIVATE

WEEK 1-2

Shortlist & screening relevant candidates

Schedule relevant candidates for interviews

Support you throughout the interview process

MEET

WEEK 3-5

Support you in making the right offer

Set up a working relationship with the best candidate

Prepare candidate for his/her first day

ONBOARD

WEEK 6-8

Review the project together to further optimize customer experience

Activate our Customer-for-life program

WEEK 9-13

EVALUATE

Critial hires in leadership or in your team

KEY HIRES

At the start of our partnership we commit to our search. Deploying resources.

1

Shared Risk

STARTING FEE

SUCCESS FEE

Charged after successfully completing the job. Focus is on delivery.

RETENTION FEE

Only due after your hire has passed the probation period. Our goal is quality.

2

Recruitment-as-a-Service

Equal to your in-house recruiter. Covers all recruitment efforts: pipeline management, marketing campaigns, and active headhunting.

MONTHLY FIXED FEE

SUCCESS FEE

Only charged after we've completed a hire. Represents our shared incentive.

Own Network

Opportunity cost for management

COSTS

PROS

Warm applicants

Low costs

Involved in hiring process

CONS

Time-consuming

Limited quality of candidates

Hard to manage the candidate experience

Agency

Up to 30% of OTE salary

COSTS

PROS

Fast in sending CVs

Optimized for short time to hire

Domain specialism

High volume of candidates

CONS

Misaligned incentives

Very expensive and transactional

No strategic partnership

One agency doesn't fit all

Bad candidate experience due to impersonal approach

In-house

€6,500 (recruiter salary + employer cost

COSTS

PROS

Can protect company culture

Personnel is close by

Sense of quality control

CONS

2+ months ramp-up time

No hiring guarantees

Not specialized in all domains

Requires supervision

Limited capabilities in tech stack

No employer branding skills

Limited recruitment operations

Why pay upfront?

Two reasons. The first reason is we want commitment in our partnership. We both have to have an incentive to succeed. The second reason is that it covers our basic costs. From the start, we're using our resources to source, screen, and set up a pipeline. 

Critial hires in leadership or in your team

BUILDING TEAMS

Scalable IT teams to build complex products and infrastructure

IT NEARSHORING

Data analysis

Recruitment reporting

Structuring & increasing data

DATA & TECHNOLOGY

Employer branding

Writing vacancies

Online campaigns

Branded content strategies

CONTENT & BRANDING

Multi-disciplinary team

Pipeline management

KPI-driven recruitment

RECRUITMENT

Develop talent pool

Marketing automation

Headhunting

Dedicated specialists

SOURCING