For people and talent teams at technology companies
Startup Staffing brings Humand's recruitment team to the specialist technical and engineering roles you need help with — at international technology startups and scaleups — and replaces the one-off placement fee with an agreed monthly percentage of the hire's gross monthly salary while they stay with you.
You are usually balancing hiring quality, internal capacity and a budget conversation you did not choose.
Humand's consultants run the search, assessment and introduction. That is useful for hard-to-find skill sets, technical leadership and interdisciplinary roles — when a role sits outside your network, the market is tight, or your team is already at capacity.
Most of the teams we work with hire directly wherever they can. SUS is for the roles where outside help earns its place. You keep ownership of the process, the candidate experience and the decision.
Bringing in an external recruiter usually means defending a large one-off fee. A monthly percentage of gross monthly salary is a smaller number to take into a conversation about budget, and it is only paid while the hire is with you.
Because billing continues only while the employee remains employed, our commercial interest does not end on their start date. That is an alignment of incentives, not a promise about retention — no outcome or hiring guarantee is offered or implied.
The team hiring planner models up to ten role lines with their own salaries and headcounts, so a hiring roadmap can be costed as one plan rather than a series of surprises.
Every candidate is employed directly by your business on your own contract. SUS applies to permanent placements; other engagement types are handled as an agreed one-off fee instead.
Costing a roadmap of permanent hires? Open the team hiring planner and share the scenario with your finance lead.
The short version
Everything that matters about the Startup Staffing model, in six answers.
Percentages and buy-out values are agreed with each business individually in writing. Any figures shown elsewhere on this site are illustrative examples, not standard pricing.
Which roles to keep in-house and which to send outside — and how an external partner behaves once they are inside your process.
Five steps, in order, from understanding the model to modelling your own numbers to talking to a person. You can skip straight to the end at any point.
The five steps from brief to monthly billing, including exactly where your team stays in control.
Structured-process material you can lift into your own hiring loop, whether or not you use us.
A consistent brief format for hiring managers, so roles arrive defined rather than as a job title and a hope.
Plan-level payroll, monthly recruitment cost and crossover, in a form you can share with your finance partner.
Including the awkward version: which of your open roles are worth outsourcing at all.
Written for this role specifically, and useful whether or not you ever work with us.
The same model, answered for the other people usually in the room.
Tell us what is open and what your team is already covering. We would rather tell you a role is better kept in-house than take a brief we cannot serve.
Prefer to talk? 01865 657 000
Prefer email? joseph@humand.co.uk