Can we switch from contingency to Recruiting as a Service later?

Yes, and many clients do exactly that. They start with one contingent search, watch how our recruiters work, then convert once a second or third opening appears. Clients who convert keep the same team that ran their first search, and any role already in progress carries over without restarting.

Does the flat monthly fee change if we hire someone at a high salary, and what counts as a hire?

No, the fee stays flat regardless of salary. A $200,000 director and a $75,000 quality engineer cost the same under a subscription, while a contingent fee on that director alone could exceed $40,000. Any placement your dedicated team sources and delivers within your plan tier counts, and if your volume outgrows the tier mid year, we move you up rather than start invoicing per placement.

What happens if we go three months without an opening, and is there a minimum term?

Your team keeps sourcing. That is the practical difference between a subscription and a series of transactions, so when a role opens in month four there is already a warm pipeline instead of a blank page. Terms are agreed up front and sized to your hiring plan. We would rather set a term you are comfortable with than have you paying for capacity you are not using.

How do you report on progress?

You get live dashboards showing pipeline stage by stage, plus a weekly check in with your recruiting lead. If a search is stalling, you hear it from us before you have to ask.

What positions do you fill?

Are recruiters are qualified to fill any position within the manufacturing and construction industry. This means all positions from laborers to the boardroom are qualified searches.

What do you need from us to get started, and do you recruit outside manufacturing and construction?

The role, the must have qualifications, the salary range, and the name of the person who makes the final decision. Those four things get a search moving, and everything else gets sorted during discovery. Manufacturing and construction are our focus and where we add the most value. We occasionally handle corporate roles for existing clients, such as finance or HR leadership, but we would rather decline work outside our lane than take it and underdeliver.

Recruiting as a Service | Manufacturing Recruiter

The Future of Hiring Is Here

Rizonet's Recruitment as a Service replaces the antiquated, contingent model. Recruitment as a Service gives you a full-service recruiting team working exclusively for you, without the cost and commitment of hiring internal staff, for a flat monthly subscription that saves companies up to 80%. Rizonet's RaaS does not just fill roles. We give companies the ability to hire the best of the best, consistently.

80%

Cost savings vs. contingent model

72%

Faster time-to-fill

365

Days/year your pipeline stays active

Why RaaS

Six reasons companies are making the switch

Predictable Monthly Cost

Flat monthly subscription starting at $3K/mo replaces antiquated per-placement fees. Budget with confidence.

Dedicated Recruiters

Your own recruiting team, not shared across dozens of clients. Exclusively focused on you.

Always-On Talent Pipeline

Candidates are in your funnel before roles open. No more starting from zero every search.

Real-Time Reporting

Dashboards, pipeline data, and weekly updates. Full visibility into every stage, always.

Industry-Specialized Expertise

Teams built around manufacturing, engineering, sales, operations, and executive leadership.

Scales With Your Business

Ramp up or down based on hiring volume. Flexible engagements built around your needs.

How It Works

From kickoff to first hires in 21 days

Discovery & Alignment

Deep-dive into your hiring goals, culture, and pain points. We build your custom RaaS engagement plan.

Team Assignment & Integration

Your dedicated Rizonet recruiters are assigned and plugged into your ATS and hiring workflows.

Pipeline Activation

Active sourcing begins immediately. Priority roles receive candidate slates within the first 7 days.

Ongoing Delivery & Optimization

Weekly check-ins, monthly reports, and continuous refinement as your business evolves.

RaaS is right for you if you...

Make 2+ hires per year
Want to reduce per-hire cost
Are scaling and need flexibility
Have inconsistent vendor results
Need stronger employer branding
Want one dedicated partner

Rizonet RaaS vs. Contingent Recruiting: At a Glance

Category	Rizonet RaaS	Contingent Recruiting
Cost Model	Flat monthly subscription starting at $3K/mo, no placement fees	18-25% of first-year salary per placement
Talent Pipeline	Proactive, always-on, never starts from zero	Reactive, search restarts every single time
Recruiter Alignment	Aligned with your long-term hiring success	Motivated to close fast and move on
Reporting	Real-time dashboards, weekly updates, full visibility	Limited or none between searches
Employer Brand	Active brand ambassador in every candidate interaction	Minimal, transactional outreach only

What would your next hire actually cost?

See your exact savings. We fill any position from the production floor to the boardroom.

Drag the sliders and watch contingent fees stack up against a flat RaaS rate.

Candidate base salary $80,000

Hires needed per year 3

Contingent fee rate 17%

Matching RaaS plan

STARTER $2,999/mo Up to 5 hires/yr

GROWTH $5,999/mo Up to 10 hires/yr

SCALE $9,999/mo 11+ hires/yr

CONTINGENT TOTAL $40,800

RAAS ANNUAL COST $35,988

TOTAL SAVINGS $4,812

COST PER HIRE $11,996

At 17% contingent, 3 hires a year runs $40,800. With RaaS Starter you pay $35,988, saving $4,812 (12%) at roughly $11,996 per hire.

Recruiting as a service