You get a recruiting partner who knows human resources roles from first analyst hire to CHRO. Every search starts with your pay range, your location flexibility and your HR systems, then finds people who have done that exact work before.
Your first HR hire sets the tone for every later hire. A good HR person gets pay right, keeps benefits running, knows the laws in your states and handles people problems before they become lawsuits. A weak HR hire costs you time and money, and the damage often shows up long after the offer letter.
A recruiter who only fills HR roles knows the difference between a PHR and a SHRM-CP, and knows which one matters for the level you are hiring. That recruiter checks Workday, UKG, ADP Workforce Now or Rippling experience against your actual payroll and reporting setup. They also know what pay looks like for a Payroll Manager in Dallas or an HR Business Partner in Chicago, so you do not guess.
Every search is for a human resources role. These are the areas we fill most. Each title has its own page on how we recruit for it.
For a Chief Human Resources Officer or Chief People Officer, we check how the person has built or rebuilt an HR team around a growing company. Board reporting, compensation committee work and executive succession are part of the conversation, along with SHRM-SCP or SPHR where the role calls for it.
A Senior HR Business Partner or HR Manager gets hired for judgement over tasks. We ask about employee relations cases they have closed, how they coached managers and which HRIS they used day to day.
For a Head of Talent Acquisition or Talent Acquisition Manager, the search starts with your ATS, Greenhouse or iCIMS experience and the roles this person has actually filled. We look for people who have hired recruiters, run campus programs or managed agency spend, depending on your stage.
Compensation and benefits roles live in data, so we check CCP or CEBS credentials and long-term incentive plan work. A Director of Total Rewards will also need to know your 401(k) recordkeeper and whether you have a self-funded health plan.
Payroll Manager and Multi-state Payroll Specialist searches focus on the states where you have employees and the systems you run. We verify FPC or CPP certification, tax jurisdiction experience and ADP Workforce Now, Paylocity or Paycom setups.
An HRIS Manager or Workday HCM Analyst must have configured your actual system. We test for reporting skills, security role design and integrations between HRIS, payroll and benefits platforms.
Employee Relations Manager and HR Compliance Manager candidates need state law knowledge for every state where you operate, from FLSA classification to ADA interactive processes. We ask scenario questions about leaves, terminations and investigations, then check references with people who watched them handle those cases.
For a Director of Learning and Development or Training Manager, we look for someone who has built manager training that changed how people work. We ask what they built, how they measured it and which learning platform they ran, then match people who have run similar programs in a business like yours.
You have a growing team and no dedicated HR person, or the founder has been doing payroll and benefits at night. The hire needs to be both strategic and hands-on. We find people who can write policies, run open enrollment and advise managers on their first termination.
You have an HR generalist or business partner, but now you need a compensation analyst or a talent acquisition manager. We find the specialist without losing the culture fit that made your early team work. Each new role is scoped around what the current team does not do.
A departing HR leader leaves a gap in board reporting, executive pay and confidential employee matters. You need a successor who can run a team and speak the CFO's language. We look for leaders who have managed a similar transition or a difficult employee relations matter in a company your size.
You are implementing Workday or UKG, moving to multi-state payroll or cleaning up ADP Workforce Now after growth. That person must have done the implementation or audit before. We check their hands-on system work and tax jurisdiction experience.
You tell us the title, the level, the pay range, where the person can work and which HR systems they must know. We write down what success looks like in the first year, because that is how we screen later.
The search starts with the real market. We look at who holds similar roles at companies like yours, what they earn and which certifications or systems they list. That gives you a benchmark before we contact anyone.
We contact people who already do the work, including those who are not applying anywhere. Screening is a structured check against your brief. At this point we verify the systems they have run and the employment law issues they have handled.
You meet a short list of people we have already interviewed. Each shortlist note tells you what the person has done and what to probe in the interview. We help you move fast when you find the right fit, because HR candidates often hold other offers.
Before an offer, we check references with people who managed the candidate. The starting date gets set around the candidate's notice period and your payroll calendar. You get one point of contact until the person has started and passed any agreed checks.
A resume lists job titles. These checks show whether the person can do the work in your company.
You can hire for on-site, hybrid or remote HR roles anywhere in the U.S. We set the pay range with you before the search, including the states that require it in the posting. Multi-state employers get one consistent process for every location.
Hiring for accounting or finance as well? Our partner Accounting Recruitment Agency handles those searches.
We find and screen candidates for human resources roles only. You get a written brief, a mapped market, direct outreach, interviews and reference checks. The process ends when your new HR hire starts.
We fill roles from HR Coordinator and Payroll Specialist to CHRO. That includes business partners, generalists, talent acquisition, compensation, benefits, HRIS, employee relations and learning and development.
It depends on the level, location and how specific your systems requirements are. A payroll specialist search often moves faster than a CHRO search. You get a realistic timeline after we see the market.
You pay a fee only when you hire, worked out from the new hire's first-year salary. Senior searches can be split into stages. Every term is agreed in writing before the search starts.
Yes. We work with companies that have never had an HR person and need a generalist or HR Manager. The same process applies, with the brief focused on the founder's biggest pain points.
No, candidates never pay a fee to us or to you. Our fee comes only from the employer after a hire is made.
Tell us the title, the pay range, the location and the HR systems you use. We will come back with a market view and a short plan for the search.
Prefer email? Write to info@hr-recruitment-agency.com.
Monday to Friday, 8am to 8pm.