Hiring Models

Permanent Recruitment

Designed for organisations recruiting employees for ongoing positions within their workforce.

• Suitable for individual vacancies and planned workforce expansion.
• Recruitment against agreed job descriptions and selection criteria.
• Candidate sourcing, screening, shortlisting and interview coordination.
• Support for offer management and joining coordination.
• Commercial terms agreed according to the recruitment engagement.

Contract Staffing

Suitable for businesses requiring professionals for defined assignments, projects or engagement periods.

• Workforce requirements aligned with project scope and duration.
• Candidate identification based on required skills and experience.
• Engagement arrangements defined before deployment.
• Coordination of onboarding and assignment-related activities.
• Employment responsibilities, statutory obligations and billing arrangements established contractually.

Temporary Staffing

Designed to address short-term workforce requirements and temporary operational demands.

• Support for temporary vacancies and seasonal workloads.
• Staffing for short-duration assignments, subject to availability.
• Recruitment aligned with required joining timelines and role criteria.
• Engagement duration and extension terms agreed in advance.
• Clear definition of the employer, deployment and administrative responsibilities.

Contract-to-Hire

An arrangement in which a professional initially works under an agreed contract, with the possibility of subsequent permanent employment.

• Initial engagement based on defined contractual terms.
• Evaluation of role suitability and performance during the agreed period.
• Conversion subject to client approval, candidate consent and contractual conditions.
• Clear agreement on conversion terms, timelines and applicable fees.

This model is appropriate where both the organisation and the professional wish to evaluate the working arrangement before considering permanent employment.

Executive Search

A specialised model for senior leadership, management and business-critical appointments.

• Focused search based on leadership requirements.
• Targeted talent mapping and candidate engagement.
• Assessment against strategic and functional expectations.
• Discreet handling of sensitive assignments where required.
• Engagement scope and commercial terms agreed for each assignment.

Recruitment Process Outsourcing (RPO)

A recruitment engagement in which Turntide manages an agreed portion or the entirety of a client's recruitment process.

• Recruitment planning and process coordination.
• Candidate sourcing and application management.
• Screening, shortlisting and interview scheduling.
• Recruitment pipeline tracking and progress reporting.
• Process improvement based on agreed recruitment metrics.

The engagement may cover selected roles, specific departments or broader hiring requirements, depending on the client's needs and the agreed scope.

Project-Based Hiring

Designed for organisations that need talent to support a defined project, implementation or business initiative.

• Identification of project-specific skill requirements.
• Recruitment aligned with project milestones and resource plans.
• Coordination of multiple roles where required.
• Candidate selection based on defined technical and delivery expectations.
• Workforce requirements reviewed against project duration and scope.

Bulk and Volume Hiring

Suitable for organisations recruiting multiple employees within a defined period.

• Recruitment planning based on vacancy numbers and target timelines.
• Sourcing strategies for multiple positions or locations.
• Structured screening and interview coordination.
• Candidate pipeline monitoring and selection tracking.
• Progress reporting against agreed recruitment targets.