One Source Managed Solutions

Recruiting Process Outsourcing


Contract Recruiting

One Source, One Contact, One Contract


When it comes to Contract Recruiting, One Source is all you need

Contract Recruiting

The people we employ are the backbone and greatest asset of our business.


The location, integration and retention of new employees into any organization is a major transition. It is so important we extend offers to the right Candidate. For this reason, the hiring process as well as it's cost should always rank as critical in any firm.


When faced with multiple job openings hiring an experienced Contract Recruiter will guarantee your success. You'll achieve quality, expeditious  hires at a fraction of the cost of a contingency or retained search.





Contract Recruiters will change the way you do business


Contract Recruiters are a smart alternative to a contingency search. Your Contract Recruiter develops and provides targeted recruiting strategies geared toward your unique organization. Employ a Contract Recruiter for your high volume requirements or just building a pipeline of candidates. When faced with multiple job requirements to fill in a short period of time, the one solution that guarantees your success is a Contract Recruiter.


One Source Managed Solutions provides highly specialized Contract Recruiters to supplement your existing staffing function. Using a transitory Recruiting approach, we help your organization implement a cost effective program that lowers your cost-per-hire, minimize the impact of employee turnover, and positions a foundation to build an effective employee retention program.


As seasoned Recruiting Management Consultants, we possess the industry knowledge, experience and commitment to Customer satisfaction required to fulfill the most discriminating requirements. Your organization's most valuable asset is its people. Succeeding tomorrow depends upon choosing the right leaders today. We provide our clients with a competitive edge by identifying outstanding leaders with critical and strategic skills. We excel by not just finding people but by finding the best people.


Choose an experienced Contract Recruiter, they are the foundation in the building and development of your organization's Technical and Management teams.



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Our Clients

Our partnerships come from a variety of industries and business sectors.


Most of our Our niche' are small to mid-sized organizations who have a small budget for recruitment. They come to us from the Pharmaceutical, Biotechnology, Healthcare, Information Technology and many more.


We also partner within our own business sectors as an extended resource in the RPO / BPO models, Retained and Executive search,  Contract Recruitment as well as Talent Pipeline development projects.


No matter what your industry and business sector we have a budget to fit your needs.




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Recruiting Process Outsourcing


Let's talk benefits. There are options in sourcing or improving your recruiting process. While some may stick with other solutions because thatís the way itís always been done in the past but an RPO can really benefit your organization.

Reduced Recruiting Costs This is one of the top reasons why a company chooses an RPO solution, and itís also one of the biggest benefits. Many companies spend a lot of money on headhunters and job boards, or waste a lot of money through high turnover rates. Time is simply wasted in lengthy hiring processes or outdated (or a lack of) technology. An RPO model can reduce recruiting costs by streamlining your recruiting process and showing you how to find good candidates better and with less time and money.

Scalable Recruiting Capacity - Another benefit is the ability to scale up or scale down during peak load demands. The model is also good for organizations that are growing rapidly and need that additional assistance to meet their growth.

Consistent and Predictable hiring process - Managing expectations on both sides...keeping Candidates up to date in the process. An RPO will make the candidate life cycle experience predictable for both the Candidate and Hiring Manager.

Candidate Quality - Hiring Managers understand that locating a great candidate takes more than a combination of experience and education. It also includes synergy with the team and prior track record. Hiring managers pressed for time or have too many candidates to consider may not identify all these traits upfront. An RPO can do a deep dive and uncover these traits while mining for candidates who have the minimum requirements.

Satisfaction guaranteed - Hiring Managers are more satisfied through many facets of an RPO model. They have a better way to assess success of their time and dedication to the process. They even have more support from Management in the recruitment process. They are now able to do what they do best and not be overly consumed in the Hiring Process. Partnering with an RPO provider yields greater satisfaction in the results and how candidates are introduced into a company.

Company Branding - Essentially, employment branding is identifying the Company as a top Employer in the field. Therefore, if the brand improves this makes a great appearance to prospective candidates for your organization. Also, if your hiring managers are satisfied and are working in a consistent recruit-to-hire process, then people who go through the process will have positive things to say about it and the company as an employer. Overall, an RPO will assist more than hiring quickly and cutting costs it will brand a company as a great place to work attracting better talent to the company.

Talent Pipeline Development


The question is not "should I proactively build a Talent Community".. rather, "Why am I not being proactive or prepared for my next hire" ?

Building Talent Pipelines and communities.....successful sourcing begins with engaging passive talent as well as keeping them engaged over a period of time, sometimes months.

Key Reasons to Build a Talent Pipeline

By proactively developing a pipeline of talent, you will Identify the right talent early. If youíre waiting until you need to hire then youíre already too late. Proactively developing a talent pipeline is a must not an option!

  • Identify your goals

  • Develop your strategy

  • Generate leads of potential super stars

  • Capture information and short list candidates

  • Qualify and bucket candidates by matching them to your upcoming requirements.

  • Develop relationships by building trust and branding your company

  • Engage them frequently by keeping them informed and keep them warm

Reduce your time to Fill: By establishing an ongoing dialogue with a candidate it provides you the option to accelerate the discussion when the timing is right.

Avoid the loss of "ACE" candidates When it's time to hire you're ready to engage your short listed candidates reducing painful negotiations and competition. Preliminary discussions and branding are completed now it's time to real them in!

Minimize business disruption. When Clients have vacancies, especially those not planned you may be faced with additional pressure which you can avoid making you a better business partner.

Strengthen the company's brand. You are continually considering prospective candidates.




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