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Recruiting 101

What is RPO?

"RPO" means "Recruitment Process Outsourcing." It grew out of BPO (business process outsourcing). Here, an organization partners with an external  resource to supplement/complement their existing talent acquisition process or outright handle their recruiting function.
RPO is a completely different approach compared to contingency recruiting, the standard since the mid 20th century. 
Learn more about trends in talent acquisition by watching the following video:

How is RPO different from contingency recruiting?

Contingency: you don't pay anything up front. Instead, you're charged a fee when you hire that agency's candidate. That fee typically ranges between 20-30% of your candidate's base salary. Candidates are typically presented to numerous firms for the highest bidder.
RPO: you're charged on an hourly model. An RPO firm plugs Sourcers and/or Full Lifecycle Recruiters into your team. They operate as extensions of your internal talent acquisition department. All candidates sourced and screened are presented only to you.

When should I use contingency? When should I use RPO?

Watch the video below to better understand how to use RPO and contingency recruiting based on your needs:

What's the difference between a "Sourcer" and a "Full Lifecycle Recruiter?"

A "sourcer" identifies and screens potential hires. They are the first level of outreach and vetting in the candidate qualification cycle. 
A "full lifecycle recruiter" handles every step of the recruiting process from initial contact to closing. Their responsibilities include sourcing, screening (by phone, video conference, or face-to-face meeting), and guiding the potential hire through the interviewing process to selection and hire.

What's a submittal?

A submittal is a screened, qualified candidate for your consideration. This person has been contacted, interviewed, and evaluated to be a good fit for your open role.
This individual is literally submitted by a Hub recruiter to your hiring manager to be interviewed.

Our Recruiting Process

Why do you call it "Transparent RPO?"

We go beyond other RPO firms by offering transparency to our work.
Clients have 24/7 access to our pipeline progression. They know who has been contacted, who is owning each deliverable, how the search is proceeding, and where they stand in the big picture.
More importantly, clients keep all of the information we aggregate at the end of each project. Subsequently, they're equipped with a new candidate database to make more potential hires in the future.

Are you generalists or specialists?

We're both. Our junior-level Sourcers begin as generalists and move towards specializations based on role and skillsets. We're more technical than most recruiting companies. Many of our technical recruiters have undergrad engineering degrees. Some have Master's degrees. Many are former engineers (a couple of us still code too!).  However, everyone retains their ability to jump on any project regardless of scope and profile.

What do you mean "onsite" vs. "offsite?"

Our Sourcers and Full Lifecycle Recruiters can be embedded within your internal team alongside your hiring managers and key decision-making personnel. 
Our team members can also support you offsite at our wonderful headquarters in Bedford, MA. They own and execute the same responsibilities.

What level of roles do you work with?

Our experience ranges from handling Executive Search for public companies Like Amazon, Google, and Priceline to placing individual contributors at startups.

Is there a minimum commitment level or duration time?

Our clients typically enlist our help for a minimum of six weeks per project. This time frame takes into account the average recruiting cycle for each role and the volume of hiring demands.

How quickly can you ramp up your Hub team?

We typically ramp up a team within one week of the kickoff meeting. We already equip our recruiters with the necessary hardware and software to get started. Our kickoff with you covers project onboarding and protocol.

How big can a Hub team be?

Our projects range from a single part-time Sourcer (Startup Builder) up to a seven-person, fully-embedded talent acquisition team with sourcing, full lifecycle recruiting, and executive search consultation.

Can I change my Hub team during a project?

Yes. You can change any characteristic of your Hub team as your needs change.
Typical adjustments include:
  • the number of hours per week
  • the number of Hub recruiters you need
  • the area-of-expertise (e.g. engineering or sales)
  • whether the Hub recruiter is a sourcer or full lifecycle 

What engineering roles have you recruited before?

We've worked on Chief Technology Officer (CTO) executive searches all the way to junior software engineers.
Engineering roles include: VP of Engineering, Director of Engineering, NLU Scientist, Character AI Developer, Platform Embedded Systems Engineer, Sr. Server Engineer, Sr. iOS Engineer, SDK Engineer, Sr. Software QA Engineer, Build Tools Engineer, Sr. DevOps Engineer, Lead Software Engineer (Multimodal UI),  Manufacturing Test Development Engineer, Lead Vision Scientist, Hardware Validation Engineer, Sr. IoT Architect, Electronic Hardware Engineer, Sr. UX/UI Designer, Sr. Backend Engineer, Information Security Architect, Sr. Full Stack Developer, and more!

What product management roles have you recruited before?

We've built product management teams with junior Product Managers to executive-level leadership (Chief Product Officers).
Product management roles include: Jr. Product Manager, Business Product Manager, Technical Product Manager, UI Product Manager, Product Success Manager, Product Manager (CRM & Analytics), SEM Product Manager, Senior Product Manager, Sr. Manager (Product Strategy), Product Marketing Director, Director of Product, Director of Product Management, VP of Product, Chief Product Officer, and more!


What human resources roles have you recruited before?

Human resources and operations roles include: Recruiting Coordinator, Sourcer, Full Lifecycle Recruiter, HR Specialist, HR Manager, Integrator, Director of HR, VP of Human Resources, Chief People Officer, Chief Operating Officer, President, and more!

What applicant tracking systems (ATS) have your recruiters used?

Our sourcers and full lifecycle recruiters are experienced in handling systems like Greenhouse, Brassring, Jobvite, Beamery, Bullhorn, Lever, ApplicantPro, RecruiterBox, ZipRecruiter, Workable, Workday, JazzHR, iCIMS, Hirehive, and Big Biller.

What sales roles have you recruited before?

We've built sales teams ranging from executive leadership to individual contributors at every level.
Sales roles include: Chief Revenue Officer (CRO), VP of Sales, Head of Sales, Director of North American Sales, Director of Business Development, Sr. Account Manager, Account Manager, Sr. Manager of Business Development, Sr. Account Executive, Account Executive, Enterprise Account Executive, Channel Sales Executive, Pre-Sales Engineer, Sales Engineer, Solutions Consultant, Business Development Representative (BDR), Sales Development Representative, and more!

What marketing roles have you recruited before?

We've handled a range of marketing openings from junior-level Coordinators to Chief Marketing Officers.
Marketing roles include: Marketing Coordinator, Digital Marketing Specialist, AdOps Specialist, Account Strategist, Marketing Operations Specialist, Marketing Specialist, Interactive Marketing Strategist, Marketing & Visual Designer, Digital Marketing Manager, Social Manager, Marketing Admin, Sr. Product Marketing Manager, Sr. Marketing Manager, Director of Marketing, Director of Content Marketing, Director of Field and Channel Marketing, Product Marketing Director, VP of Marketing, Chief Marketing Officer, and more!

What financial management roles have you recruited before?

Financial management roles include: 
Sr. Analyst (Financial Operations), Staff Accountant, Strategy/Finance/Operations Analyst, Accountant II, Sr. Accountant, Sr. Global Staff Accountant, Tax Manager, Finance Manager (Pricing), Finance Manager, Assistant Controller, Controller, Financial Controller, Director of FP&A, VP of Finance, Chief Financial Officer, and more!

Will I be up-charged based on the number of open reqs I need filled?

No! Our services are covered by a flat, hourly sourcing and/or full lifecycle rate. That means you pay the same number per hour whether you need to hire five people or 500.

About Us

How did you get started?

Check out Our Story to see a timeline of our history.

Who have you worked with?

We've helped early-stage startups, growth-mode companies, and Fortune 100 giants improve their hiring. Our work spans North America (Boston, New York City, Austin, Denver, Silicon Valley, Montreal, Toronto), Europe (the UK, France, Spain, Germany, Poland, Turkey), the Middle East, North Africa, India, and Australia.
Take a look at our Case Studies and Testimonials to see some examples.

Where are you located?

We're located in Bedford, Massachusetts, about 20 miles northwest of Boston. Several of our team members are embedded onsite at our clients' offices around the Greater Boston Area. We have recruiters in several US states and Asia.

What makes Hub unique?

We're very good at listening. We ask and listen to what companies want more of. That's why we pivoted from placing technical consultants to RPO. 
Recruiting shouldn't be an expense. It should be a strategic asset based on:
  • measurable activity
  • adaptability to your needs
  • better productivity for lower costs
Almost everything we offer is based on an hourly model. We believe that we're a better recruiting solution for most tech companies instead of per-hire fees. 

What's Hub's specialty?

We focus on Engineering, Product Management, Sales, and Marketing hires. In addition, we've helped clients find Finance, Operations, and Human Resource talent.