❓What is ‘Raas’?
Recruitment-as-a-Service is a client engagement model built around recurring service charges either with/without per-placement fees.
RaaS projects typically resemble ‘mini RPO’ models, where the recruiter does more of the recruitment process and delivers multiple hires as a semi/entirely outsourced function.
Projects can include dedicated access to a recruitment resource/personnel, or simply re-worked commercials.
⬆️ What are the benefits for clients?
Clients usually benefit from:
Reduced overall cost (vs contingent hiring or FTE) Staggered payment schedule More streamlined communications with recruiter Slack channel (+ multiple stakeholders) Coda / Notion / Trello / Monday Value-add service additions Talent mapping / benchmarking Recruitment process engineering Custom promotional campaigns / ad spend Recruitment process advisory Increased screening / assessment Background checks / references Reporting / pipeline updates Enhanced commercial terms Improved placement guarantees What are the benefits for agencies?
Agencies get:
Predictable monthly income Guaranteed job orders / placement opportunities Closer collaboration / client commitment Timebound urgency / clear deadlines 💰 How does pricing work?
Pricing is usually structured around:
Recurring monthly fee (or ‘management’ fee) Rolling monthly or fixed term (e.g. 3-6 months) (Client option to terminate on X days’ notice, e.g. 30) Fixed fee (per hire - e.g. $15,000) Fixed fee (based on salary bands / role types, agreed as Schedule/Appendix) Declining Fee (based on volume of hires, e.g. hires 1-3x =15%, 3-10x 12.5%, 11+ 10%) % of salary (e.g. traditional contingent model) 📈 When should you pitch RaaS?
RaaS works best when:
limited recruitment resources accelerated hiring time-frames Client is cost sensitive and keen to reduce per-hire fees Agency can leverage delivery/cost efficiencies by bundling hiring into single project/campaign ✅ How should you pitch it?
Conduct detailed discovery / diagnostic first Pain points / challenges / constraints Full hiring scope - roles & salaries Cost of existing / alternate solutions (including internal) (If a fit...)
Nail positioning & sell as ‘perfect talent partner’ for hiring requirements ‘Play back’ client challenges and target outcomes Cost savings vs contingent Summarised outcomes (visualise client success) Leverage social proof & case studies (where possible) ⚠️ What should you avoid?
RaaS - Pitching & Pricing