Recruitment isn't broken; the incentives are. We've mapped out the shift from 'bounty hunting' to 'strategic partnership.' Page 1 starts with the end of the recruiter's commission.
→ First PrinciplesPage 1 — The Case for Change
The old models of recruitment incentivize the recruiter over candidates' careers. The misaligned incentives of these fee-per-head models stall growth, pit buyer against supplier, and continue to be unsustainably expensive.
Unlike traditional fee-per-head models, RaaS provides tiered monthly pricing, ensuring cost efficiency and predictable (yet flexible) budgeting that scales.
As companies increasingly recognize the benefits of RaaS, we anticipate a shift away from outdated recruitment practices and a pivot toward this innovative, AI + data-driven model.
Just as the Agile Manifesto revolutionized software development and paved the way for Software as a Service (SaaS), RaaS is poised to transform the recruitment industry.
Core Philosophy
Follow These Principles:
1. Our highest priority with RaaS is to satisfy the customer through recruitment services that are effective, transparent, flexible, innovative, and affordable.
2. A candidate's next (best) career move should never be influenced by a recruiter's fee or commission. RaaS eliminates the motivation to make shortcuts with a person's career for the sake of gain.
3. Great recruiters, who are fundamentally sound, can recruit and build meaningful and lasting candidate and client relationships regardless of skillset or industry specialization.
4. Recruitment thrives when it is aligned with company or organizational growth plans.
5. Recruiters and hiring managers must work collaboratively to make great hires.
6. We build recruitment teams around motivated individuals and give them the environment, tools, support, and trust they need to get the job done.
7. We meet and communicate with candidates using methods they prefer - text/sms, AI, voice, online meetings (with video), online chat, social media, in person networking, etc.
8. Successful hires are the primary measurement of recruitment success.
9. Ongoing talent pipelining or talent nurturing is fundamental for teams, organizations, and companies to be talent-ready to meet customer demands and support growth.
10. Continuous attention to recruitment technology enhances recruitment process effectiveness and candidate experience.
11. Simplicity in the recruitment process is the art of acquiring enough evidence (data) to make the best (an informed) hiring decision.
12. At regular intervals, the RaaS team meets to discuss and share best practices on how to become more effective and continually add undeniable value to its clients and candidates.
Our Belief
Effective and sustainable recruitment design should support these two activities.
Join the RaaS Network →RaaS isn't just a service; it's the insourced evolution of recruiting. We envision a world where companies no longer 'hire a firm,' but activate RaaS as their native talent architecture—whether it powers an entire department or seamlessly augments an existing team.
We expect a developing ecosystem that arms recruiters with the technology and mindset to deliver 10x value and a superior candidate experience.
Ultimately, we foresee industry partners collaborating and continually innovating to remove friction, making it easier for talented people to find great careers within a model where everyone wins.
Join the RaaS Network →Community Support
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