Which Hiring Model Fits You Best?

AI Talent Partner vs. Fractional Recruitment vs. Traditional Agency: Which Hiring Model Fits You Best?

Recruitment today isn't just about filling jobs - it's about choosing the right model to solve the real problem. Some companies are scaling fast and need automation. Others hire sporadically or run niche projects. And some still rely on the tried-and-tested traditional agency model.

So… what’s the difference? When does each one make sense? Let’s break it down.

🔵 What Is an AI Talent Partner?

An AI Talent Partner leverages technology to supercharge your recruitment. Think automation, intelligent candidate matching, engagement at scale, and reduced time-to-hire. It's a modern, data-driven approach designed for speed and precision.

But what makes it different?It doesn’t just source passive talent - it also filters active applicants from job ads, combining both into one clean, ranked shortlist. Then it adds insight: risk flags, strengths, gaps, and match scores.

Best for:

Fast-scaling tech companies
High-volume hiring
Teams looking to reduce manual tasks and improve efficiency * Filtering large volumes of applications + surfacing hidden talent * Improving candidate quality through analytics and insight

🟢 What Is Fractional Recruitment?

Fractional Recruitment gives you a dedicated recruiter (or team) on a part-time or flexible basis. It’s ideal for businesses that want personal, consistent recruitment help - without the cost of hiring a full-time internal resource.

Best for:

Niche or specialist hiring
Project-based or seasonal recruitment
Businesses without internal TA teams
Leaders who want strategic support without the agency price tag

⚫ What Is the Traditional Agency Model?

The Traditional Agency model is still widely used - but it’s under pressure. It’s transactional: you pay a % fee per successful hire, typically with minimal engagement until the candidate is submitted.

Best for:

Urgent, one-off roles
Businesses with no internal hiring bandwidth at all
Companies that only hire occasionally
High-competition roles (where agencies already have candidates ready to go)

But… beware:

Expensive fees (typically 20–25% per hire)
No long-term strategy
Little process control
High risk of “CV slinging” (spray-and-pray submissions with little candidate care)

Common Pain Points - and Which Model Solves Them:

Client Challenge	Best Model	Why It Works
High turnover	🔵 AI Talent Partner	Smarter matching leads to longer-lasting hires
Budget constraints	🟢 Fractional	Pay only for the expertise you need, when you need it
No internal TA team	🟢 Fractional or ⚫ Agency	Fractional gives consistency; Agency is ideal for one-off hires
Need to scale quickly	🔵 AI Talent Partner	Automation removes bottlenecks and speeds up the entire process
Inconsistent hiring cycles	🟢 Fractional	Flexible model that scales up/down with demand
Confidential or sensitive hiring	🟢 Fractional or ⚫ Agency	Both options allow discreet, professional outreach
Processes take too long	🔵 AI Talent Partner	Automates sourcing, shortlisting, and interview scheduling
Too much time spent filtering CVs	🔵 AI Talent Partner	Creates a ranked shortlist from both active and passive talent
One-off urgent role	⚫ Traditional Agency	Quick access to a vetted talent pool
Need to hire niche specialists	🟢 Fractional	Offers deep expertise and targeted sourcing
Stale candidate pipeline	🔵 AI Talent Partner	Keeps talent warm with automated, ongoing engagement
Low offer acceptance rates	🔵 AI Talent Partner	Flags disengaged candidates before it’s too late
Hiring managers need coaching	🟢 Fractional	Human-led support improves process and employer pitch
Poor ROI from traditional agencies	🔵 AI or 🟢 Fractional	Both offer better results and transparency at a lower cost